15 Jul Houston We Have A Problem…with Employee Engagement
In 2013, Gallup undertook a massive effort to study the current state of employee engagement around the world. After surveying 73,752 employees in 141 countries, Gallup found that 24% of employees are actively disengaged, 63% are not engaged, and 13% are engaged. In 2018, Gallup repeated the study to see if anything had changed in five years. The updated results were better, with 18% of employees actively disengaged, 67% not engaged, and 15% engaged. While it’s good to see improvement, if you look under the hood a bit more, you’ll see that other data reveals even more depressing facts:
- 53% of workers are unhappy at their jobs.
- 88% of employees go home feeling like they work for an organization that doesn’t appreciate them. (Everybody Matters, by Bob Chapman and Raj Sisodia)
- 58% of employees would trust a stranger more than their own manager.
- Less than 30% of employees are loyal to their company.
The end result of this catastrophic data then shows up in the cost to the company:
- Companies lose $7 trillion in productivity from disengaged employees.
- Employee turnover costs a company 6-9 months worth of salary per employee.
- Unhappy employees take 15 more sick days per year. (The Happiness Advantage, by Shawn Achor)
Even worse, the damage of low employee engagement doesn’t stop at internal cultural issues. When a disengaged employee interacts with a current or potential client, the results become compounded.
Companies spend $10 billion each year (Triggers, Marshall Goldsmith) on improving employee engagement, and 79% of HR managers say engagement is important to an organization. Yet when you consider these facts next to the data, it’s not a far stretch to say that we have a problem with employee engagement. Obviously, our current methods aren’t working. In this case, even where there is a will, there hasn’t been a way.
At Swift Kick, we believe that Dance Floor Theory is the answer as a system of engagement that lasts. The solution is not in a one-size-fits-all approach. In understanding the level of each individual on a team, we can start to make upward change one person at a time, from where they are currently. You won’t see results in day-long icebreaker sessions. It’s in the connections we create in small moments between individuals that will create a culture of motivation, productivity, and happiness.