Nope! Not according to the Ivey Business Journal. In fact, they say 54% of employees are essentially “checked-out”
of their work day.
With statistics like that it’s no wonder that increasing employee engagement
has become a talent management priority for 2008.
Why Does Employee Engagement Matter?
There are countless studies that link employee engagement with productivity and retention and although I know that Michael Haberman
would argue, I tend to agree based on my own personal career experiences.
People define employee engagement in many different ways but to me it’s about caring about the future of the company you work for and being passionate and enthusiast about the work that you do.
Measuring Employee Engagement
To measure employee engagement companies need to ask employees for their opinions and feedback on multiple issues that influence their attitudes at work. Metrics can be derived in multiple ways including:
- Employee opinion surveys such as the Gallop Q12
- Employee focus groups
- Manager Interviews
- Direct employee observation
If you ask for feedback, actively take steps to improve employee engagement levels based on the feedback you’ve received. Asking for feedback and then ignoring it is far worse then not asking at all.
7 Steps To Improve Employee Engagement
- Understand your employees.
- Give your employees challenging work.
- Provide training and opportunities for career advancement.
- Communicate company vision and goals.
- Effectively convey expectations.
- Provide feedback & mentoring.
- Reward & recognize employees in a ways that have meaning to them.
- Create an environment that fosters trust and collaboration.
Your employees are your organizations greatest assets. Their ideas, feedback and passion for what they do helps your business grow and succeed. How does your company stack up when it comes to employee engagement?