HR Basics: Employee Engagement

Summary

This video on employee engagement explores its significance in organizational success, defining engaged employees as those who are involved, enthusiastic, and committed to their work. It highlights Gallup's Q12 model, which identifies 12 core elements linked to engagement and performance, emphasizing that satisfaction and engagement are distinct concepts. The video reveals that only 33% of U.S. employees were engaged in 2016 and warns against the pitfalls of merely measuring engagement through surveys without actionable insights. Ultimately, fostering a culture of engagement requires ongoing support from managers to meet employees' needs and drive better organizational outcomes.

Takeaways

• 😀 Engaged employees are involved, enthusiastic, and committed to their work, which enhances individual and organizational performance.
• 😀 Employee engagement is linked to essential workplace elements that predict key organizational outcomes.
• 😀 In 2016, only 33% of U.S. employees reported being engaged, while 51% were not engaged, and 16% were actively disengaged.
• 😀 Simply measuring employee satisfaction does not equate to true engagement, which involves active investment in work.
• 😀 High levels of employee engagement lead to a 41% reduction in absenteeism and a 17% increase in productivity.
• 😀 Engaged employees show a 24% lower turnover rate compared to their disengaged counterparts.
• 😀 The Gallup Q12 survey identifies 12 elements that are crucial for enhancing employee engagement and performance.
• 😀 The four levels of employee performance development needs include basic needs, support needs, teamwork needs, and personal growth needs.
• 😀 Organizations often fall into the trap of focusing too much on measuring engagement instead of improving it.
• 😀 Creating a culture of engagement requires ongoing support from management, rather than relying solely on annual surveys.

Q & A

What is employee engagement?

Employee engagement refers to the level of involvement, enthusiasm, and commitment that employees have towards their work and the workplace.

Why is employee engagement important for organizations?

Engaged employees contribute to better individual and organizational performance, leading to higher productivity, lower turnover, and improved safety and quality.

What percentage of US employees were engaged in their work in 2016?

In 2016, 33% of US employees were engaged in their work, according to Gallup's data.

What are the three classifications of employees based on engagement levels?

Employees can be classified as engaged, not engaged, and actively disengaged. Engaged employees are involved and enthusiastic, while not engaged employees are indifferent, and actively disengaged employees are unhappy and may undermine organizational efforts.

What are the 12 elements measured by Gallup's Q12 survey?

The Q12 survey assesses elements related to expectations, materials needed, strengths, recognition, individual needs, development, input, purpose, quality, relationships, progress, and opportunities for growth.

How does employee engagement affect productivity?

Engaged employees are more productive, with highly engaged organizations realizing a 17% increase in productivity compared to less engaged counterparts.

What is the difference between employee engagement and job satisfaction?

While both concepts are related, employee engagement is about being actively invested in work and its impact, whereas job satisfaction focuses on being happy with one's job or organization.

What should organizations focus on to improve employee engagement?

Organizations should focus on understanding and addressing the key elements of engagement, providing ongoing support, and actively working to improve employee experiences rather than just measuring engagement levels.

What are the consequences of having disengaged employees?

Disengaged employees can lead to higher turnover, lower productivity, increased absenteeism, and a negative impact on workplace culture and performance.

How can managers utilize the Q12 elements to improve engagement?

Managers can use the Q12 elements to create a supportive environment by ensuring employees know what's expected, providing the necessary tools, recognizing contributions, and encouraging personal and professional development.