It’s a fact that you may not realize or don’t want to believe. Almost all of your employees are disengaged at work.

Before you start pointing out all the collaborative projects your team is doing, consider a recent Gallup study that found only 33 percent of U.S. employees are actively engaged in their work. That means more than two out of every three of your employees are not fully engaged. Pretty staggering numbers.

The Blame Game Surrounding Employee Engagement

While your company might not have any employees who are blatantly acting out or defiant to their managers, there’s a good chance you have workers who have mentally checked out and waste more time than they actually do work.

So, who is really to blame for this disengagement? Here are two groups that play a role.

  1. Leaderships’ Role in Employee Engagement

It all starts at the top.

Company leaders ultimately have the final say in how their employees are treated and managed. At this level, it’s important to develop a strong environment in which employees will want to engage. This includes everything from the way teams are managed to unique perks aimed at keeping employees happy.

This doesn’t necessarily mean businesses have to spend more money. Sure, benefits like catered lunches and bonuses are nice, but often these options aren’t feasible, and may not even be what drives the team. What is crucial is to have open discussions between management and teams to discover what needs to improve.

Finally, leadership must take steps to ensure their employees feel valued and important. Listen to worker suggestions and take complaints seriously. Show you are willing to invest in their growth and professional development, and you’ll help keep workers engaged and happy.

  1. Workers’ Role in Employee Engagement

Management can only do so much. Employees play an active role in ensuring high engagement levels.

Teams that collaborate and communicate well with each other are more likely to get along. And teams that work well with each other tend to stick together. Think about it: Employees spend more time with their work colleagues than their families, so it’s important they enjoy spending time with their coworkers.

When a strong company culture is already in place, employees are more likely to be engaged and remain with their companies. And when employees are excited about the culture in which they work, they are more likely to contribute their time and efforts to ensure that experience remains positive and enjoyable for everyone.

Your Role in Improving Employee Engagement

There is no one group responsible for maintaining workplace engagement. It needs to be a joint effort between decision-makers within the company and employees to ensure the office is a place where workers will want to be.

In addition, employees must be willing to honestly share feedback and suggestions to improve their office or role, and leadership must be open to receiving this feedback and acting upon it.

When everyone is working together to achieve a similar goal, you’ll be amazed at how engaged the employees in your company can be.