— 7 min read

The simple fact today is: the way a lot of employees are working is just not working anymore. We hear it from managers and leaders daily. We experience it ourselves. It's one big reason more leaders are turning to team collaboration and internal communication tools like Weekdone.

Employee engagement is considered to be the number one reason behind employee productivity. We analyzed different researches and put the results in one infographic. It shows why you need a change in the way your team is working. Just some facts:

  • Only 35% of the overall workforce is truly engaged.
  • Merely 1 out of 8 employees is committed to the job.
  • Disengagement costs businesses billions of dollars per year.

There are number of variables contributing to the feeling of fulfillment and engagement at work. How could you overcome the tipping point in employee engagement?

Conquering the tipping point of employee engagement

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There are 3 types of employees – engaged, not engaged and actively disengaged

If you are the lucky one, then you had the pleasure to work only with people that are engaged. How to spot them? They are the ones that work with passion, drive innovation and move organizations forward. They also have significantly higher productivity than those in the bottom 28%. These kind of people make up 35% of the global workforce. Roughly 1 in 8 workers worldwide is psychologically committed to their jobs and likely to be making positive contributions to their organization. Furthermore, most of them come from companies with fewer than 10 people.

But unless you work alone or in a really small team, you have also met disengaged and actively disengaged employees. Majority of the workforce is disengaged, who are essentially checked out and do not put energy or passion into their work. Helping these employees to get on track should be your mission, since they are vulnerable to negativity that actively disengaged people spread.

Average disengaged employee

No need to be angry, but the research shows that there is a typical profile of a disengaged employee. Let's rip off the bandage quickly: A typical disengaged employee is:

  • in the middle of the career,
  • male,
  • not highly educated,
  • working in a office.

This does not mean that you should hire only women in the beginning or end of their careers that are able to work from remote locations. Rather, this means that people in the risk group should need more attention.

What does it mean for business?

Low engagement is not only damaging employees' motivation and productivity, but also your budget.

But don't run to your employees to demand back the money. There is a good chance that the problem is in the relationship between the managers and employees. 80% of employees dissatisfied with their direct manager were disengaged and 70% of employees who lack confidence in the abilities of senior leadership are not fully engaged.

Don't pack up your bags, there are solutions:

1.) Use a weekly reporting and team collaboration tool to get quick insights to your team. Feel the pulse of your team. Weekdone will help you being informed about what is achieved, what is planned and what causes problems. Our attractive dashboards will show you when an indicator suddenly falls and prompt action is needed.

2.) Bribe people. You can test your employees motivation by bribing them to quit like Amazon did.

3.) Find ways to connect with each employee. Just as important as getting insights from employees is giving feedback and praise to them.

4.) Use the right employee engagement survey. The big trend today is switching from annual or quarterly surveys to real-time daily or weekly feedback collection.

5.) Define objectives and engagement goals in realistic, everyday terms. Make sure your people know what's expected of them and then follow, are their actions following those goals.

What is the result?

By taking time to focus on employee engagement and making necessary changes, you will have more money and motivated people. Companies with engaged employees receive 2.5 times more revenues than the competitors with low engagement levels. What is more,  employees most committed to their organizations put in 57% more effort on the job and are 87% less likely to resign – than employees who consider themselves disengaged. 7 out of 10 of highly engaged prefer to stay with the current employer compared to 28% of the disengaged. As an icing on the cake, highly engaged employees have less absenteeism than disengaged employees.

Employee engagement is like any other problem you face in business. It demands attention and action. Acknowledging the problem is already half the win, but nothing will change if you don't trigger the change. So, start changing the way you work and start today, not tomorrow. Weekdone is happy to be your guide and best practices tool on that journey.