Imagine you are an executive responsible for overseeing 100 employees. Each day, 21 of those employees show up excited to do their job. They bring passion, take ownership, drive innovation, and inspire customer loyalty. They are the type of employees that give your organization a competitive edge.
But then there’s the rest of the team — you have another 79 employees who are disengaged. They give you their time, but that’s about it. You don’t get their heart or productivity, let alone a proactive effort. Many are the epitome of “quiet quitters,” doing the bare minimum required to keep their jobs.
While that may sound like a nightmare, it is the reality for most workplace leaders. According to Gallup’s State of the Global Workplace: 2022 Report, only 21 percent of employees are engaged at work. Gallup describes those workers as “highly involved in and enthusiastic about their work and workplace.”
If Gallup’s findings ring true for your workplace, there is good news: the Gallup report provides a clue as to how you can help the 79 be more like the 21. It explains that workers disengage because their engagement needs are not being met. In other words, it is not what workers bring to the office that affects their engagement but what they find when they show up.
So, how can organizations shift the balance and inspire more workers to engage? Candidly, there are multiple approaches, but one simple and powerful way is to give each person the opportunity to be heard.
Turn off the mute button
You have probably had more than one Zoom meeting where an attendee forgot to unmute their mic. Suddenly, their lips are moving, but no sound is heard. It’s a simple mistake that is easy to make, but it brings the meeting to a standstill. Thankfully, it is also easy to fix.
But what if the person was never unmuted? That would make for a frustrating Zoom meeting, especially for those stuck in silence. They’re likely to “check out,” and why wouldn’t they if they believe no one is interested in hearing their thoughts or feedback? They might stay in the meeting, but they would not be engaged.
The person perpetually on mute provides a perfect example of what happens when organizations fail to include everyone in the conversation. When employees feel they do not have a voice in their workplace, they struggle to engage.
According to a recent survey, highly engaged employees are three times more likely than highly disengaged employees to say they have a voice in their workplace. Turning off the mute button is a critical step for organizations that want to gain a competitive advantage.
Identify silenced employees
Most organizations are not intentionally muting their employees, but it still happens. A recent survey shows that 86 percent of employees feel there are groups that are underrepresented in their workplaces. Employers need to identify those people and invite them into the decision-making process to boost engagement.
An important first step in the process is to note who is at the table when decisions are being made. Are the departments that will be affected represented in some way? Giving employees a voice means inviting their input on matters that impact them.
It is also helpful to assess the conversations happening around important decisions. If they typically proceed with little debate, there is a good chance that some voices have been muted. Organizations that invite more perspective benefit from a deeper understanding of issues and better-informed decisions.
Now let me clarify that I’m not suggesting organizations should be run by committee. I believe executive teams can make crucial decisions on their own. Not every role in a company has (or should have) access to all the financials, data, and insights needed to contribute to decision-making in an informed way. Having said that, I do believe that if you never give your people a chance to speak up, eventually they’ll withdraw, and you won’t be getting their best work.
Sometimes, the issue may be as simple as “confidence” rather than inclusion. Those at the table may not feel empowered to voice their opinions – they don’t have the confidence to speak up. If this is the case, leadership can drive more participation by helping dominant voices be more aware and silenced voices be more vocal. The resulting “diversity in opinion” allows organizations to have a bigger impact in today’s complex marketplace.
Encourage a flow of feedback
It also helps to understand that feedback is not a one-size-fits-all process. Some employees will feel very comfortable speaking up during a department-wide Zoom meeting. Some team members will never be willing to share feedback in that setting. It’s an easy fix – simply provide multiple avenues for sharing feedback!
For example, regular one-on-one meetings with a manager may be perfect for employees who don’t love the dynamics of a Zoom meeting. An anonymous survey can open the door for honest feedback from employees who want to speak up but aren’t feeling secure enough in their current situation.
Organizations can also communicate that they value team member’s insights by providing specific guidance on the type of feedback they seek. This empowers employees to provide thoughtful and relevant responses. The right prompts will guide employees’ responses, but not lock them into answers they don’t support or feel comfortable providing.
It is also critical to follow up on the feedback that employees provide. Let them know they were heard even if you don’t adopt their suggestions. Expressing gratitude for their involvement will encourage future participation and enhanced employee engagement. If you can’t solve the problem or provide a solution, just give them the reasoning behind the decision – that kind of transparency can go a long way with engagement. It also increases the likelihood you’ll hear their opinions again in the future.
Make time to listen
Most companies understand the benefits of employee engagement. Still, they struggle to make it happen. They invest in training and technology or implement the latest management fad, failing to understand that what employees really want is someone to listen to them.
You achieve higher levels of engagement, effectiveness, and profitability when you create and support a culture that ensures your team members are heard at work!
