Author Profile Picture

Jamie Lawrence

Wagestream

Insights Director

Read more about Jamie Lawrence

Key insights from Gallup employee engagement report

pp_default1

This is a few months' old but it’s a good read so thought I’d draw your attention to a few insightful tidbits.

“TO WIN CUSTOMERS — and a bigger share of the marketplace — companies must first win the hearts and minds of their employees.”

Top-level:

  • Engagement makes a quantifiable difference to the bottom line
  • Managers and leaders play a critical role in engagement
  • Different types of workers need different engagement strategies
  • Engagement has a greater impact on performance than corporate policies and perks
  • Employees are not prepared to engage customers unless they’re engaged themselves

What can companies do to improve employee engagement?

  1. Use the right engagement survey – identifying, measuring and acting on the right metrics is key
  2. Focus on engagement at the enterprise and local levels – transformation happens at the local level, but only when spearheaded by those at the top
  3. Select the right managers – managers selected must have the talents to effectively manage people as managers are often the gatekeepers of engagement
  4. Coach managers and hold them accountable for engagement – managers must build engagement into their formal review process
  5. Define engagement goals in realistic, everyday terms – ‘on-the-ground’ engagement goals must be realistic and regularly communicated
  6. Find ways to connect with each employee – each person has different engagement needs and managers should be aware of how variables, including age and demographic, can influence this

The three types of employee at work:

  1. Engaged – employees are emotionally connected to their workplace, drive innovation and help the company progress
  2. Disengaged – employees are sleepwalking through their employment, putting time – but no passion – into their work
  3. Actively disengaged – employees are unhappy and acting out this unhappiness during the day, undermining what their engaged workers accomplish

In 2012, 18% of the US working population were actively disengaged, 52% were disengaged and 30% were engaged. Over the past 12 years, the biggest variation on any of these figures was 8%. Mostly there was very little change.

How can companies accelerate engagement?

  • Select the right people (managers who can empower and engage their staff)
  • Develop employees’ strengths
  • Enhance employees’ wellbeing

Most powerful thought from the report?

“When organisations successfully engaged their customers and their employees, they experience a 240% boost in performance-related business outcomes compared with an organisation with neither.”

(You can download the full report here.)

Author Profile Picture
Jamie Lawrence

Insights Director

Read more from Jamie Lawrence
Newsletter

Get the latest from HRZone.

Subscribe to expert insights on how to create a better workplace for both your business and its people.

 
 
 
 

Thank you.