Today I’d like to take a closer look at Gallup’s State of the Workplace Report for you – so you don’t have to! Continuing from last week’s post, engaged employees are described by the report as rare:
“Engaged workers stand apart from their not-engaged and actively disengaged counterparts because of the discretionary effort they consistently bring to their roles. These employees willingly go the extra mile, work with passion, and feel a profound connection to their company. They are the people who will drive innovation and move your business forward.”
Why we should want engaged employees, aside from the obvious:
- 71% of engaged employees recommend their community as opposed to 53% of actively disengaged employees. Please ponder the customer service implications of this statement for a moment.
- Engaged employees report their overall life satisfaction as higher than those who are actively disengaged. Remember though, positive psychology tells us that it’s likely that those engaged folks were happy BEFORE they were engaged, and thus, successful at work due to that happiness!
- Engaged employees are four times as likely as those who are actively disengaged to say they like what they do each day.
- Engaged employees are more than three times as likely to be “Thriving” than actively disengaged employees. This has a critical connection to surviving and managing change, either at work or personally.
- Engaged employees have more positive daily interactions; almost all engaged employees (95%) report being treated with respect the previous day.
More recent data from Gallup shows that employee engagement is on the rise and is at its highest since 2000 when the firm began tracking employee engagement, yet the majority of American workers are still not actively engaged. Overall, among the 142 countries included in the current Gallup study, 13% of employees are engaged in their jobs, while 63% are not engaged and 24% are actively disengaged. However, these results vary substantially among different global regions. Actively disengaged employees continue to outnumber engaged employees by nearly 2-to-1. This is a call to action, managers!
Fortunately, the report also provided an outline of strategies to increase employee engagement:
- Select the Right People – most importantly, the right managers. Once the right managers are in place, hiring the right employees is easier.
- Develop Employees’ Strengths – beyond placing people in the right seats on your bus, the report says you must invest in your employees’ greatest talents to optimize their performance. “People who use their strengths every day are six times more likely to be engaged on the job.” (Tweet This)
- Enhance Employees’ Well-Being – Engaged employees have lower health costs, use less sick leave, have better health overall and better health habits (Tweet This). Making your number one assets’ well-being a priority – making it an organizational goal or strategy, communicating it regularly – embedding activities and positive choices into daily work and holding managers accountable for making those things available are all steps toward achieving increased well-being, organization-wide.
For you Star Trek fans,