Engagement At Work
By Louise Bauer Davoli
Over the weekend KMPH posted a question on Facebook about "Are you unhappy at work?" Apparently, based on a recent Gallup Poll, 50 percent of employees are not engaged at work. And reading through the comments posted on Facebook by viewers, there are many in our region that are quite unhappy with their work situations.
Having the vast majority of American employees not engaged with their workplaces is troublesome as the country attempts to recover ground lost during the financial crisis and get back on track to pre-recession levels of prosperity. Even more troubling is that workplace engagement levels have hardly budged since Gallup began measuring them in 2000, with fewer than one-third of Americans engaged in their jobs in any given year.
Engagement is strongly connected to business outcomes essential to an organization's financial success, including productivity, profitability, and customer satisfaction. Engaged employees are the ones who are the most likely to drive the innovation, growth, and revenue that their companies desperately need. These engaged workers build new products and services, generate new ideas, create new customers, and ultimately help spur the economy to create more good jobs.
Benefits of Engagement:
-- Lower Turnover
-- Increased Productivity and quality
Getting to Engaged:
-- Sense of connection
-- Opinion matters
Beyond the advantages companies realize when they either engage their employees or increase their wellbeing, researchers discovered that improving both simultaneously accelerates employee engagement levels. Employees who are thriving in their lives overall are more than twice as likely as those who are struggling to be engaged in their jobs. In addition, thriving employees are nearly six times as likely as those who are suffering to be engaged.
When employees are engaged and thriving in their wellbeing they are more likely to be agile and resilient. These employees have both their workplace lives and their overall lives operating smoothly, so major organizational changes or disruptions in their personal lives are unlikely to throw them off course. They are physically healthy, have strong relationships, are active in their communities, and are in control of their finances. Likewise, engaged, thriving employees have fewer health problems and therefore lower healthcare costs to their employers.