Research Report Update - Jan 2013
Beyond the numbers: A practical approach for individuals, managers
The Employee Engagement Report Update reflects online survey responses of over 7,000
individuals from around the world.
In organizations every individual is accountable for his or her own engagement; anyone with direct reports must coach team members to higher levels of engagement and manage his or her own engagement; and executives set the tone for high morale and motivation plus shoulder the responsibilities of individuals and managers.
In this 2013 Employee Engagement updated report, we share a brief overview of engagement levels worldwide, the engagement-retention connection, key drivers, and the ways that behaviors of managers and senior leaders influence engagement.
We also explore the specific roles and responsibilities of the workforce in building a more engaged organization. Our focus: individual employees, managers, and executives. These three roles are incremental, depending on someone's level in the organization.
Key Findings from the Research Update
To reap the rewards that a more engaged organization promises, your entire workforce needs to be accountable for their piece of the 'engagement equation' every day. The 2013 Employee Engagement Updated Report clarifies those roles and responsibilities.
|Individuals: Ownership, clarity and action. Individuals need to know what they want — and what the organization needs — and then take action to achieve both.|
|Managers: Coaching, relationships and dialogue. Managers must understand each individualís talents, interests and needs and then match those with the organizationís objectives — while at the same time creating personal, trusting relationships. Furthermore, they need to discuss engagement often.|
|Executives: Trust, communication and culture. Executives have to demonstrate consistency in words and actions, communicate a lot (and with a lot of depth), and align all business practices and behaviors throughout the organization to drive results and engagement.|
Whether you play one, two or three of the roles described above, the 2013 Employee Engagement Updated Report is designed to shed light on your quest for creating a more meaningful, productive work experience for you and your colleagues.