How engaged (or not) employees are with their manager, organization and work makes a huge difference to their effectiveness, profitability and productivity. It affects wellbeing, attendance, retention, effort, performance, quality, sales, income, turnover, profit, customer satisfaction, shareholder return and business growth. Engagement isn’t particular job dependent, its much more about the whole organizational environment: leadership and management behavior, opportunities to feel good at work, and the opportunity to use personal strengths everyday. High levels of employee engagement is a business imperative.
How do I get these guys to engage?
Facts and Figures
Approximately 19% of employees at work are actively disengaged, that is, they are costing their employers money by using their resources (especially the internet) and giving little value in return. Such disengagement is thought to cost the UK about £38bn a year. Disengaged employees average more than 6 sick days a year, they are more likely to leave. Engaged employees perform 20% better and give 57% more discretionary effort.
Levels of employee engagement are affected by various things. Engagement is enhanced by leaders that are visible, strategic, communicative and trustworthy. Clear achievable goals and rewards help, as does a clear meaning and purpose to work that is connected to making a difference. People are more likely to be engaged when they get to exercise their natural abilities on the job, in a positive atmosphere of support and encouragement. Allowing people some scope in how they achieve their objectives, i.e. in how they craft their job, helps. Helping people understand where they fit in the organization and how their contribution is valued increases engagement.
Employee engagement is a key variable in individual and organizational performance. Working with people individually, as teams or through organizational development can all help to increase levels of engagement. Engagement is a property of people at work, affected by individual factors of personal strengths and motivations; by job factors such as job design,; and organizational factors such as leadership, mission clarity and culture. Levels of engagement can be measured at different points in time so that the effectiveness of interventions can be assessed.
Want to see what techniques we use to bring about effective Organisational Change and improve your organisation's Leadership, Culture and level of employee Engagement? Have a look at the Positive Techniques And Tools We Use.