Stats & Facts

Employee Engagement

By
David Coake
Posted
February 18, 2019

Employee engagement is loosely defined as “a willingness to give one’s best at work,” and it has a strong impact on customer service and productivity. HR.com, an online networking and educational resource for HR professionals, recently surveyed more than 700 of its members to find out where employee engagement practices stand today. More than two-thirds of survey participants believe that less than 70 percent of employees are engaged, but about one-third of respondents believe the number is less than 40 percent.

 

“Information to help you leverage leadership and culture to get workers engaged in their jobs.”

 

There is strong evidence that leadership and company culture drive employee engagement and that employee engagement is linked to relationships with and trust of direct supervisors and top leaders – and many of those people do not have the skills, desire or time to foster engagement among their staff, either as individuals or as teams.

Here are some results from HR.com’s survey that may increase your understanding of employee engagement and its importance as well as help you formulate plans for increasing engagement levels of employees in your organization.

WHAT FACTORS ARE MOST HIGHLY LINKED TO EMPLOYEE ENGAGEMENT?
To be engaged, employees must trust leadership. Organizational structure has become a primary factor in candidates’ choices of employers, and capable employees no longer feel obligated to tolerate a toxic culture
 
EMPLOYEES IN MY ORGANIZATION GIVE THEIR BEST (DISCRETIONARY EFFORT) AT WORK.
Less than half of respondents agree or strongly agree, indicating there is much improvement to be made
 
THE MOST EFFECTIVE WAYS TO INCREASE EMPLOYEE ENGAGEMENT
• Instill good leadership behaviors in managers to inspire employees’ trust
• Maintain a positive work culture • Provide career growth, training and educational opportunities for employees
• Enable employees, and give them the chance, to do quality work
• Give employees the necessary resources with which to do their jobs
• Praise and reward exemplary performance (gift, bonus, time off, etc.)
• Share others’ praise for them, such as a customer compliment
• Foster collaboration among co-workers
• Communicate clear expectations to employees
• Listen carefully to employee feedback • Host celebrations