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Workplace Engagement InsightsLatest Employee Engagement NewsWorkplace EngagementEngaging Employees Pays (And It Isn’t Just the Survey Providers Saying It!) [Whitepaper]

Engaging Employees Pays (And It Isn’t Just the Survey Providers Saying It!) [Whitepaper]

WestJet-employee-engagement

I recently read an article published by Ceridian in their regular newsletter: “7 Drivers for Building Employee Engagement: From Hire to Retire”.

Why is it important to comment on this in a blog? Because many people out there want to comment on how employee engagement may be correlated to factors such as less turnover, decreased absenteeism, and increased productivity … but it can’t be proven as causal. They want to use this as an argument for why employee engagement isn’t worth pursuing.

Take a moment to read this article. The evidence is compelling and it comes from a source that has nothing to gain from encouraging employers to focus on this critical component of their culture.

The key takeaways are:

Employee Engagement in Canada Needs Improvement

According to the article, a survey of over 800 Canadians clearly indicated that employers need to do more to engage employees.

Only 30% of employees feel their employers do a great job of recognizing them for their work and effort. And, only 34% of employees believe their employers care about them.

Here’s the big one: only 34% of employees are fully engaged.

These are pretty low numbers.

As the article suggests, “organizations must implement a multi-faceted approach that includes both immediate and long-term action and planning” to increase employee engagement. It begins with hearing what employees have to say and getting the pulse of the organization; it begins with an employee engagement survey.

Employee Engagement Begins at Recruitment

First things first, you need to have a good recruitment process. You need to hire people that are the right fit for the job and for your company. Then, you need to ensure you have a great on-boarding process that helps them become productive and feel engaged.

Furthermore, if your company has internal development and promotion opportunities, engagement levels will be higher because people will see a career path within your organization instead of being forced to look elsewhere for career advancement.

The Top 3 Symptoms of a Culture of Employee Disengagement

  1. High Turnover: 67% of the workforce is looking actively or passively for a job outside their company. Conversely, 86% of highly engaged employees would like to stay with their current employer for 3 or more years.
  2. Low Productivity: 62% of non-engaged employees feel more stress during the day, which impacts productivity.
  3. Slow to Adapt to Change: 51% of low-engaged employees and 45% of disengaged employees had difficulty keeping up-to-date on the job.

The 7 Drivers for Building a Culture of Engaged Employees 7 Drivers

“There is no single attribute of the seven drivers that works as a magic bullet to increase engagement.”

You need to get all of these things right to improve employee engagement across your organization!

  1. Rewards
  2. Recognition
  3. Motivation
  4. Challenges
  5. Pride/Advocacy
  6. Employer Care
  7. Work Environment

     

pdf-logo Click here to access the full study from Ceridian.

I highly recommend that you read the entire article, as it goes into more depth about each of the points I have brought up here.

>> Once you’ve had a chance to read this study, I’d love to have a discussion with you about improving employee engagement at your own organization. Schedule a free 30 minute consultation with me!

Take immediate action to start improving employee engagement now! Download my FREE cheatsheet for Improving Employee Engagement in Just 10 Minutes.

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Written by Dwight Lacey

Dwight Lacey

Dwight is the President at Workplace Engagement Insights. He leads Workplace Engagement Insights with a clear understanding of the latest employee engagement research, survey best practices, and leadership styles that create successful businesses.

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