Let’s Burst The Bubble Of These 5 Myths Surrounding Employee Management


Employee engagement is one of the prime concerns of companies these days. Everyone understands that with the dedication and motivation of their employees, their company can grow. Whether upskilling the employees or tackling regular projects, employee engagement is necessary to achieve the best. Otherwise, the growth of the company will slowly start to become stagnant.

However, with this urgency in companies to engage their employees better, there came a lot of myths around it that are baseless and will do you more harm than good. 

So, let’s look at 5 of such myths and debunk them to get to the truth and help your company better-

1. High Marks On Surveys Mean Things Are Alright

This would be a big, fat, no. Surveys are unreliable, especially if you are not making them anonymous. If you are a company that does take suggestions and criticism and implements them, then there might not be much to worry about, and it can be a good thing. However, many a time, employees feel pressured and anxious to say something negative about the company outright. They tend to tick the highest for every section to avoid getting singled out by the company. 

It would help if you first tried to create a safe place for your employees to feel like they are allowed to voice their opinions without getting bashed for it. That way, you can see the accurate picture and improve accordingly. Making surveys anonymous also helps reduce bias and judgment, and employees can feel more comfortable speaking out the truth.

2. A Good Salary Is Enough Motivation

Yes, salary plays a good part in motivating the employee, but that is not everything. You must do something other than bank on paying the employees at the end of the month and do nothing else. If you, as a company, get lousy, you cannot complain if your employees follow your lead in that direction. 

As a company, you should strive to build loyalty and connection; you cannot just buy with money. It takes effort to establish such relationships. This goes a long way in retaining employees for a long stretch as they feel they can learn and grow with the company. Always be there to coach them, push them out of their comfort zone, provide support, and constructive criticism, hold frequent meetings to analyze your employees’ performance, etc. The more you engage with your employees, the more enthusiasm and engagement you will get back. So, be sure to invest accordingly.

3. Employee Engagement Needs Big Budget And Resources

Many think of employee engagement costs as something that eats up resources rather than as an investment. Employee engagement has nothing to do with how much money you have to spare. It is not proportional to your bank numbers. Employee engagement is relied on how much the company is willing to do for its workers.

In this digital day and age, you can boost your engagement with many tools made available by employee engagement companies. An employee engagement company creates software and tools to automate mundane tasks, get a comprehensive performance report, get 360-degree feedback, analyze employee growth, and so much more. Equipped with these, you can bid your worries goodbye and focus on ways to improve the relationship between your company and the employees instead of doing mundane tasks. The best part is they are cost-effective, and the return you get from them is much more than you invest.  

4. Companies Cannot Control Whether The Employee Will Be Motivated Or Not

Wrong. Employees are like water. They shape around the vessel of their employer. If the company is lousy, demotivating, and does not offer them opportunities to reach their potential, even a good employee will be unengaged. That is why companies must always maintain touch with their employees. 

If a company is willing to work on their employees to build them up and improve them, they will return the same dedication and enthusiasm. It goes a long way to build the employees’ loyalty towards their company, from which the company benefits immensely. 

5. One Size Fits All

There needs to be a size fit in employee engagement. You, as a company, would have to be willing to work on every employee’s unique needs. Not everyone is equally made. Some employees can pick up things quickly, but some might need clarification and patience. That does not make them any less valuable. However, if you do not tailor your engagement strategies to fit every one of your employees, many will feel neglected and will not reach their full potential. This might lead to demotivation and a lousy employee retention rate.

So, only generalize some people to fit in one box. Recognize everyone’s uniqueness. That is how you will be able to unlock where their potential lie. 

What are your thoughts on these myths? Do you know any such myths that are floating around the industry? Let us know down below.


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