Dive Brief:
- Seventy-one percent of workers are engaged at work, according to The Predictive Index's Annual Employee Engagement Report. A majority like their job (70%), their co-workers (69%) and their direct managers (64%). Slightly fewer (60%) said they are happy with their employer, according to the survey of 3,000 employees across 20 industries.
- The Predictive Index said belief in an organization's future, trust in senior leaders and their ability to communicate a motivating vision of the organization's future were among the factors that impacted engagement.
- When employers use assessments and workers have access to the results, engagement is 87%, versus 64% for those without access, the report found. The findings also indicate that engagement is higher at companies five years old or younger (77%) than older ones that are more than 30 years old (68%).
Dive Insight:
According to other research, employees' loyalty begins to drop nine months before they quit. Vigilant managers who can detect disengagement at the onset might have a better chance to re-engage workers before they quit, based on a report from Peakon released earlier this year.
The Predictive Index also noted that employees don't leave jobs they like; they leave bad bosses and sometimes poorly run organizations. Negative company culture can drive away the best talent, which employers can ill afford. While not every workplace is suitable for every employee, when turnover is consistently high, it could signal a culture problem.
Engagement is one critical component of retention, but HR leaders might also consider the kinds of benefits, perks and learning programs that resonate with employees, such as paid family leave, flexible work schedules, remote work options, recognition initiatives and meaningful work through corporate social responsibility programs and volunteer opportunities. Experts have said that culture goes beyond the dress code and office design. Though it can be challenging, consistently checking in to gauge what's important to all workers could be one way to address turnover related to engagement.
