Employee engagement numbers have dipped for the first time in a decade.  According to the latest Gallup report, 50% of employees are disengaged in the workplace and 16% are actively disengaged, meaning feeling miserable at work and spreading negativity to their colleagues. How can you increase engagement and retain your employees in this post-Covid, low unemployment world filled with talk of quiet quitting or carefully coasting?

Of course, pay, good insurance and a retirement plan are all components of keeping employees happy. However, it has been proven time and again that none of these benefits are the most important benefit in retaining employees. People just want to be valued, respected and recognized. They want to do meaningful work and do it well. They also want to feel like they belong and are connected to something bigger than themselves.

Here are some questions that will assess your work environment in terms of engagement:

1. Conveying a Sense of Purpose and Meaningful Work
   1. Do your employees have autonomy of some control over how they work?
   2. Is the vision and mission of the company shared and discussed?
   3. Do they see how their work directly impacts the mission?
2. Mastery
   1. Do they have a sense that they are learning new things and are progressing in their skill?
   2. How are you helping them grow?
   3. Can you help them by providing coaching or training to help with their development?
3. Belonging
   1. Do they feel connected to their co-workers
   2. Is there a sense of community in your workplace?
   3. How can we create a culture of community and connection?

Follow the Platinum Rule – We all know the golden rule, “Do unto others as you want to be treated.” The Platinum Rule says “Do unto other as they want to be treated.” If you have five employees, they probably have five different ways they would like to be treated. The trick is to be flexible enough in your rewards and recognition to make everyone happy. Remember, the expectations of the workplace vary greatly depending on age and circumstances in the employee’s life. For example, a working parent may prefer to rewarded with time off to spend with family while a single person may prefer tickets to a football game or event. Younger employees might want you to expand your benefits to include mental health, financial planning and lifestyle benefits. Don’t assume, ask them what would be a motivator for them.