Employee engagement still challenging
Employee engagement is still challenging for most companies, according to two recent studies.
According to a recent report from employee engagement platform provider, Achievers, employees are still disengaged in their current job:
- 31.6% responded “average engagement, but open to new opportunities”
- 31.3 percent say they’re “engaged but feel my company could do more to improve employee experience”
- 16.3 percent are fully disengaged
According to TINYPulse, there’s a loyalty crisis:
- 44% of employees don’t feel they have sufficient opportunities for professional growth in their current positions
- Only 1/3 of workers received recognition the last time they went the extra mile at work
- Only 1/4 feel highly valued at work
The “silver lining,” according to the Achievers report, is only 34.7% of workers plan to look for a new job in 2019 vs. 74% in Achievers’ 2018 report. The TINYPulse report suggests employees would jump for a pay bump though – 43% of workers would be willing to leave their companies for a 10% salary increase.
If you want to increase employee engagement, improve your company’s communication skills, particularly in three key areas: sharing company vision, recognizing employees, and providing employees’ more growth opportunities.
There seems to be a disconnect between leadership and company culture. According to the Achievers report, just 9% said leadership was “very committed” to improving company culture and employee experience.
As we highlight in The Bullseye Principle, if workers believe in the organization’s vision and are engaged in their work, studies show they will willingly take on additional responsibilities above and beyond their specific job description, thus creating a more collaborative and supportive work environment.
If you want to motivate a worker at the highest of levels, research suggests you must involve not only physical and cognitive effort, but also an emotional investment from workers as well. According to William Kahn, a professor of organizational behavior at Boston University’s School of Management, employee engagement rose when people were emotionally connected to their work and that work was aligned with the overall vision of the company.
Companies aren’t telling employees how much they value them. According to the Achievers’ study:
- 17% said their manager/employer was “horrible – they never recognize my work”
- 43% ranked their manager/employer as just “okay” (recognizing them annually or quarterly at least).
- 4 percent call them “pretty good” and are recognized at least once a month.
Gallup studies echo this sentiment – only 21 percent of employees say their performance is managed in a way that motivates them to do outstanding work.
Research has shown that 78 percent of workers said that being recognized for their efforts motivates them and 69 percent said they would work harder if they were better recognized for their effort.
Provide growth opportunities
Understand what excites each of your workers and you will have a better idea of how to engage them and keep them motivated. Most workers enjoy being challenged in their work, so a good manager will help them set goals that are lofty or perhaps even out of their comfort zone. By pushing their workers to achieve something even they didn’t think was possible, a boss demonstrates they care about developing their workers’ skills and talents.
One of the greatest gifts a boss can provide to their workers is opportunity and the chance to learn, develop, and grow.
Increasing employee engagement can improve the bottom line. According to Gallup, companies whose employees are involved and committed to their work see the following benefits:
- 10 percent higher customer metrics
- 17 percent higher productivity
- 20 percent higher sales
- 21 percent higher profitability
The way to increase employee engagement is by improving your company’s communication skills, particularly in three key areas: sharing company vision, recognizing employees, and providing employees’ more growth opportunities. Contact us to learn how our Intention-based communication skills training can help increase employee engagement.