Study Reveals 70% Employees Not Engaged – Here are Some Points Towards Increasing Engagement

Last week we posted an article entitled “New Study Out That Shows 70% of employees are disengaged” that had a huge response.  When posed with the question how do we help engagement here a few points for thoughts.  What are some of yours?  We really want your input.


1. Understand employees’ goals

When interpreting employee engagement surveys, it’s important to understand that each employee has individual goals and values. Therefore, what makes one employee happy might not be the same for another. Improve engagement by understanding your employees’ preferences, seeking their input regularly and creating transparency in communication. — Heather HuhmanCome Recommended

David Ehrenberg

2. Use upward evaluations

I favor upward evaluations in which employees have an opportunity to give feedback to their managers and leadership team. Everyone identifies key items that they want feedback on; then they use these evaluations to see if they are improving over time. This direct feedback is very motivating and makes for actively engaged employees. — David EhrenbergEarly Growth Financial Services

Andrew Schrage

3. Perform employee surveys

In addition to customer surveys, employee surveys can also be very helpful. A high score on customer surveys generally indicates a high level of employee engagement. Furthermore, it’s imperative that you recognize team members for their accomplishments and regularly hold team-building events. — Andrew SchrageMoney Crashers Personal Finance


4. Review experiences with 15Five

We use a weekly review process called 15Five. It takes 15 minutes to answer five questions about employee experience, and each employee shares her thoughts, ideas and feelings. These are rolled up to the manager, then to another person who can hear from each person regularly and provide comments for further engagement. —Shradha AgarwalContextMedia


5. Balance internal and external projects

We give employees the opportunity to choose which internal projects interest them, and they also propose their own ideas and projects using company resources. We shoot for half of their time to be spent on those internal projects and half on external. One of the most successful internal projects was spun off as a separate entity, which was acquired by a bigger company in a seven-figure deal. — Benji RabhanMorrisCore


6. Value work-life balance

At 87AM, we stress the importance of balancing work and life, and we even reward our employees for taking time off and long lunches. I’ve found that younger staff members tend to work without structured breaks, and this has been proven by so many studies to be antithetical to productivity. Having relaxed and happy employees brings about better engagement. — Adam Cunningham, 87AM 


7. Check in with weekly meetings

Weekly 30-minute meetings with employees are vital. Ask each employee two questions: “What do you enjoy about your job?” and “What would you change?” Listen to what you hear. Employees can tell if you truly value their opinions and care about their professional development. Show them that you can sacrifice a short-term project for their long-term development. You and your company will benefit. — Mitch GordonGo Overseas


8. Take an anonymous survey each quarter

Each quarter we e-mail all our employees a copy of our 360-degree survey. In this survey, they anonymously rate themselves, their fellow staff members and our management team in 12 key areas. They can also provide feedback on what they like or don’t like about their jobs. Furthermore, we actually pay cash bonuses to employees who receive the highest ratings by their peers. — Robert SofiaPlatinum Advisor Strategies


3 responses to “Study Reveals 70% Employees Not Engaged – Here are Some Points Towards Increasing Engagement

  1. Great topics on your blog. Finding a way to engage employee’s isn’t hard it just requires management to make an effort. Often when we work with a company to improve their employee engagement we find that management desires the benefits but isn’t committed to the time and resources necessary to make it a reality. Once they see tangible benefits they make the necessary allocation of resources. The goal is to get them to survey their staff so they can get an idea of just how bad things have gotten. Let us know if we can add anything to your future articles and thanks for the link to our blog.

  2. Employers have three choices. 

    Choice 1. Hire/promote competent applicants (or train them to become competent).

    Choice 2. Hire/promote competent applicants (or train them to become competent) who fit the culture.

    Choice 3. Hire/promote competent applicants (or train them to become competent) who fit the culture and have the talent for job success.

    All three choices give us competent employees. 

    Choice 2 gives us competent employees who are not misfits in the culture. 

    Choice 3 gives us competent employees who are not misfits in the culture and who have the talent for job success. 

    Identifying the talent required for each job seems to be missing from talent and management discussions.

    If we ignore any of the three criteria, our workforce will be less successful with higher turnover than if we do not ignore any of the three criteria.

    1. Competence Match
    2. Cultural Fit
    3. Talent Fi

    There are many factors to consider when hiring and managing talent but first we need to define talent unless “hiring talent” means “hiring employees.” Everyone wants to hire for and manage talent but if we can’t answer the five questions below with specificity, we can’t hire or manage talent effectively.

    1. How do we define talent?
    2. How do we measure talent?
    3. How do we know a candidate’s talent?
    4. How do we know what talent is required for each job?
    5. How do we match a candidate’s talent to the talent demanded by the job?

    Most people cannot answer the five questions with specificity but the answers provide the framework for hiring successful employees and creating an engaged workforce.

    Talent is not found in resumes or interviews or background checks or college transcripts. Talent must be hired since it cannot be acquired or imparted after the hire.

  3. Pingback: The ‘X’ model of employee engagement | iteam212·

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s