By Sam Engram, Executive Vice President

Your employees have a great interest in ensuring their LinkedIn page is refreshed – up to date. They feel their role has become mundane, is the job they signed up for the job they’re performing? You’ve noticed that they’ve lost interest in performing exceptional work every day and the desire to train to improve themselves for the big opportunity around the corner. Employee disengagement typically begins with extended vacations, missed group lunches, poor-quality assignments, and lack of idea share in meetings. There is a lack of excitement behind the words that describe their job to friends and family.

This is it! “The change” – is it you or is it them? Employee and employer, it’s a two-way street. But it’s important to note how the actions of both sides can affect the morale and efficacy of the other.

Key Reasons Your Employee May be Quitting
Management: Typically, people don’t necessarily quit their job, rather, they quit their boss whether due to disrespect or lack of support.
Feeling Stifled: Not being challenged or being boxed in without range of creativity or innovation leaves people questioning the opportunity for growth within their role.
Trajectory: People will constantly wonder “what comes next?” when there is lack of a clear career path.

It’s the responsibility of every manager to ensure there is consistent and ongoing dialog to ensure expectations are managed on both sides – managers should take interest in the type of work their employees enjoy while employees should make sure their team understands their view.

One of the biggest ways to ensure success with your employees is to delineate their role within the strategic direction of the company. Understanding how an employee fits brings immediate gratification when the company achieves success. Consistently communicating the importance of their role throughout the company’s journey reinforces the value your employees bring to the bottom line. This combined with deliberate communication provides a pathway where the employee can feel empowered to influence their growth objectives, identify obstacles, and allows for coaching and mentoring.

For the most part, employees come to work wanting to exceed job performance expectations and be given an opportunity to grow and develop. Managers should openly embrace consistent check-ins with every employee that works for them. This opens dialog around opportunities and feedback, ensuring employees can see a plan for their futures. They can better understand how their role ultimately impacts the performance of the company for which they work for. This understanding will eliminate “the change” – keeping them refreshed and excited about the job they’ve been hired to perform and grow into.