Your employees are disengaged. What can you do to turn things around?

Look at the top. In all companies I have been in that had moral issues it all stemmed from the top management down. If you have management that says one thing and does another you will never build a solid team that actually wants to come work for you each day.

•Conduct interviews to find out why. •Open communication. •Provide recognition and offer feedback •Offer training and development opportunities • Focus on work-life balance •Address issues with leadership •Promote a positive work environment •Align goals and ensure employees understand how their work contributes to the team • Lastly, monitor progress and be flexible to new ideas

Always identify what lies behind and what is the main reason. The reason of disengagement should always be known else employee disengagement might develop friction which can lead to loss of productivity and it can turn out to be crucial. The by products of disengagement are not ideal and therefore ground roots should be identified to avoid such situations in future.

Clear cut and mutually agreed job goals, together with a performance linked incentive structure, supported by a strong and enabling culture. Incentives are very broad by nature, they could range between status, recognition and advancement in job, to be tailored according to the job role and job risk mapping. All responsibility rests with respective Head of Dept.

Feeling the disengagement vibes? Been there, done that! Here's what worked for me: Talk to your team! What frustrates them? What gets them excited? Adapt your approach based on their needs. Empower, Don't Micromanage: Trust your team! Delegate tasks, give them ownership, and watch engagement soar. Celebrate Wins (Big & Small): A simple "thank you" goes a long way. Public recognition keeps everyone motivated. Create a Culture of Connection: Foster a positive and collaborative work environment. Encourage teamwork, celebrate successes together, and organize social events. Strong connections build a sense of belonging and keep employees engaged. Stronger team, happier employees – that's the magic formula!

The first step to improve employee engagement is to understand why your employees are disengaged in the first place. There could be various factors affecting their motivation, such as lack of recognition, unclear expectations, poor communication, excessive workload, or insufficient training. To find out what your employees need and want, you can use surveys, interviews, focus groups, or feedback sessions. Listen to their concerns, suggestions, and opinions, and show them that you care about their well-being and growth.

1. Open Communication: Initiate open and honest conversations with employees to understand their concerns and motivations. 2. Feedback Mechanisms: Implement regular feedback mechanisms such as surveys or one-on-one meetings to gather insights into employee satisfaction and areas needing improvement. 3. Recognition and Appreciation: Recognize and appreciate employees' contributions and achievements publicly to boost morale and motivation. 4. Professional Development: Offer opportunities for skill development, training, and career advancement to show investment in employees' growth. 5. Work-Life Balance: Ensure a healthy work-life balance by promoting flexible work arrangements and respecting personal time.

Don't wait for annual reviews. Offer constructive feedback throughout the year to help employees improve. More importantly, recognize and celebrate achievements, big or small. Public recognition can be a great motivator. A small monetary bonus or a few days off (PTOs) can go a long way in creating loyalty.

Collaboration and innovation are essential for accounting firms to stay competitive and adapt to changing client needs. To foster such a culture, you should create a safe and inclusive space where employees can share their ideas, opinions, and feedback without fear of judgment or criticism. Additionally, provide the right tools and resources to enable effective collaboration and innovation. This could include software, hardware, training, or budget. Moreover, recognize and reward your employees for their collaborative and innovative efforts. Celebrate their successes and learn from their failures to further foster

Organizations and leaders don’t manage engagement. They manage energy. Look for the blocks your employees encounter and remove them. Find out what they need for success and support them. And stop stealing their energy and engagement.

Another key factor for employee engagement is feedback and recognition. Providing timely and specific feedback can help your employees improve their performance, learn from their mistakes, and develop their skills. Recognition can make them feel valued, appreciated, and motivated. When providing constructive feedback and recognition, make sure to be positive and balanced. Highlight the strengths and achievements of your employees, but also address the areas for improvement. Aim for a ratio of at least three positive comments for every negative one. Additionally, be interactive and supportive. Ask your employees for their input, listen to their perspective, and offer your guidance. Encourage them to set

Foster an environment that values collaboration and innovation ,Encourage employees to share ideas, collaborate on projects, and contribute to problem solving, Implement platforms or channels for knowledge sharing and cross functional collaboration , Recognize and reward innovative thinking and initiatives.

Work life balance is immense important for employees working in a round the clock organisation. Different avenues of programmes and plays or activities can be organised or proper leaves should be granted to employees for providing relief to them during their work duration in the office.

Work-life balance is hard. Find a company that values their associates not only for their hard work but as people, who offer immeasurable and diversified knowledge, insight and character. Find a home where you feel supported and encouraged to be the best you can be at your job.

We should Help employees achieve a healthy worklife balance by promoting flexible work arrangements, such as remote work options or flexible hours , Encourage employees to take breaks, vacations.

There is different definitions for stress, struggle and hardtimes for every single person. As far as work life is concerned it is very important to now include the teams mental health as a top priority when forecasting growth as its a team's effort.

As a leader/manager, set clear and realistic goals. Have frequent check in sessions with your team members. Take feedback from your team members on challenges they may be facing and what they think could be done about the challenges. Encourage your team members. Show empathy. Consider things such as role enrichment, rotation to prevent boredom and monotony of work which could lead to low morale.

Planning activities outside the office where the team can engage in fun activities that will build team work and also give them a chance to express themselves without victimisation.

Work-life balance and wellness are essential for employee engagement, especially in a stressful and demanding profession such as accounting. To help your employees maintain this balance and wellness, you should be flexible and reasonable with your expectations and deadlines. Additionally, you can encourage healthy habits and behaviors, such as taking breaks, exercising, and eating well. Modeling this behavior yourself and communicating regularly with employees is also important for showing that you value work-life balance and wellness. Finally, providing wellness programs, benefits, or incentives to support their physical and mental health can further support their work-life balance.

Investigate why the employees are disengaged and address the root cause. Clear goals in terms of attainable key performance indexes should be set. Make the work to be meaningful by creating positive work culture. Performing behaviours should be identified and rewarded.