Employee Engagement Overview and Drivers

The combination of an employee's mindset towards their job and employer, along with the positive and productive actions they take for the company.

1. Employee's outlook on their job/organization, and 2. Positive, productive work behaviors.

A work environment that supports employee well-being and productivity, leading to a positive mindset and actions.

A situation where employees are happy, feel fairly treated, and go above and beyond to contribute to the business' success.

High-impact employees contributing more effort leading to better business outcomes.

The feeling of contentment in one's job; it's important but not the whole picture in employee engagement.

Creating a culture of employee engagement will soon be crucial for success in today's business environment.

Employees feeling compensated fairly for their work and responsibilities, which is part of a positive environment.

Engaged employees contribute more effort, leading to better business outcomes like higher profitability, reduced accidents, increased productivity, improved customer engagement, and better employee retention.

Companies with high employee engagement levels have significantly higher earnings-per-share growth rates compared to their competitors.

Discretionary effort is going above and beyond regular work responsibilities, like putting in extra time, offering creative solutions, volunteering for extra assignments, mentoring others, or engaging in other helpful activities.

Employees who feel committed to their employer experience less absenteeism, meaning they are more likely to show up for work.

High employee engagement leads to lower employee turnover, as engaged employees are more likely to stay with the company.

Engaged employees are more willing to engage in training and development activities, which benefits both the individual and the organization.

Engaged employees are more likely to share positive commentary about the company, offer constructive suggestions, and participate in activities that benefit their organization.

When multiple employees demonstrate similar levels of commitment and positive behaviors, it creates a supportive and successful work environment where everyone benefits.

A state of mind characterized by positivity, proactiveness, appreciation, and support for the organization.

Extra effort beyond required duties, initiated by the employee to support their organization.

A situation where employees do not want to leave a job, even if they dislike it, often due to good pay/benefits or lack of motivation to find another job.

Having good intentions to help the business, but not necessarily converting that will to action.

Being content in a job that may not require hard work or is only fulfilled due to friendship with co-workers, not associated with the organization itself.

Employee Engagement in organizations is prioritized over other employee-focused initiatives to improve work cultures.

In 2018, only 34% of US employees were actively engaged in their work, indicating over half were not fully engaged.

Jobs that are designed to be engaging and provide employees with a sense of purpose and accomplishment.

Factors that influence how engaged employees are, including positive work environment, fair HR practices, and meaningful work.

Human Resources policies and procedures that ensure fair treatment of employees, including performance reviews, compensation, and benefits.

Assessing the level of employee engagement through surveys, interviews, and observation of employee behaviors.

Three observable behaviors of engaged employees: sharing positive comments (Say), staying with the company (Stay), and going the extra mile (Strive).

A systematic process for increasing employee engagement, involving defining goals, measuring engagement levels, and implementing targeted initiatives.

To understand the current level of employee engagement, multiple methods should be used, including employee surveys, focus groups, and observation of employee behaviors.

Develop a plan to improve employee engagement based on proven approaches, addressing key drivers of engagement.

Regularly check the progress of your improvement plan and make necessary adjustments to ensure it's on track.

Verify that the improvements you've implemented are leading to the desired increase in employee engagement and achieving your goals.

Acknowledge and reward those involved in the improvement efforts, and openly communicate the progress made to the entire organization.

Google uses a sophisticated tool called gDNA to collect feedback from employees and monitor their opinions on various company initiatives.

Google discovered that strong relationships between managers and employees are crucial for achieving high levels of employee engagement.

A project by Google that revealed the positive impact of high-quality managers on employee behaviors, leading to higher engagement.

Effective leaders are committed to creating great workplaces, value employees, invest in their development, and earn their trust. They link employee success to organizational success.

Highly engaged organizations significantly outperform low-engagement organizations in key performance metrics like productivity, profitability, and customer satisfaction.

High levels of employee engagement create a positive and productive work culture. It's not something that happens spontaneously, but a result of conscious organizational efforts.

Yes! Organizations can significantly improve employee engagement levels through deliberate actions and a proven approach. It's not a one-time fix, but an ongoing process.

Organizations need to understand the key drivers of employee engagement and implement a proven approach for improvement. It's a two-pronged strategy.

Organizations need to actively involve leaders and employees in a deliberate effort to identify areas for improvement and implement changes. It takes a commitment from everyone.

Gallup cites an organization that increased employee engagement from 20% to over 70% by actively engaging leaders and employees in improvements. This highlights the potential for positive change.