As a manager, you will find that employees want to work, can work with you, or against you.
This is determined largely by the way you manage them and the resulting difference in an employee’s performance, depending on his/her level of engagement, can be enormous.
It has been proven that by not properly engaging your employees, you can be missing out on as much as 30% discretionary effort over and above paid for, contracted effort. This is an expensive way of going about your management!
Employee engagement general distribution statistics show that:
– 9% are highly engaged
– 11% are engaged
– 60% are neutral
– 11% get a bit cheesed off
– 9% are highly disengaged
Here is a list of the things you can use to determine the level of engagement of your employees:
1. Highly engaged employees:
– work with passion;
– feel a connection to their organisation;
– are focused and highly productive;
– are passionate about their job and the outcomes they achieve;
– have a high discretionary effort; and
– are highly dedicated, exhibiting very strong emotional and rational commitment to their job, teams, managers and organisations.
2. Engaged employees:
– are hard workers;
– are dedicated;
– can be relied on to ‘put-in’;
– have a high discretionary effort level; and
– are reasonably committed.
3. Neutral Employees:
– are dependable people who get their job done and participate;
– are only moderately dedicated;
– will usually respond positively to requests for discretionary efforts but do not volunteer it;
– tend to come in, do their job and go home;
– are only moderately committed to their job, their team, their manager and their organisation; and
– can be influenced to join either the ‘engaged’ or the ‘disengaged’
4. Disengaged employees:
– can be good workers when they want to be;
– generally have low productivity, discretionary effort and commitment; and
– have a low level of care.
5. Highly Disengaged employees:
– often have a negative commitment to their job, their manager and their organisation;
– may have strong commitment to like-minded disaffected people;
– can undermine the work of their engaged colleagues on a daily basis;
– have low productivity and they often exhibit ‘passive aggressive’ behaviour to get back at the organisation;
– hate coming to work and resent their situation;
– give as little of their time and talent as they can get away with; and
– often act out their unhappiness at work.
Once you have determined the engagement levels of your employees, there are numerous ways of raising engagement levels. For more on this, see our next post, “5 Ways to Better Engage Your Employees.”
It is worth noting quickly that in general:
1. The better your employees are looked after, the greater their engagement and the better they will perform.
2. The better fitted employees are to their roles, the greater their engagement levels and the better they will perform.
If this information has been helpful, please share, or comment below and
if there is anything more we can do to help you or your staff, email us at [email protected]