Or, how much can organizations influence employee engagement?
Posted by Robin Erickson, Ph.D. on August 18, 2016.
I’ve been studying employee retention and engagement for almost 15 years. During that time, engagement rates—or more accurately, disengagement rates, have been an ongoing problem. Gallup’s State of the American Workplace reports that from 2000 to 2016, only 26 to 33.6 percent of American workers were engaged in their work—and 15 to 20 percent were actively disengaged.1,2 Aside from what we can intuitively glean from this situation (e.g., lackluster performance, people simply going through the motions), lack of engagement also factors into “trouble” metrics, such as increases in voluntary turnover, absentee rates, mistakes and safety issues, and employee claims (such as grievances, workers’ compensation applications, and Equal Employment Opportunity complaint filings).3