Top 10 Employee Engagement Statistics of 2017

Employee engagement is a hard word to define. There are so many elements to it (we name and explain 10 key metrics).

The importance of employee engagement might seem too intangible to measure or understand, but, the truth is in the numbers. We pooled together the top 10 employee engagement statistics of 2017, including some from our real-time report on the global State of Employee Engagement.

Before you keep reading…

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Employee Engagement Statistics

  1. Disengaged Employees Quit Their Jobs

    51% of workers are looking to leave their current jobs

    Can you imagine that more than half the people at work don’t actually want to be there? That’s very scary, and it indicates that something is wrong with the system.

    Not only is the cost of turnover extremely high (upwards of 20% of an employee’s salary), but having disengaged employees within the workplace is also quite costly, and not only on a financial level.

    Yes, there is the cost of lost productivity and absenteeism, but think of the moral as well.

    Disengaged employees lack enthusiasm, act as company detractors instead of ambassadors and can be a drain on other employee’s moods – a sort of domino effect of negativity.

    Tip: Companies need to solve the problem of turnover before it happens, and the best way to do this is by constant communication. Find out what is making your employees unhappy in real-time with an employee engagement platform, so you can solve problems on the spot, not when it’s too late.
  2. Employee Engagement Is A Global Issue

    Only 13% of employees are engaged worldwide

    This number is just too low, and a big part of the reason for it is that people are not always put first. There is a human element lacking in the workforce, this understanding that people are at the center. Employees are the pulse of every business and as a means in themselves, not as a means to an end.

    The best way for companies to improve this is by creating a culture of recognition. This does not mean “good work” at an annual review, it means weaving the notion of appreciation into the tapestry of the culture.

    Tip: Recognition should be given from managers to employees and between colleagues as well. Try creating a public channel (Slack or other) for Kudos, where all company members can publicly offer praise team members on a daily basis. It will bring great energy to the organization.
  3. Employee Experience Dictates Customer Experience

    Highly engaged businesses see a 10% increase in customer ratings

    We don’t think enough about the connection between employees and customers, but the correlation between one’s happiness and the other’s is so high. You know that expression “made with love”.

    It shows when jobs are done with passion, and it also shows when jobs are done with disdain.

    When you have happy employees serving customers (whether or not they actually interact) customers statistically have a better experience. Companies need to know that investing in their employees is an investment in their customer loyalty as well.

    Tip: Are your employees loyal to your company? Find out using the Employee Net Promoter Score. The first way to solve a problem is to figure out exactly what it is.
  4. Empathy Is At The Core Of Employee Engagement

    80% of employees would work more hours to work for a more empathetic employer

    There are all sorts of intelligent leaders out there, but those with emotional intelligence take the cake. There are 12 elements of emotional intelligence that all leaders need to focus on, divided into four categories. Empathy falls under the category of social awareness.

    This means having compassion for others and their stressors (in and out of work) and acting on it.

    This will help managers build relationships founded on trust and respect, which will inspire employees to work hard, innovate and be committed to your company, because they feel seen, heard and appreciated.

    Tip: Check in with your employees often and see how they are doing. You can use your one-on-one meetings as a safe space to ask them if there’s anything on their mind they want to talk about.
  5. Engaged Employees Help Drive Sales

    Highly engaged businesses see a 20% increase in sales

    When employees are engaged, they have more pride in their work and therefore put in a more valiant effort. Of course, higher efforts result in a greater quality output. This helps increase sales. It’s common sense, but many companies still don’t see the correlation between happy employees and happy customers.

    It’s a misconception that working more means working smarter. We think that working happy is the more important factor.

    Tip: Let your team work flexible hours so they can chose the times that are most productive for them. Offering this perk will help keep teams engaged.
  6. There Is Not Enough Recognition

    60% of workers would like work praised more frequently

    Praise doesn’t need to be massive every time, it just needs to be frequent and genuine. A simple thank you can go a really long way when you take a minute out of your day to sincerely express gratitude.

    And just as the form of praise doesn’t need to be huge, nor does the reason for giving it. If you want to motivate your employees, recognize their feats – big, and small.

    Tip: Hold weekly town hall sessions where all employees can offer up public kudos. Getting recognition from colleagues is as impactful as getting recognition from from managers.
  7. Growth and Continuous Learning Are Essential

    59% of employees say they can “grow and develop” at their organization

    When we surveyed our app users to find out what was the most important to them, we found that 41% of employees care most about having the opportunity to learn and grow within their organization.

    Repeating the same task every day without the stimulation of new initiatives or the encouragement to be curious and take risks will serve to disengage your employees.

    Tip: Create three-month “Road Maps” with your employees where they can clearly lay out their personal and professional goals for you to work on together.
  8. Managers Must Remove Fear

    42% of employees feel that their leadership does not contribute to a positive company culture

    Having a positive company culture means one that is free from fear. However, managers are often the main contributors to this fear that exists within the organization.

    Whether or not it is intended, more often than not it is due to a lack of communication. Constant communication is key to developing a workplace founded on psychological safety, which contributes to an overall positive company culture.

    Tip: There’s no such thing as too much communication. Remove fear by starting off the day with a friendly good morning, and check in often to see how everyone is doing.
  9. Employees Want To Get To Know Their Manager

    70% of employees would like to spend more time with their manager

    There shouldn’t be such a divide between employees and managers, especially considering both are working towards the same ultimate goal. In the spirit of teamwork and friendship, managers and employees need to connect often and more importantly, on a human level, not only business.

    Whether it be grabbing lunch as a team outside of the office or team building activities, employees want to spend time with their manager and get to know them as more than a “boss” but as a person. This helps remove fear, and also helps to cultivate a safe environment for employees to share ideas and feelings.

    Tip: Ask employees about their interests, and share yours. On Monday morning, for example, have your whole team share what they did on the weekend, to make the team vibe a bit more personal and open.
  10. Employees Need To Connect With Their Peers

    60% of employees eat alone at their desk, working
    This is a problem twofold. First, it means that your employees are overworked, and second, it means that your employees are not connecting.

    34% of employees don’t think they have enough interaction with their colleagues, despite the fact that having a friend at work is one of the most important elements in keeping employees satisfied and engaged.

    Managers should encourage employees to step away from their work and decompress. It’s entirely unproductive to overwork, and it will only make for unhappy, cranky team members.

    Tip: Ensure that the expectations you are setting for your team are realistic. And, add a team lunch to the calendar (at least) once a week to ensure that there is team socializing and a reprieve from work.
Download the complete checklist to see if your employees are engaged.

What do you think about the state of employee engagement today?

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