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Why Only 30% of Employees Say They Are Engaged at Work

June 11, 2013 by Bruce Jones, Programming Director, Disney Institute


Gallup is still several weeks away from releasing their State of the American Workplace results, but they have begun to preview some of their data showing changes in employee engagement from 2009 to 2012. The data represents responses from some 150,000 workers varied by industry and location.
 
The key takeaway — only 30% of respondents say they are fully engaged at work.
 
The study broke respondents down into three categories:
 
  • Engaged (30%): Employees who have a connection and emotional stake in their work.
  • Disengaged (54%): Employees with less of an emotional stake in their work; more likely to put forth a minimum amount of effort.
  • Actively Disengaged (18%): Employees who are actively against the goals of their organization and/or boss.
One of the key drivers of employee engagement is the feeling that the organization and the employee’s leader genuinely care for their well-being and success. Caring for your people creates an emotional connection that drives commitment to goals and overall engagement in the organization.
 
Consider the ripple effect of care:

  • Employees are more likely to stay
  • Customers of more likely to stay
  • Customers have a higher intent to recommend
  • You have an engaged, committed workforce which exhibits the behaviors your organization desires
What impact could higher levels of employee engagement have on your organization? Share your thoughts and experiences in the comments below.


Posted in Selection, Training, Engagement | Tagged Employee Engagement, Employee Engagement Ideas, Employee Retention, Employee Recognition, Employee Turnover, Motivating Employees, Customer Experience Improvement, Bruce Jones | 1 Comments


1 Responses to Why Only 30% of Employees Say They Are Engaged at Work

  • desiree says:

    on June 12, 2013

    The reason for disengaged workforce is that there is little understanding how their daily activities impact on company objectives. We have just implemented a system called I-site which gets massaged to suit each company, and this addresses such issues. It is also a space for recognizing individuals for outstanding contribution and behaviour in accordance with company values. I highly recommend it!


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