According to the National Office For Statistics, there are 67.1 million people currently living in the UK. Let’s assume that 40 million of those are working adults. It would mean 34 million people weren’t happy with their careers.
Although somewhat hypothetical, it’s representative of an accurate figure. So, how do you tackle this workplace crisis that is a company full of staff that doesn’t want to be there?
There are plenty of things you can do to make your staff part of the 15% that want to come to work, so keep reading to find out more.
Why employees don’t like coming to work
There’s an entire list of reasons people don’t enjoy going to work and why achieving maximum employee engagement is hard. That’s why 63.3% of companies say retaining employees is harder than finding new ones. And, 69% of employees say they would work harder if they were more appreciated.
Another reason is a lack of progression, with 91% of millennials saying they look for career progression opportunities when choosing a new job. Doing the same thing every day becomes a laborious task, and variety is the spice of life, so consider ways you can offer progression opportunities to all your employees.
Salary is obviously on the list because, after all, money makes the world go round. A poor salary combined with a terrible workplace environment is a recipe for high staff turnover. Although, interestingly, 9 out of 10 people will earn less money for a better working environment, according to a Harvard Study.
What you can do about it
A sizable chunk of the problem lies with appreciation. Some companies take it to the extreme, with Facebook having the budget to offer on-site barbers, a fully-equipped arcade, and a wellness package. Taking it down a notch, you can increase employee engagement by providing an employee engagement programme.
Why does a staff engagement strategy get results? Because companies with more motivated employees see a rise in productivity of 34%, and people are far more inclined to work harder if they’re being offered an additional reward in return. It’s the simple psychology of positive reinforcement. And, companies with higher employee engagement and retention are 21% more profitable.
You can also offer an open door policy and focus on inclusive workplace culture. The open-door policy will allow you to build a closer rapport with staff and allow you to have a better idea of what happens within your team. It’s something we can all relate to. If you have a good boss, getting up and going to work isn’t so bad. If you have a terrible boss, the thought of spending the entire day with them is draining before the day has even begun.
Team building is another great technique used, typically used more often for the orientation of new staff. However, adopting regular team-building days builds trust and motivation amongst employees. Over the last 18 months, there has been a 2500% increase in companies investing in virtual team-building exercises because of many workforces working remotely, so you don’t need to have a physical team-building day to host one.
Remote working has almost become the new norm for many brands, and studies show there is a 21% reduction in productivity for staff who feel isolated. Invest in team-building exercises, whether virtual or not, to create a more inclusive workplace environment.
Your employees are the workhorse of your business, and it is far more convenient to have long-term loyal staff than to hire and train new ones – so it is worth investing in methods of retainment. How do you think your employees feel about working for you, and how would you feel about working for you? Asking those two questions gives you an idea of things you might need to change.
