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Globally, employee engagement is declining, after hitting an all time low in 2014, with only 65,9% of employees engaged, according to Quantum Workplace.
Gallup U.S Daily estimates U.S. employee engagement at 32.1% for November 2015, with a current year-to-date average of 31.9%, despite the improving economy. The UK is also experiencing a worrying decline in employee engagement. According to Office for National Statistics figures, in 2015 UK workforces are 31% less productive than those of the US and 17% less productive than the rest of the G7 countries.
Today’s businesses face unprecedented challenges in engaging and retaining employees. This year’s employee engagement state is proof that we’re still a long way from answering the needs of a large portion of the workforce.
How can companies tackle this engagement crisis?
View other stats on employee engagement, identify key engagement drivers and other business solutions to this engagement crisis in our State of Employee Engagement in 2015 report here.
Image via SplitShire
Employee Engagement Drivers
Managers drive engagement
Managers account for as much as 70% of variance in
employee engagement scores.
80% of employees dissatisfied with their direct manager are
Key Engagement Drivers
Engaged employees give their best
91% of highly engaged employees always or almost
always try their hardest at work, compared with 67% of disengaged
Employee engagement drives business results
Employee engagement programs
can increase profits by $2,400 per
employee per year.
Workplace Research Foundation
Organizations that have over 50%
engagement retain over 80% of
15.5 % 15.1 %
13.1 % 12.7 %12.3 %
4.6 % 4.7 %
Annual Company Revenue Revenue from Customer
Overall Sales Team
Atainment of Annual Cota
Improvement in Annual
Customer Service Cost
Engaged employees stay longer
Of companies with high
retention rates have
Companies with improved retention over
the past three years had considerably
more engaged employees (70%),
compared to companies where retention
Create a culture of engagement by
Building a strong
Focus on communicating more
Constantly ask for feedback. Set up weekly meetings with the staff
and engage in a conversation. Allow them to speak freely; let them
say what they have on their mind, even if it’s not something you’d
want to hear about.
Ask employees how they’re feeling
Use an anonymous employee engagement survey; you don’t want to
know who said what because you’ll be preoccupied with assessing
people’s concerns and making improvements to increase motivation
Communicate goals and clarify
Express targets and goals, reward your people every once in a while,
and keep them engaged with good advice.
Set up weekly brainstorming sessions, talk about tasks and
responsibilities, and let them be in charge, too. Some might surprise
you with ingenious ideas.
Promote organizational values
By promoting active effectiveness and organizational values, you
encourage employees to share ideas, work with more passion and