Lack of Accountability
One sure way to drive down morale is to not hold managers and employees accountable. "Creating a culture of personal accountability is a must. People should understand that they are in the driver seat when it comes to their careers and the right cultural approaches support and nurture that mindset,"says Topinka.
Recognize and Reward Good Employees
Recognize and reward your employees for their outstanding work. Money isn't always the top motivator. So you've got to know on a case by case basis what it is that motivates your top talent. This can take many forms. It could be internal recognition, a promotion, extra vacation time or a flexible schedule. To find out what employees' value most, ask.
"The biggest impact companies can make is to recognize and reward solid performance. This can take the form of a pat on the back for a job well done, financial incentives, or even promotions and giving high performers more responsibility, "says Topinka.
Employee's Not Taking Responsibility for Their Careers
Another issue that Topinka says he often sees cis employees who don't take responsibility for their own careers. From their perspective it's the organization's and manager's job to do this. "Too many employees are not proactive in managing their own careers - they expect their companies to do that for them. I like putting the responsibility for mapping career goals on employees. It is their careers to manage after all."
Not Offer Flexible Hours or Telecommuting
In the tech space, flexible scheduling and telecommuting have become common. "Flexible work time and the ability to be a virtual employee are so prevalent in today's workforce that they are becoming an expectation," says Furlow. Moreover, "the ability to work a flexible schedule can be a [great]way to retain professionals."
Understanding the Organization's Goals and Vision
If your employees don't understand what the organization's, or their department's, goals are, or what their role is in the overall strategy, chances are, they will not be as engaged.
"Communicating the technology strategy and how it reflects the organization's objectives is essential to employee engagement," says Stevens. "This is so central to succeeding that it needs to be continually and consistently presented at various levels of the organization, so the team can be part owners and champions of the strategy."
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