75% of Australian workers are either in two minds about their job or worse still, are completely disengaged.
The high price ofdisengagement
Your employees might be physically present, but what if they’ve emotionally and mentally checked out?
Disengagement costs the national economy a whopping $54.8 billion per year
Can you afford ‘sleep walking’ employees?
What leads to disengagement? There’s no single answer, but avoid these common pitfalls.
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24%are
engaged
60%are not
engaged
16%are actively disengaged
?
Less profitable
Less innovative Less likely to stayLess commited to CS
81% of the engaged are willing to provide positive recommendations of their
employer’s services, compared to 18% of the
actively disengaged.
Less loyal
Engaged employees are 5x less likely than disengaged employees to have a safety incident and 7x less likely to have an incident resulting in
time off.
Less safe
Organisations with highly engaged employees achieve 2x the annual net income of
organisations whose employees lag behind on
engagement.
60% of engaged employees say their job sparks creative ideas compared to just 3%
of the disengaged.
65% of all lost customers can be traced back to a disengaged employee.
Employees with lower engagement are 4x more likely to leave their jobs
than those who are highly engaged.
A disengaged employee
can disrupt company culture and positive levels of engagement amongst peers if they choose to publicly express their disdain towards their employer.
It only takes one bad apple
5 ways you can increaseengagement with recognition
6.5.4.3.2.1.Not providing a purpose or
clear direction
Make your values known…
The only one driver of engagement constant across all countries is
‘commitment to organisational values.’
…then recognise the behaviours that align
with your values
“An organisation becomes what it
rewards.”
Put emphasis on the positives
Managers who focus on their employees’ strengths have the
most engaged workgroups with 43% engaged and only 4% actively disengaged.
Ensure managers show gratitude
Workers in organisations with
higher business value agree that their
“immediate manager recognises and
appreciates good work.”
Find out what inspires them
A 10% improvementin employee attitude
can boost productivity by 5%.
Relying too heavily on pay as a motivator
Providing tasks that
don’t match education
or skill
Poor relationships
with managers
Offering no recognition for achievements
Not facilitating personal
growth or career
progression
Sources: http://www.hcamag.com/hr-news/employee-disengagement-costs-31-5-billion, Research from The Gallup Organisation, Gallup Poll, "Worker Attitudes, Worker Behavior and Productivity” by J.R. Norsworthy and C.A. Zabala, HR Zone online, Gallup Business Journal, ‘Employee Engagement – A Roadmap’, White Paper, TemboSocial, ‘The Loyalty Deficit’ Hay Group, http://www.theaustralian.com.au/national-affairs/australians-disengaged-at-work-report/story-fn59niix-122673543589, Effective practice guidelines: Employee engagement and commitment. SHRM, Driving performance and retention through employee engagement. Corporate Leadership Council, The Impact of Employee Engagement. Kenexa, Towers Perrin Global Engagement Study, Sally Cornish - Mercer Human Resource Consulting