Employee Engagement

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Employee Engagement
What’s Your Engagement Ratio?

Copyright © 2008, 2010 Gallup, Inc. All rights reserved.

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Copyright © 2008, 2010 Gallup, Inc. All rights reserved. Gallup®, Gallup Consulting®, CE11®, Q12®, Performance OptimizationTM, and The Gallup Path® are trademarks of Gallup, Inc. All other trademarks are the property of their respective owners.

Employee Engagement as a Core Strategy
The world’s top-performing organizations understand that employee engagement is a force that drives business outcomes. Research shows that engaged employees are more productive employees. They are more profitable, more customer-focused, safer, and more likely to withstand temptations to leave the organization. In the best organizations, employee engagement transcends a human resources initiative — it is the way they do business. Employee engagement is a strategic approach supported by tactics for driving improvement and organizational change. The best performing companies know that developing an employee engagement strategy and linking it to the achievement of corporate goals will help them win in the marketplace.

Unleashing the Potential for Growth
World-Class Average
33% 67% Engaged 49% Not Engaged Actively Disengaged 26% 7% 18%

9.57:1

1.83:1

Ratio of Engaged to Actively Disengaged

What’s Your Engagement Ratio?

Gallup’s engagement ratio is a macro-level indicator of an organization’s health that allows executives to track the proportion of engaged to actively disengaged employees. The average working population ratio of engaged to actively disengaged employees is near 2:1. Actively disengaged employees erode an organization’s bottom line, while breaking the spirits of colleagues in the process. Within the U.S. workforce, Gallup estimates this cost to the bottom line to be more than $300 billion in lost productivity alone. In stark contrast, world-class organizations that have built a sustainable model using Gallup’s approach have an engagement ratio of more than 9:1. As organizations move toward this benchmark, they greatly reduce the negative effect of actively disengaged employees while unleashing the organization’s potential for rapid growth.

Copyright © 2008, 2010 Gallup, Inc. All rights reserved.

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Gallup’s Research-Based Approach
Gallup’s employee engagement work is based on more than 30 years of in-depth research involving more than 17 million employees. This research has appeared in many business and scientific publications, including the Journal of Applied Psychology and the Harvard Business Review and in our bestselling books First, Break All the Rules and the sequel 12: The Elements of Great Managing. 12 Elements of Engagement Gallup has developed and identified 12 core elements that link powerfully to critical business outcomes. These 12 statements emerged from Gallup’s pioneering research as those that best predict employee and workgroup performance.

The

12 Elements of Great Managing

I know what is expected of me at work. I have the materials and equipment I need to do my work right. At work, I have the opportunity to do what I do best every day. In the last seven days, I have received recognition or praise for doing good work. My supervisor, or someone at work, seems to care about me as a person. There is someone at work who encourages my development. At work, my opinions seem to count. The mission or purpose of my organization makes me feel my job is important. My associates or fellow employees are committed to doing quality work. I have a best friend at work. In the last six months, someone at work has talked to me about my progress. This last year, I have had opportunities at work to learn and grow. Copyright © 1993-1998 Gallup, Inc. All rights reserved..

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Copyright © 2008, 2010 Gallup, Inc. All rights reserved.

Adding Elements

In addition to the 12 elements, Gallup recommends adding questions that address your company’s unique culture or address...
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