Did you know that according to the findings of the Blessingwhite Global Engagement Report 2011, less then 1 in 3 employees world-wide are actually engaged? The research also showed almost 1 in 5 (17%) are actually disengaged. Disengagement levels do tend to vary by region with India having the highest levels of engagement at 37% with China having the lowest at 17%.
The findings of this survey should not be dismissed lightly as it a globally representative survey which reflected the views of over 11,000 HR professionals, line managers and employees from all six continents of the world.
Engagement drives performance
Also, the importance of employee engagement to business performance should not be underestimated as the Blessingwhite survey referenced some very pertinent research from Hewitt Associates which found that firms with ‘high levels of employee engagement enjoy enjoyed higher 19% higher than average shareholder returns in 2009. In firms with low levels of employee engagement, total shareholder return was actually 44% below average’.
So, what does all this mean for business leaders?
This means there is a good chance that a third of your workforce is disengaged from their work and your business – and that your business performance is suffering as a result – and if you addressed these engagement issues your business is likely to experience a corresponding increase in performance.
So, what can businesses do to raise engagement levels and raise performance levels?
One of the first things you need to do if not doing it already is take a pulse of your company and find out what the employee engagement levels in your business are. Once you know this and understand what’s causing it you can begin to address it.
Or alternately, you can leap frog the employee engagement survey and interpretation process and take advantage of the findings of the Blessingwhite Engagement survey which asked 11,000 workers across the world, which factors would increase their engagement and most improve their performance – and you can find the results below, segmented by region.
5 Key Ways To Improve Employee Performance,
2.Greater role clarity and justification
3.Development opportunities and training
4.Regular Specific Feedback
5.A coach or mentor other than their manager
Some interesting regional trends emanating from the survey were:
- Coaching and Mentoring is seen as a key way to drive performance in the developed economies and did not seem to be valued in emerging economies.
- Australian employees in particular place great value in coaching and mentoring as a means of improving performance
- America and European employees need more resources to improve performance
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