Improve engagement and culture
Hire people who are more likely to be engaged and enhance engagement over time
Lack of engagement is costing us
Employee engagement is a worldwide problem and the outlook is rather bleak. Sources such as Bersin and Gallup have told us that only 13% of worldwide employees are actively engaged at work, and that figure doesn’t seem to be shifting very much over time.
Engagement isn’t just something that’s nice to have – it actually has a real world impact on your organisation’s bottom line. A meta-analysis conducted by Gallup of over 1.4 million employees found that firms with more engaged employees have significant advantages over organisations with low engagement, including:
21% greater productivity
When employees are highly engaged, they’re much more productive and produce more output.
37% lower absenteeism
Engaged employees are far less likely to take unscheduled leave.
48% fewer safety incidents
Interestingly, engaged employees also behave more safely. In healthcare, they also lead to 41% fewer patient safety incidents.
41% fewer quality defects
When employees are engaged at work, they’re more likely to pay attention to quality and care about quality outcomes.
What contributes to engagement?
Satisfaction or happiness is not engagement
While a person can be happy at work, it doesn’t mean she’s working productively for the benefit of the organisation. And while someone might be satisfied with his job, it doesn’t mean he’s going to stay back and help out when there’s an important deadline to meet.
It’s all about having a strong emotional commitment: believing in and supporting the organisation’s values. It means having a positive, fulfilling, work-related state of mind that’s characterised by vigour, dedication and absorption.
You can find out who will be engaged before you hire them
While most organisations understand that it’s critical to continually measure and improve their organisation’s culture, around 40% of employers are giving themselves a head start by actively seeking candidates who are more likely to be engaged at their organisation.
It’s called hiring for fit, and it’s all about identifying people who:
- Share your organisation’s vision and values (person-organisational values fit)
- Genuinely enjoy the kinds of tasks their job requires (person-job fit)
- Have a personality that fits well with their supervisor and the rest of their team (person-team fit).
You can measure engagement and improve it over time
We all know that you can’t improve what you don’t measure, which is why it’s absolutely critical to use valid and accurate tools to diagnose engagement at your organisation. While there are many new tools and approaches available today, research consistently shows that there are certain factors or drivers of engagement that remain constant, regardless of industry or job type.
These drivers include psychological resources, such as positive leadership, effective communication, self-confidence, optimism and resilience, and work resources, such as role clarity, appropriate tools and a safe work environment.
Any engagement diagnostic tool needs to take these factors into account and continue to measure them over time.
“The first and most important part of employee engagement is job fit. We need to make sure jobs are meaningful, people have the tools and autonomy to succeed, and we select the right people for the job.”Bersin by Deloitte
Hire more engaged employees and keep measuring