Today’s employers don’t exactly lack appreciation of the need for
employee engagement – 48% of respondents to one recent Deloitte survey cited it as “very
important”. However, a 2015 report from
Red Letter Days for Business stated that only just over a third of employees in Britain – 36% - were “highly
Perhaps part of the problem
stopping many organisations both within and outside the science sectors from
boosting the engagement levels of their employees is an inability to recognise such
engagement in the first place.
Here are some of the common
signs of a lack of engagement – as well as of high levels of engagement – in
Signs of a disengaged employee
Where do we start with all of
the ways to spot a disengaged employee? You may notice that they only do a bare
minimum amount and standard of work, completing assignments in a manner that is
sloppy or only just “good enough”. It suggests an employee who isn’t much
interested in the consequences of such low standards for them or their company.
A worker with poor levels of
engagement may also avoid involvement in team activities, although it is
important here not to confuse an apparent lack of interest with a tendency
towards introversion. Some of your staff members are likely to prefer working
quietly on their own, which is fine, but showing a complete lack of support to
colleagues or disgruntlement when asked to participate in group initiatives is
a different matter.
A disengaged employee is also
much more likely to complain about their work and blame others for their
mistakes. It is vital here to consider potentially legitimate grievances, such
as your employee being overworked or not being allowed by the culture of your
company to make errors. By encouraging your employees to admit honest mistakes
instead of shaming them for occasionally getting things wrong, you can make
them less fearful and help to boost their engagement and performance levels.
So, how do you know you have an engaged worker?
A truly engaged employee is,
of course, the opposite of many of these characteristics. They are employees
who take the initiative instead of doing the bare minimum, motivate instead of complain, and easily concentrate on their tasks
instead of losing focus.
Such an employee is also
likely to own up to their mistakes out of a wish to learn from them, collaborate
with their co-workers and love their company instead of looking for a new role
With Millennials especially
inclined to ‘job hop’ – two in three of them signalling a wish to leave their present employment
by 2020, according to the 2016
Deloitte Millennial Survey – bolstering employee engagement to cultivate employee loyalty will only become
all the more crucial for science employers in the years ahead.
Talk to us about your talent sourcing challenges
As all of the above indicates,
recruiting staff who represent a good fit for your science organisation’s
culture isn’t all that you have to do to ensure high levels of engagement.
However, it could certainly have a role in the prevention and mitigation of
employee retention headaches in the years to come.
Whether your firm is involved
in the pharmaceutical, engineering, medical device or any other science or
technology sector, and whatever your other specialised talent sourcing
requirements may be, our bespoke staffing solutions help to ensure you have the best possible
employees adding value to your
business. Make Hyper Recruitment Solutions your dependable science recruitment