Did you know that 3 out of 4 Human Resources representatives agree that employee engagement is an emotional commitment as well as an eagerness to give one’s best at work?
Did you know that over 90% of survey respondents believe there is solid evidence linking engagement to performance and that it has the strongest impact on customer service and productivity?
Did you know that 2 out of 3 Human Resources representatives would say an employee’s engagement can have a positive impact on an organization and the results of a business?
Employee engagement can also be defined as discretionary effort. This can be seen more frequently in smaller organizations than larger ones, with nearly half saying they feel their employees put forth the adequate effort.
Mid-size organizations say about 39% of employees give adequate effort to their work.
Small organizations are more likely to say that 70% of their employees give a significant effort.
Customer service is especially said to receive a positive impact from increased employee engagement. In addition, 96% of HR professionals say that employee engagement is important, with more than half saying that it should be at the top of the list of priorities.
Employee engagement is very often discussed as a concept, but very rarely practically implemented into organizations’ culture. Almost any organization can take advantage of this information in employee engagement management.
No matter where you are on the spectrum for high employee engagement, you can benefit from taking a step back to answer the critical questions and define your strategy for ensuring employees are not only working but engaged with their work.
It might just be the difference between improving your culture and reaching your goals.
If you want to learn more about how to leverage leadership and culture to maximize engagement at your company, click the link below for more information.