tiistai 2. tammikuuta 2018

Ragan.com: How to use data to boost employee engagement in 2018

Companies are spending plenty on employee engagement initiatives, but something is amiss.

According to Gallup: “Just 33 percent of U.S. workers (and 15 percent of global employees) are engaged at work—meaning they are involved in, enthusiastic about and committed to their job and workplace.”

Why all the long faces and uninspired workplaces?

One issue appears to be the primacy of productivity over people. As Susan LaMotte states in Harvard Business Review: “Most employee engagement models are centered around the work experience and not on the employees.”

With 2017 winding down, it’s an ideal time for organizations to reconsider (and rejigger) employee engagement strategies. Engaged employees can do wonders for your productivity, morale, retention and recruiting, but it’s no easy task to create a culture that uplifts and inspires workers.

[FREE GUIDE: How to actively engage employees during live meetings]

Consider the following 2017 data points, provided by Shift Communications, as a guide for where to focus employee engagement time, dollars, energy and effort in 2018:

  • According to YouEarnedIt’s Employee Experience Defined Report, just 10 percent of employees rate their employee experience a 10 out of 10. YouEarnedIt also found that 27 percent of executives say that their company still does not invest time or money cultivating a positive employee experience.
  • APPrise Mobile’s America’s Invisible Bosses Report found that 23 percent of employees believe they would better understand company objectives if they received more regular and meaningful communications from their CEO. The same report states that 32 percent of workers don’t know whether they could identify their CEO in a lineup, and 23 percent don’t even know their CEO’s name.
  • Thirty-five percent of employees feel inspired by their boss, according to Randstad’s US National Boss’s Day data.
  • When weighed against all aspects of health and well-being, 35 percent of workers named financial stability as a top priority.
  • Randstad found that younger employees (25- to 34-year-olds) feel the least comfortable challenging their boss’s ideas (35 percent), and 50- to 64-year-old workers feel most comfortable (41 percent).
  • According to APPrise Mobile’s Gen-Z in the Workplace Report, 41 percent of managers expect mobile tech such as smartphones and tablets to be the best way to communicate with employees—specifically Generation Z employees.
  • Kimble Applications’ Billing and Burnout Report found that 35 percent of professionals feel burned out from the excess hours they put into their work.
  • A majority (75 percent) of U.S. workers care a great deal about the overall business performance of their employer, but a minority (23 percent) say they have full insight into how their organizations are actually doing.
  • Fewer than half (41 percent) of employees feel confident that their boss is helping them to achieve career growth.
  • Welltok research found that 92 percent of workers are stressed out, with work, finances and physical health named as primary stressors.


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