Employee engagement is a big problem faced by most companies nowadays.

Employee engagement is a big problem faced by most companies nowadays. In fact, they have been failing their employees for many years, a recent Global Human Capital Trends 2014 report suggested. According to the study, only 13 percent of employees around the world are actively engaged in work. This unbelievable result revealed that most of the employees are disengaged, which means bad news for businesses.

Why are companies doing such a terrible job at engaging their employees? Clearly, increase in engagement brings improved overall performance and better motivation to achieve, so what is the problem? There are several reasons that could be used to answer these questions.

Reason #1: Inability to keep workplace exciting

The research shows that employees are three-to-four times more likely to stay and work in the organization if they think that their work is exciting. However, most of the managers are dragging their feet when it comes to making the workplace exciting or simply disregard this method at all. Well, too bad, because engagement is kind of big deal for employees and should be taken seriously.

Millennials, who will make up around 75 percent of the global workforce by 2025, cannot be kept in the organization without exciting work and opportunities. If a company sticks with a traditional plan that does not challenge the skills of employees, it is very likely that this company will not achieve impressive performance.

Making a workplace exciting is a simple task. Here is a Chron guide to achieving it.

Reason #2: Lack of Feedback

Feedback to employees has a lot of benefits. For example, it improves their performance because it shows that managers are actively listening and trying to motivate the employees by sharing their thoughts about work. It can also serve as a tool for continued learning because it provides knowledge and experience sharing.

However, despite this obvious truth, employees are not given any feedback on their work in many companies, and this leads to a complete failure to engage them. According to Fast Company, most of the excuses why the feedback is not provided are absurd. For example, some managers think they “have no time for feedback” or it “will unleash drama and hurt productivity.”

They are clearly missing the fact that 60 percent of employees appreciate feedback on a daily or weekly basis. No surprise their companies are performing badly, so effective solutions for feedback are needed.

Reason#3: Lack of Accountability

Workplace Accountability is a pretty simple concept. If an organization does not keep the staff accountable it allows them to do as less work as possible. As the result, instead of working on something, they might be browsing Facebook hoping to find an interesting post to read. No engagement can be generated using this approach.

Accountability at work is critical for the success of the company. Every member of the organization is responsible for providing their contribution to the overall performance, so to accomplish the goals, everyone should be accountable. Ensuring employee accountability requires creating a culture that encourages the staff to own their actions.

When this culture is created, companies should constantly monitor the progress and make changes when needed. Eventually, employee performance will increase.

Reason#4: Lack of Passion

Employee passion and engagement are closely connected because of the former results from the overall satisfaction with the organization and interest in the industry. Clearly, hiring someone who lacks passion for the company and the industry will result in a poor individual performance. Keeping all employees passionate is a big deal that can be very useful for companies.

According to a study conducted by one of the leading HR research organizations Ken Blanchard Companies, there are eight key factors influencing employee passion: connectedness with colleagues, fairness, collaboration, meaningful and interesting work, collaboration, growth, recognition, and autonomy. Apparently, there are a lot of different elements at play when it comes to employee passion, and paying attention to each one is critical.

The solution here is obvious: one needs to cultivate employee passion for achieving performance gains and overcoming all challenges.

Conclusion: Employee Engagement is a Big Deal

As surveys show, taking advantage of engaging employees proves to be challenging for many companies today. However, with proper tactics and willingness to change, sufficient engagement can be achieved along with a wide variety of associated benefits, including better performance, motivation, and efficiency. If you are a manager or a CEO, this should the main thing to think about if your company is performing badly.

Clearly, the only way a company can be successful in long-term is the appropriate employee engagement because it ensures that the management thinks holistically about the working environment and interest of workers. The good news is that all of these reasons described above can be easily fixed. Just use suitable strategies and enjoy the benefits.