Paul Arrago
2 févr. 2023
ENGAGING your employees in the decision making process within your organization allows a better PERFORMANCE of your organization with decisions aligned with the expectations of your employees.
Here are the different explanations to help you UNDERSTAND how to engage your employees in your organization
Observation
Employee disengagement has reached record levels in Europe in 2022.
Less than two out of ten European employees feel engaged at work.
According to Gallup’s State of the Global Workplace report for 2022, European worker engagement is only 14%, compared to 33% in North America and 21% globally.
It also found that stress among professionals worldwide has “reached an all-time high”-even higher than in 2020-and Gallup said that “the world is closer to colonizing Mars than it is to fixing failing workplaces.”
What Impacts Having Disengaged Employees and Life?
Employees report that stress and worry impact their personal lives.
The impact of disengagement in the workplace is not limited to employees. Companies with engaged employees have 23% higher profits than companies with disengaged employees.
Engaged workers are less likely to be absent from work, quit their jobs or suffer a workplace injury. And, tellingly, engaged workers also experience higher levels of customer retention.
A March 2022 study of more than 36,200 IT professionals by mental wellness platform Yerbo found that two out of five workers are at high risk for burnout.
Despite the fact that anxiety and stress tend to be part of any job, they are much more prevalent in the work lives of disengaged employees, with 59% and 56% of disengaged employees reporting feeling stress and worry frequently at work.
Aggravating Factors
Compensation
Insufficient pay is the number one reason employees look elsewhere.
Lack of meaning
Today’s employees are looking for meaning; they want to be in line with the company’s culture and values and to find a real interest in the work they do. These two elements will allow them to invest themselves and above all to last in the company.
Lack of career development opportunities
Knowing that development possibilities are possible in the medium term generally increases the motivation and commitment of the employee. If the tasks do not evolve much, commitment will almost automatically decrease.
A lack of leadership
Leadership and commitment of managers are essential elements to sustain performance. If leadership is absent or has a negative impact on team performance, some employees can quickly become demoralized.
Conflict
Some employees may feel anxious about reporting certain issues related to a colleague, so in order to avoid discomfort, you need to be able to react quickly. Communication is the key!
Workload
Regular discussions about the work, but also about the atmosphere in the team, will help to detect this type of situation. The employee concerned must be helped to break the deadlock and offered long-term solutions.
What can I do in concrete terms?
Creating a DAO with an (technology) interface solves this problem by integrating your employees into the decision-making process of your organization
A DAO (Decentralized Autonomous Organization) improves employee engagement by giving them more decision-making power and participation in the company. Employees can have a stronger voice in strategic decisions and profits, which can encourage them to be more involved in their work.
In addition, a DAO is usually transparent and has a more democratic governance structure, which can help build employee trust in the company’s leadership and policies.
In addition, a DAO may also offer financial incentives in the form of governance tokens or shares in the DAO, which can encourage employees to work harder to achieve the company’s goals and advocate for its interests.
It can also help them feel more involved in the company’s success and be more loyal to it.
A DAO also allows for feedback from the field that top management does not see on a daily basis. Thanks to this feedback, the company can improve and optimize many areas of action by integrating employees into the decision-making process.
It can also allow to have feedback on the governance with optimization axes in an anonymous or transparent way, to have a better follow-up of the employees’ evolution and a good definition of the objectives.
Finally, employees can benefit from the decentralization and transparency of a DAO, which can reinforce their confidence in the company’s governance system and encourage them to be more involved in their work.
We have expertise in creating custom DAOs, so please contact us to learn more or to discuss your needs.
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