7 Employee Engagement Myths Busted [HR Guide]

employee engagement

As companies begin to recover from the pandemic, employees’ needs should be their prime focus. Keeping everyone safe and happy is going to be a tedious task for employers after such a challenging time. HR of all companies will have to devise new strategies to ensure the productivity and efficiency of the employees as getting the business back on track is going to be crucial.

One of the best ways by which this can be done is by taking a poll from the employees, to know their thoughts and needs. But the truth is, many organizations don’t give importance to the requirements of their employees, and in turn suffer a huge burnout due to low engagement and productivity.

There are many employee engagement myths prevalent in a number of organizations.

Let’s have a look at the top 7-

Frequent surveys lead to a low response rate

This a rife myth that taking polls regularly can reduce the response rate of the employees, which is not true at all. Employees prefer giving back as much feedback as possible so that their concerns are heard. In fact, they also feel valued that their requirements and opinions are given importance by the video production company.

Giving employees the opportunity to voice their concerns and getting their daily feedback is the key to success for any company.

Surveys are HR-owned

When it comes to changes taking place in an organization, it is automatically assumed that the HR department is responsible for all the strategies and plans. This is not true as grass root levels also have the power to make incremental changes in a company.

The latest engagement software helps the managers on the frontline to know where an employee is lacking and what changes can be made based on their personalized data provided by the software.

Action-taking after survey takes time-

Some organizations say that a poll or a survey should be held only once in two years so that they have ample time to take action on the results of the poll. They believe that a lot of planning and strategies go into making it happen, whereas that is not always the case. With advanced technology, turning the survey results into action can be done seamlessly in real-time.

As a matter of fact, the faster the plans roll out, the more intrigued and engaged everyone in the organization will be. They will answer all surveys as they will know that some action is going to be taken and their replies are not going to go down the drain.

Employees who give low scores should quit

Organizations usually bad-mouth an employee who gives poor scores to the organization on surveys. They feel that if that employee is not happy with the way the company is working and with its culture, the employee should simply resign and look for a job that does suit their needs.

If an employee has a complaint about a certain way of the company, yes, he should resign if he is unhappy, but this is not going to help the company.

The next employee who will take the place will feel the same. Thus, poor scores should be given more importance and worked upon. If the work culture starts flourishing, experienced and skilled candidates will be more attracted to that company.

Employees want to be engaged

This is one of the biggest misconceptions that every company has. The employees want to be satisfied and happy with their jobs, not necessarily engaged. The concept that the employees have to be fully engaged with their company to be productive is a myth. Employees can work efficiently and productively even if they are content and happy with their jobs.

Different people have different personalities. Forcing an introverted employee to forcefully engage with the company might scare them and drive them away. Thus, all employees should be allowed to work in any way that they are comfortable in.

Engaging millennials is impossible

As today’s world is dominated by the millennial workforce, the companies need to change their strategies keeping in mind the youth of the nation. Word is spreading that the millennials are hard to employ and even harder to retain. Organizations have this misconception that all the millennials do job-hopping in no time.

Whereas this might be true, but the reason is that everyone is looking for a company in which they can grow their skill development. Thus, if the companies introduce this training, retaining the millennial employees will become a lot easier.

Employees who give positive feedback are loyal

Maybe, maybe not. Though there is a chance that the employee is actually satisfied and the organization has been successful in delivering what they promised. But often, employees give high ratings and positive feedback because they don’t want to be portrayed as disloyal in the eyes of everyone. They fear they might end up losing the job due to their poor rating.

There are many more such myths that need to be burst to create a proper foundation for employee engagement practices.

Author bio-

Ritik Singh writes about HR (Human Resource) software, cloud, and enterprise technology. A dynamic content writer who writes for Pocket HRMS, a leading provider of cloud-based HR software with inbuilt AI-powered HR Chatbot (smHRty) to small and mid-sized businesses across India.

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