The Brief History Of Engagement
OK, So We Know That:
The history of engagement has shown:
Employee engagement (EE) increases performance (P), productivity (P) and profitability ($) in organisations.
EE=P+P+$
Engagement utopia would be having 100% of our employees, 100% motivated and engaged 100% of the time. Sure, unrealistic but the ideal goal!
Generally speaking, there is a 20:60:20 engagement distribution across the average organisation, which looks like this:
- 20% of employees are ‘toxic’ or actively disengaged. In fact many organisations would probably be better off if these employees didn’t even turn up at work each day
- 60% of employees are ‘retained’, the complacent coaster, they haven’t yet been given a good enough reason to leave yet
- 20% of employees are ‘actively engaged’, the eager beavers, they love working in the organisation to the point where they’d probably like to buy shares in the company given the opportunity
The Underestimated Soft Skill
Employee engagement and motivation are seen as a soft skill by many people upstairs at the big table, so to make it harder and more tangible (for the bean counters) we have researched the hell out of it. Arhhh… do we all feel better now? NO!
More Research Than Implementation
Many organisations spend the majority of their time and effort (some up to 80%) on employee engagement research, but only 20% on effective engagement strategies.
Organisations are challenged and getting frustrated as many of the engagement solutions they are trying to implement to improve staff retention aren’t getting effective ‘cut through’ and improving employee engagement scores.
So why aren’t many organisations getting the improved engagement results they were hoping for?
It’s a key question which leads to deeper questions in the search for answers…
- What REALLY engages individual employees?
- What are the top 6 barriers to effectively engaging employees?
- Who is really responsible for employee engagement?
- Why is the current traditional employee engagement research flawed?
- Is inexperienced leadership killing our cultures’ engagement & motivation?
- What works best – general Organisational Engagement Plans (OEP) or specific Personal Engagement Plans (PEP)?
- How do we make performance reviews engaging and motivational?
- Should we forget exit interviews and just focus on stay interviews?
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