A terrific way to foster connection and safety, belonging, and mattering in your culture is for the CEO to have lunch with small groups of…
What if you discovered that less than one-third of your employees are actually enthusiastic about, and committed to your workplace? Would panic ensue? Would you rally for change? Or would it be business as usual around the office?
Unfortunately, this is not a hypothetical question, but the real state of the current workforce.
The latest Gallup employee engagement survey shows just 31.5 percent of U.S. employees are engaged. Two-thirds of the workforce reported being “not engaged” or “actively disengaged.”
Employee engagement is no longer an HR concern, but a business crisis.
Culture, engagement, and employee retention are now the top talent challenges facing business leaders in 2015. More than half of business leaders rate this issue “urgent” – up from 20 percent last year.
Today employers spend approximately $720 million a year to improve employee engagement. But before your company rushes out to find the best employee engagement initiatives, make sure you first have a workplace worth committing to. Why? Because employee engagement is a two way street.
Are you fostering an environment of passionate employees with a profound connection to the company? Or is your blasé culture causing workers to sleepwalk through their day?
No matter what the results are, there’s always room for improvement.
According to Jim Clifton, CEO of Gallup, research shows the way a person feels about the work they do every day is the greatest factor in engagement:
“What companies will inevitably find is that the only way to make a person happy is to give them a job that matches well to their strengths, a boss who cares about their development, and a mission that gives them feelings of purpose. The belief that something gets better when you come and do your job, that’s as happy as you can be. Going forward, we must insist on hiring caring managers. Managers must be driven, love productivity, profitability, and competing, but they must also have an inclination to maximize the potential of every person on their team.”
To fight employee apathy, hire managers that care, learn to spot disengaged employees, and survey your workforce. Frequently gathering quantitative data allows you to make immediate change in areas that need improvement.
Creating a workplace worth committing to should be a top priority.
Jenna Puckett is an associate technology analyst at TechnologyAdvice. She covers topics related to project management, marketing automation, employee performance, and other emerging tech trends. Connect with her on LinkedIn.