HomeArticlesEmployee Engagement And Its Impact On Productivity
Employee Engagement And Its Impact On Productivity
January 17, 2020
Employee engagement is garnering much more attention than it ever has before especially as it relates to leading and managing today’s multi-generational workforces in this much more disruptive global business environment that we are all a part of today. In fact, in the 2017 KPMG CEO outlook report, 65% of the CEOs now see change and disruption as an opportunity as opposed to a threat. Even more exciting 74% at least claim that they will be investing more heavily in time and resources in improving culture and employee engagement to continue to complete and achieve winning results in their marketplace. So how important are culture and employee engagement to your organization? Are these a managerial and leadership priority? In the 2017 Deloitte Human Capital Trends Report CEOs and senior executives and leaders and managers from all over the world from different types of organizations that were surveyed cited the areas of culture, engagement, and employee retention as urgent. Areas in their organization that garnered immediate attention. Another key data point that came from that survey was that today’s workforce especially the younger generations care deeply about the culture, the workplace environment, the vision, and the purpose, the why of the organization they seek to join and of course they should. But let’s face it, unemployment is at an all-time low and according to global Gallup research from last year, 67% of the workforce can be defined as disengaged, only 15% of the workforce today are engaged, meaning we are emotionally connected to our work and we understand exactly how our job function drives mission success. And that, of course, leaves the 18%, and we know these folks the actively disengaged, they’re actually working against the organization, especially during times of change, growth, and transformation. But therein lies the opportunity, that 67% of disengaged employees, sometimes they are hard to identify, they are relatively happy in their roles but they do the bare minimum, they clock in, they clock out but when we as leaders and managers can learn how to better define culture, manage culture, and prioritize employee engagement we can transform a huge portion of that 67% into our activity engaged employees who will help continue to drive the organization forward and achieve winning results.