How Many of Your Employees Are Fully Engaged?
About 27% of the workforce is the answer for most organizations. That’s right, only 27% of employees are fully engaged at 
work according to research studies by the Gallup Organization. The remaining 73% are between somewhere between “not fully engaged” and “dead men working.”
Engagement is defined “a heightened connection employees have to their jobs that leads them to value-adding behaviors.” And what’s the cost of disengagement? Low morale, retention, productivity, and sales. The Gallup Organization calculated that the disengaged employees cost the British economy between $64 and $66 billion. What’s the cost to your team or organization?
What if you were able to increase engagement? Would it really make a difference? In a word, YES! Researchers tell us that increasing employee engagement can improve customer loyalty, increase sales, and decrease safety costs.
How Can YOU Increase Engagement?
In my leadership classes, I share the four keys that science says increases engagement, especially in those team members who are “high potential.” Apply these ideas whenever you or your team:
Develop and regularly discuss career goals and plans
Find ways to increase trust and respect for senior management
Celebrate the impact you have on your organization’s goals
Use frequent recognition and rewards to applaud progress toward goals
Have you tried these or others ideas? What works for you? I invite you to adapt these four keys to increase engagement on your team. How surprised will you be when they start feeling more connected to their jobs, thereby leading them to value-adding behaviors?
Keep eXpanding,
Dave
P.S. Dave Jensen and his team transform proven leadership tools into your success stories. Dave is an executive coach and an engaging speaker at conferences, meetings, and retreats. He can be reached in Los Angeles, CA at (310) 397-6686. Click here for more info about the research-based, online 360-leadership assessment (XLM): http://xlmassessment.com/ )
P.S.S. You are welcome to republish these leadership articles, forward them to your contacts, or use my blog in your corporate newsletter or websites. Simply include my contact info at the bottom.
