5 min read
Solving the Employee Disengagement Crisis
By Brittany Stewart — May 27, 2024
Every founder’s dream is to have an excited, productive, engaged workforce. Not only will this boost productivity, but also foster a positive work environment where employees feel valued and supported. In fact, a Gallup study concluded that highly engaged workforces outperform others by 147% in earnings per share. And higher output is not the only improvement—increased loyalty, higher customer satisfaction, and employee quality of life all stand to benefit.
As one of the co-founders here at Basewell, I’m naturally engaged at work. My contributions have a direct impact on the business, I feel heard and supported by my team, and I get to interact with clients who are excited to use our product.
However, a looming question persists: as a company grows beyond its initial core team, how do they maintain similar levels of engagement? Employee one hundred or one thousand might not know the company’s origin story. Not to mention they weren’t around when previous victories were won, and hard lessons learned. They’re likely entering an environment where the impact of their work isn’t immediately visible.
This can lead to a lonely, uninspiring atmosphere. Unfortunately, there are mountains of data to back up this reality.
A Deloitte study concluded:
Nearly 80 percent of executives rated employee experience very important (42 percent) or important (38 percent), but only 22 percent reported that their companies were excellent at building a differentiated employee experience.
A Gallop study found that 4.8 million fewer U.S. employees are engaged in their work as of early 2024.
One must ask, who then. is responsible for employee engagement? Is the employee responsible for finding their own motivation and “why?” Or is the company responsible? Tasked with equipping their workforce with information, tools, and opportunities to become more engaged?
It’s a classic “chicken and egg scenario.” Which came first? The engaged employee or the reasons why the employee should be engaged? Personally, it’s been my belief that “engagement” looks symbiotic.
A symbiotic relationship at work is a mutually beneficial arrangement where employees provide skills, time, and effort to fulfill job responsibilities. In exchange, the company provides compensation, benefits, and opportunities for growth.
In order for these symbiotic working relationships to thrive, both employees and the company must actively participate. When these relationships break down, it’s often due to one party giving without receiving anything in return. As much as 66% of employees would quit if they feel unappreciated, so prioritizing healthy, thriving relationships between your company and your people is vital.
So, what's the first step in addressing this need? The company must take initiative to repair any lack of trust, information, and support. After all, the company is solely responsible for setting the tone of its relationship with employees: equipping teams with updated, accurate, and tactical ways to excel in their work is paramount.
Imagine that a company:
Develops a comprehensive onboarding program.
Ensures new employees feel welcomed and supported from day one.
Fosters an inclusive workplace where every voice is heard.
Offers continuous learning and development programs.
Maintains open lines of communication between leadership and employees.
Encourages feedback and act on it.
Provides the necessary tools and resources for employees to succeed.
That effort allows employees to:
Feel empowered to contribute ideas and suggestions for improvement.
Build meaningful connections with colleagues and leaders.
Cultivate a sense of belonging and purpose within the organization.
Achieve personal and professional growth through ongoing development opportunities.
Trust in the company's commitment to their well-being and success.
Innovate and collaborate with confidence, knowing their contributions are valued.
Flourish in their role, reaching their full potential and driving the company forward.
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These reasons are exactly why we’re building Basewell. Because centralizing information, training teams, and empowering employees to do great work with easy access to answers is worth fighting for. Want to see how it works? Book a demo with Evan to share your company’s vision for supporting employees, and he will walk step-by-step on how Basewell can help. You’ll leave with the single best tool in your arsenal to support your people, guaranteed.
Recap:
Both the employee and company share responsibility for solving the disengagement crisis
Basewell provides the tools to build thriving symbiotic relationships
In turn, companies are more profitable, employees more fulfilled, and customers more supported.
