The Real Cost of Low Engagement

Productivity

Simply put, a disengaged employee isn’t going to be putting in the maximum effort at work. Employees who don’t care about the business are probably there for the financial rewards.

Gallup found that engaged employees are 14% more productive than their non-engaged counterparts, which is huge over time.

Think about your staff, and what the outcome would be if each of them did 14% more work each day. 

I imagine it involves a lot of money…

HR Initiatives

Rolling out a new HR initiative isn’t cheap. So when you do take the plunge, you want to make sure you’re getting the best ROI on the cost.

If engagement is low in the company, your employees won’t care enough to tell you what’s wrong. As a result, you might be looking to tackle a problem that doesn’t exist, and ignoring a more severe issue that’ll only get worse.

Of course, fixing the wrong problem means that you’ve got less budget for the right one. And that almost guarantees a bigger bill further down the line. 

 

Negative Environments

Over time, low engagement will change your happy, positive, productive workplace, into something… less nice.

If left to its own devices, you’re looking at an increase in absenteeism, a reduction of up to  30% in workplace performance, and a good amount of brand damage from disgruntled employees.

Not only will you lose staff because of a bad environment, but you may find it more difficult to hire more. Which, naturally wouldn’t be too good for the bottom-line.

Churn

Churn is probably the most obvious cost when talking about low engagement, but arguably the most expensive too.

People leave their jobs, and that’s part of running a business. But when you’re continually paying to find replacements, training new starters, losing manpower on important projects, you’re paying a lot more than you should be.

There’s never a bad time to look at your Employee Engagement levels. Keeping one more member of staff around this year could save you tens of thousands.

See The Complete Picture

How would you know that someone isn’t happy at your company? If you’re lucky, they’ll come to a manager and share their concerns. If you’re not so lucky, you’ll have a letter of resignation on your desk.

With Wotter, you can deep dive into your company to see which departments, teams and demographics are struggling. Giving you the opportunity to resolve issues before you lose good people. 

Hear What You Need To Hear

Positive comments are brilliant. Everyone likes a pat on the back and to be told that they’ve done something well. 

But ultimately it’s the negative comments that prompt change. With Wotter, you give your staff an anonymous platform to voice these concerns, that you might not hear otherwise. And you’ll get the chance to act before you lose the people who wrote them. 

Train people well enough so they can leave. Treat them well enough so they don't have to.

Richard Branson

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