Employee Engagement is One of the Keys to Success in an Organization, Says Jason Greer

Employee engagement is one of the most crucial pillars of any organization, which makes it an important goal for almost every firm. But sometimes specific barriers prevent your workers from giving their best performance. 

“In my experience, I’ve found that one of the biggest barriers to success is a lack of employee engagement,” says Jason Greer, Founder, and President of Greer Consulting, Inc. (GCI), a labor management and employee relations consulting firm located in St Louis.

Greer is widely recognized for his work in the area of labor management and employee relations. His company, GCI, is in the top 5% of employee/labor relations businesses in the US, GCI has saved their clients millions of dollars by helping them to solve issues such as lost productivity, quiet quitting, employee attrition, and poor leadership and employee engagement.

Employee engagement is the most important determinant to the success of any organization. By its very nature, it helps overcome barriers that impede progress. Engaged employees are more productive, more satisfied with their work, and more likely to stay with their organization. They are also more likely to be ambassadors for their company, sharing positive experiences with others.

The Biggest Challenges to Employee Engagement

Greer explains the three main barriers to worker engagement

1. Lack of trust: One of the most common barriers to employee engagement is a lack of trust. Employees may feel disengaged if they do not believe that their managers are invested in their success or if they doubt that they will be treated fairly. To overcome this barrier, managers must build trust and respect for their employees through effective communication and feedback.

2. Lack of commitment: Another common challenge to employee engagement is a lack of commitment from employees. Employees who are not committed to their work may not put in the effort necessary to succeed. To overcome this barrier, managers need to incent employees with positive reinforcement and provide clear goals and objectives for the team.

3. Low levels of creativity and innovation: Low levels of creativity and innovation can also hinder employee engagement. Employees may not feel motivated or inspired when the job doesn’t challenge them or offer growth opportunities.

Empowerment and Emotional Regulation Theory

Greer believes that it is essential to understand the roles that empowerment and emotional regulation play in employee motivation and performance. Empowerment refers to allowing employees to take control of their work and lives. Empowered employees can better identify and solve problems, perform tasks successfully, and feel a sense of accomplishment. 

Emotional regulation refers to the ability of individuals to manage their emotions to remain focused and productive. Regulating emotions benefit individual employees and the organizations they work for by promoting creativity, productivity, team cohesiveness, trust, collaboration, problem-solving abilities, resilience, and innovation.

To encourage employee engagement, it is crucial to provide them with the resources they need to be empowered and emotionally regulated.

Methods for Overcoming Engagement Challenges

Jason Greer has seen firsthand how employee engagement can overcome barriers to success in multiple industries. He recommends several ways to encourage engagement, including:

• Providing open-door policies so workers can give input on choices that influence them.
• Recognizing and compensating workers for their contributions.
• Empowering open communication among managers and workers.
• Creating a positive work environment that supports employee growth and development.