Engagement Levels Are On The Mend
How is your staff doing their jobs? Are they deeply enthusiastic and involved in what they do, and their output actually rallies around the growth and objectives of your business? These sort of employees are actively engaged employees. In contrast, actively disengaged workers feel emotionally cut off from their jobs and the workplace, subsequently harming the company’s performance. Somewhere in between, there are simply “not engaged” employees who are fairly satisfied with the work they do, but are not emotionally attached to it. Their performance doesn’t go above and beyond in propping up the organization.
Gallup did constant research and found that employee engagement levels have improved from 2009 at the depths of the Great Recession on to 2012. Amongst all occupations, employees’ involvement and commitment to their jobs was on the mend, but not with a huge difference. In 2009, data showed that 28% of workers were engaged, dashing up a tad to 30% in 2012. One in five (18%) of employees tallied to being actively disengaged, with the rest of the working population categorized as “not engaged”.
What Group Is Most Engaged?
Managers and executives reckoned to be the group that enjoyed the most engagement, and indicated the most growth in engagement as well. From 2009, engagement levels for this group hurtled 10%, now scoring 36%.
The least engaged employees are in the manufacturing and transportation sector, baring no signs of improvement from 2009. Engagement levels dropped only for service operatives, plunging by 3%.
Varying trends of engagement levels for different occupations are attributed to several factors. Gallup theorizes that tough economy might have inspired managers and executives to work harder and become better leaders. Moreover, this group also tends to feel more secure in their jobs than lower level employees.
Consumers exercise discretionary spending because of the recession, consequently impacting service industries, Posited in a tough spot, service workers become demotivated, and the group that, more than any other, feels that their opinions don’t matter at work.
4 Techniques To Improve Employee Engagement
What are some underlying drivers of employee engagement?
1. Knowing that you can direct and influence what you do at work boosts your engagement level, a key feature that executives enjoy. In your work culture, you can implement ways to make employees gain autonomy of what they do. Rather than being fussy with instructions, encourage creativity and out of the box thinking. You might be surprised of the novel ideas that your staff can come up with.
2. Is open communication encouraged in your organization? Get your employees involved by asking for their inputs and opinions, and if practicable, act on them.
3. Is your business evolving? To thrive and to survive means your organization should evolve. A separate Gallup poll found that engagement levels increase in companies that are hiring. Manager and execs are particularly exhibit higher engagement knowing that their teams are getting the help they need during the recession.
4. Focus on the leaders and managers in your organization. Engagement, motivation and commitment in an organization are a “trickle down” process. Highly engaged managers and supervisors motivate employees to be more committed to their jobs.