Keeping Employee Engagement Up in a Down Economy

As the economy continues to decline it is more crucial than ever to focus on employee engagement.  Unfortunately, reports are now showing employee engagement is following the economy’s declining trend.  ModernSurvey recently posted results from a scientific study of national worker opinions.  Results were as dismal as the economy.  From 2007 to 2008 employees that consider themselves actively disengaged went up four percentage points to 21%.

The survey’s five-point engagement index saw decline in each of its five areas:

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A few weeks ago Mark Royal, a senior consultant with Hay Group Insight was quoted saying, “as companies tighten their belts during tough times, it’s important to remember that money isn’t always what matters most to employees.  Sure, if employees feel they are significantly underpaid – and their pay doesn’t reflect their contributions – their motivation suffers. But when it comes to encouraging employees to pour discretionary effort into their work, the chance to make a difference and be recognized for their contributions can provide a much stronger incentive. Unfortunately, only 49% of non-management employees report that their contributions are recognized by their company when they perform well.”  Click here for the full article.

In order to be poised for opportunity when the market starts to turn around, focus on employee engagement must be maintained through these more difficult times.  Now, at what might seem like the toughest time for organizations to be paying close attention, is exactly when employee engagement matters most.  Here are a few things to remember about leading employees through this downturn.

Tell the truth.  Be as transparent as possible.  The worst thing for morale is to tell a group of employees one thing, such as, “we won’t have any more layoffs” and two weeks later have another round of layoffs.  Even if the news isn’t good news, employees would rather know what to expect rather than be caught completely off guard. Regular open and honest communication is an important part of maintaining trust with your team. 

Provide a personal touch.   Be 100% certain you know how your team is feeling right now.  Make no assumptions about it.  Go ask.  Have one-on-one conversations.  Whether your organization is in great shape or the worst shape ever, everyone has been hit over the head with an overall poor economy.  Show your team that you care about them and how they’re feeling right now.

Hold up the lantern.  In the darkest of moments in an organization, great leaders are the ones who can show the team that there is a light at the end of the tunnel.  No matter how much you may want to participate in the “woe is me” parade, do not let it suck you in.  Support employee morale by continuing to guide, inspire, and support your team during these difficult times.

Keep one eye looking ahead while the other is looking down.  To keep employee engagement going you have to balance your focus between current issues and future opportunities.  It is important to keep current events and issues your organization and your team is facing in front of you at all times.  It is just as important to not lose sight of the bigger and longer-term picture.  When your team gets unbalanced on one side or the other the true course the organization wants to take can be compromised.

Reward with non-monetary recognition.  While no one would deny money can “help keep bread on the table”, employees also still crave alternate rewards and recognition.  Do not lose sight of praising work and providing non-monetary ways of rewarding.  Find out what other rewards and means of recognition work for your team.

Engage their hearts and minds.  Your team, if it’s any like the ones I’ve worked with, has greatness within them.  However, when the going gets tough some managers pull back responsibilities from their team.  These managers take the weight of the world on their own shoulders.  These same managers typically assume that their team is too burdened to help with the big issues that need support.  In fact, the opposite is typically true.  Teams usually want to help.  The more you can work with your team and allow your team to work with you the more you will engage their hearts and their minds on the problems that needs solutions.

Now is the time to work with your team.  Spend time with them one-on-one.  Learn how they feel about what is going on.  Engage them in solving the workplace issues that surround the organization.  In this down economy do what you can to keep employee engagement up.  If you need help putting sustainable employee engagement practices into place, we’re here.

Written by Jennifer Mounce, President, Coach Effect. Coach Effect is a coaching, consulting and development firm focused on engaging employees through leadership and organizational effectiveness. For more information, please contact us.