By Richard Hohmann, VP of Innovative Leadership of the Delaware Valley
Tim Rutledge, Author of “Getting Engaged: The New Workplace Loyalty” defines engagement as employees who are attracted to, inspired by, committed to and fascinated by their work”.
The various levels of engagement involve certain ingredients that do make a difference:
• Relationship Building
• Passion, and
• Forward Thinking
Many HR professionals use the following metrics to determine engagement:
• Individual Performance
• Organizational Productivity
• Employee Retention and Turnover
• Customer-orientation and brand loyalty
It has been shown that engagement has both a rational and emotional commitment. The latest statistics have demonstrated that 31% of our workforce is engaged and 17% are disengaged (BlessingWhite – 2011). Over half of the workers exhibit some disengagement. The statistics demonstrate that we are all accountable for our own engagement level but people in a management role must coach and/or mentor their direct reports to a higher level of engagement while managing their own engagement. Executives must not only set the tone for high morale but manage their own engagement plus shoulder the responsibilities of managers and staff.
This new body of work demonstrates a strong correlation between engagement levels and age, role and position, and tenure. It might be time for focus on generational diversity in the workplace. Unfortunately, the survey also shows that the majority of employees today are looking for new opportunities within and outside of their own company. Many companies are projecting that many of their good people will be leaving once the economy turns around. This survey also demonstrates that engaged employees stay for what they give and the disengaged stay for what they get. Doesn’t that say it all!
It is certainly important for HR professionals and the executive officers of the company to focus on activities that close the gap between the decision makers and the staff. We must get everyone on the same page and have management respond instead of react.
Contact us for our Top Ten Solutions for Disengagement…this is an ideal document to discuss with your executive leadership team. Remember, in previous studies, it has been shown that 96% of engaged employees trust their leaders and only 46% of the disengaged employees trust their leaders. Isn’t it time that your company’s leadership team focus on Motivation – the end result of Engagement.