RETIRED CONTENTPlease note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.
- Over 10,000 employee engagement surveys that measure employees’ engagement levels as well as their perception and opinion on engagement drivers such as manager relationships, employee empowerment, culture, company potential, and senior management relationships.
- In-depth interviews with HR professionals, subject matter experts, employees, and managers over a two-year period to better understand the impact of employee engagement surveys on a variety of organizations.
- The world of work is evolving and changing, and organizations must adapt. To face this changing world, make employee engagement a priority.
- Disengagement breeds disengagement. Disengaged employees' negative attitudes have a multiplying effect on their peers’ performance, productivity, creativity, retention, and engagement.
- Employee engagement levels are much lower than you may think at most organizations. There is much room for improvement. On average, only 1 in 3 employees are engaged.
- Employee engagement is the degree to which employees are emotionally connected and committed to their organization and their role, exerting discretionary effort for the betterment of the organization.
- There are many benefits to a highly engaged workforce, but there are three that stand out: performance, retention, and creativity.
- In comparison to disengaged employees, engaged employees are 1.55 times more likely to agree they regularly accomplish more than what’s expected of them, 5.17 times more likely to agree they are committed to the organization, and 1.1 times more likely to agree they are not afraid to try new things in their job.
- The increased performance, retention, and creativity due to high employee engagement directly impacts the bottom line. Organizations with highly engaged workforces show a three-year earnings growth that is three times higher than their peers’ average.
Impact and Result
- There is no easy answer to improving employee engagement. However, there are steps your organization can take to start moving in the right direction. The first step is measurement of engagement levels.
1. Make the case for employee engagement
Kick off your organization’s engagement program.
Talk to an Analyst
Our analyst calls are focused on helping our members use the research we produce, and our experts will guide you to successful project completion.
Book an Analyst Call on this topic.
You can start as early as tomorrow morning. Our analysts will explain the process in your first call.
Get advice from a subject matter expert.
Each call will focus on explaining the material and helping you to plan your project, interpret and analyze the results of each project step, and setting the direction for your next project step.