Employee engagement remains a challenge for companies

Employee engagement remains a challenge for companies
Cultivate employee advocacy not employee satisfaction

Employee engagement remains a challenge for many companies

Recently, Bain & Company analyzed responses from 200,000 employees across 40 companies in 60 countries and found several troubling trends:

  • Engagement scores decline as employee tenure increases, employees with the deepest knowledge of the company, and the most experience, typically are the least engaged
  • Scores decline at the lowest levels of the organization, suggesting that senior executive teams likely underestimate the discontent on the front lines
  • Engagement levels are lowest in sales and service functions, where most interactions with customers occur

Engagement levels are lowest in sales and service functions

Sustainable employee engagement is required

It’s time for executives to turn their current approach upside down. What’s required now is “sustainable engagement”. Take a look at these top five drivers:
Employee engagement remains a challenge for companies

Engaging employees remains the critical ingredient

Engaging employees remains the critical ingredient of how companies manage the diverse economic conditions facing their organizations today. Why not start with an atypical question in solving the engagement equation – not “what should we do to engage employees?” but “what do employees need in order to be engaged?

In this incredible time of competing pressures – demand for profitable growth, financial market volatility, political uncertainty, global shifts in workforce demographics and a rapidly shifting technology – a finer point must be put on that core engagement question. Leaders must ask themselves not only “what do employees need in order to be engaged?” but also “what behaviors are we asking them to engage in?”

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Employee engagement remains a challenge for companies — http://www.torbenrick.eu/t/r/qfz

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Experienced senior executive, both at a strategic and operational level, with strong track record in developing, driving and managing business improvement, development and change management. International experience from management positions in Denmark, Germany and Switzerland

4 Comments

  1. Marcel 3 years ago

    Torben,

    On the Supervisor part it also works if you allow a team to divide the tasks themselves. Instead of the supervisor doing it. This can give more commitment and dedication to complete the job at hand. You need to have a certain maturity level in the team but in this way you can create a greater responsibility within the team and more engagement.

    kind regards,

    Marcel

    Marcel

  2. Author
    Torben Rick 3 years ago

    Good point @Marcel – Thanks

  3. Sandi 3 years ago

    I don’t see recognition in the chart above. Where does it factor in or was it not a key driver of engagement in studies you looked at or in your own studies?

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