Blog HIGHLIGHTS
- Employee engagement had been steady at 36% during the first half of 2021 and has dropped during the year.
- Managers and healthcare workers had the steepest declines in engagement
- Boosting engagement requires a focus on the fundamentals
No doubt it’s been a couple of tough years for many. The Pandemic has created many new “normals” for us all. Some of you have established a hybrid work model, where some of your staffs are on-site, some remote, and some are a mixture of all of the above. Pivot power will dictate the speed at which your organization handles the current challenges.
Organizations are asking staffs to do more with less. It is also a tall order to steadfastly recognize, measure and uphold employee engagement. Hard working professionals are especially vulnerable to burnout and disengagement, making it difficult to improve client satisfaction and care quality. In fact daily stress, compassion fatigue, overachiever personality types, long hours, and lots of changes are hallmarks of industry standards today.
Based on HR Solutions’ International Normative Database, only 34 percent of employees are ‘Actively Engaged.’ The remaining 66 percent is divided between ‘Ambivalent’ employees (50 percent) and ‘Actively Disengaged’ employees (16 percent).
Turn the Tide on the Great Resignation
Benefits of engagement far outweigh the downsides when you take into account tangible results reported. If you are not yet a devotee to the Employee Engagement movement, I hope you will consider the wonderful benefits ramping up your EE factors can do for your organization and clients.
Let’s jump in and answer a few of the most popular EE questions:
What exactly is Employee Engagement?
Although there is not one agreed-upon definition, a few Employee Engagement Network authors described it on their terms:
My favorite quote sums it up nicely: “Great work, done well, with others, every day.” David Zinger, Founder The Employee Engagement Network
Encourage open, honest conversations in which staff feel heard and also feel they are an important part of the organization. Susan J. Meyerott, M.S.
When the heart, mind, spirit and desire to do is synergized and in harmony with the vision and mission. Rudolf Peter Lanc
Employers need to get creative to create and promote a culture where employees feel valued, believe they are making a difference and are having fun. Jason M. Beauford
Build a sense of achievement by linking head (strategy and outcomes) to heart (authentic communication).
Jo Manchester
S. Max Brown’s take simply summed it up by saying, “Engagement is caring about how you show up.” Consider how you define engagement for your organization. Is it a blend of some of the above?
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