We hear a lot about employee engagement. Employee engagement is low; employee engagement is a challenge. Both statements are accurate, and let’s just reframe and state the obvious opposite … employee disengagement is high. To support this, Gallup reports 71% of Australian and New Zealand employees are disengaged[1]. Furthermore, almost a quarter of employees intend to leave within a year and this jumps to almost 40% of employees planning on staying less than two years[2].
In business this is painful, especially as high engagement correlates with positive results and low engagement presents all the challenges we are familiar with … without listing everything, it is time consuming and it negatively impacts culture and results. And with the numbers previously mentioned, if you are navigating this as a Leader, you can be forgiven for feeling like you are on an eternal roundabout.
Qualtrics research reveals the top drivers of employee engagement as:
- Confidence in senior leadership to make the right decisions;
- Recognition for good work;
- Opportunities for learning and development;
- Managers who help career development; and
- Managers who are effective in helping to reduce work related issues.
For team members with less than two years’ tenure, opportunities for learning and development resonate most. For those with four years’ tenure (or more), it is recognition for good work[3].
Investing in a Corporate Coach can address these needs and positively impact employee engagement. Through one-on-one coaching, team members feel recognised and supported in their learning and development. Additionally, coaching sessions can help team members navigate work challenges and a corporate workshop can bring a feedback culture or values set to life. For a discussion specific to your business, please connect.
[1] Huq, Kay (Dr). “Employee Engagement and the Impact of Uncertain Times.”
[2] Hilton, John. Feb 20. “How engaged are your employees?”
[3] As above.