Let’s not talk about the increasing number of fresher job search in India. This article
intends to focus upon reducing employee engagement in a firm. Employee
disengagement results in job quit and hence, contributes towards an imbalanced
office environment.
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Have you ever thought that ‘when an employee quits his/her
job, the entire dynamics of a team is disturbed’? Someone else has to do the
remaining work and hence, productivity is reduced. As a manager, your focus
turns towards hiring fresh talents rather than increasing business
productivity.
In order to make an employee stay for long, it’s very
important to understand what leads to employee disengagement in a firm. If you
as a manager are able to understand what upsets your employee, you will be able
to make things better.
Why does an employee
quit his/her job?
There are several reasons which contribute directly towards
increasing employee detachment, but few important ones are:
1. This is not What I
Had expected
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According to several surveys, it has been found that around
40% of your newly appointed team members think that they have chosen the wrong
job. This was not what they had expected from their job. This 40% population
quit within first 6 months of their work tenure. Since, they are fully aware of
the fact that the number of fresher job search has increased tremendously;
hence, the fear of not being able to find another suitable job has become
negligible.
How to make them
stay?
It’s very important that every team member is completely
aware of the job role and responsibilities that they will be handling and how
important they are for the organization. Let your new team member know the job
growth that they will get in the firm.
2. Lack of coaching
and feedback
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An employee wants to know how they are doing. Where they
lack and how they can improve? Lack of coaching or appreciation can lead to
disinterest. This, on the other hand, also leads towards unproductivity as the
employee become monotonous with his/her work. According to market research, a
company that follows regular coaching and feedback system has almost 14.9%
lower turnover rate (in terms of employee disengagement) than the companies
that don’t.
How to improve?
Implement a system of constant analysis, coaching and
feedback for employees. It is seen that the highly engaged employee receive
constant feedback from their senior on a weekly basis.
3. Hate my BOSS
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One of the most prominent reasons of employee disengagement
is that they don’t like their manager or boss. According to Gallup, around 50%
leave their job to run away from their boss. There are numerous reasons why an
employee does not like his/her boss, but the most obvious one is not feeling
comfortable with their seniors. Hesitation to bring up a question or add your
own input or fear of a cunning boss is what makes an employee hesitant towards their
senior member.
How to fix it?
Honestly, it’s very hard to know why two people do not get
along, but, as a manager it’s important to engage with your employee. It’s very
important that your team is feeling comfortable and does not hesitate in your
presence. Activities like constant feedback, work analysis, friendly
conversation, and some off-work exercise help a manager gain trust and
friendship of their team members.
Final Words
Increasing quantity of fresher job search are good news for
the professionals, but, for managers it not. If your employee is not interested
or engaged with the work and business environment, s/he won’t think twice
before quitting the job and that too without any fear of not having another
job.
Hence, it’s extremely important to work towards increasing
employee engagement in your firm, so that, you can constantly focus towards
increasing business productivity rather than hiring.
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