With today’s global ability to produce carbon copy technology and business models, people truly are a company’s only competitive advantage. Businesses that want to accentuate and optimize their competitive talent advantage focus on employee engagement strategies that improve overall workforce productivity and return on staffing investments.
A major disruption to employee engagement is the adverse impact of the unhappiness epidemic across many companies.
When employees are disengaged or disenfranchised with their work situation, performance plateaus or greatly diminishes. When there is awareness about what causes unhappiness at work, a company can do something about it.
Studies have shown that the drivers of employee engagement have everything to do with how an employee feels about work and feels at work. It begins with the employee feeling connected and invested in the company mission and direction, and continues with the employee having trust in the company’s leadership.
The first step in creating and inspiring engagement in the workforce is to debunk the pervasive and misleading myths about employee engagement.
There are six myths disrupting companies’ ability to keep people engaged.
1. A flexible work environment fosters productivity
While remote work opportunities reduce the carbon footprint and avert hours wasted in traffic, more often than not companies do a poor job of looping remote workers into the day-to-day activities of the business. Unfortunately, a very typically adverse impact of remote work for the employee is out of sight, out of mind. Research shows that remote workers and workers with flex time schedules receive less coaching and mentoring and miss out on the institutional knowledge-sharing and socialization that happens in the typical course of a shared workspace.
2. Strong paychecks equal strong loyalty
Not all people are primarily motivated by money,...
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