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The State of Employee Engagement in 2018: Leverage leadership and culture to maximize engagement
MARCH 2018
The theory that higher engagement can improve productivity spurred over two decades of attempts to increase organizational performance by boosting employee engagement. Since then, businesses have spent billions of dollars on annual surveys, programs, and employee perks with relatively little to show for it. Some organizations have, however, seen considerable progress. To gain a more detailed picture on how well today's HR professionals believe their organizations are performing in this area, HR.com conducted "The State of Employee Engagement" survey in January 2018. To learn how this state of the industry research may apply to your organization, and to read the primary findings and 10 key takeaways from the survey, we invite you to download and read the report.
HIGHLIGHTS FROM THE RESEARCH:
In this study, we asked participants about the degree to which employees put forward such effort. Only 9% strongly agreed that their employees do, with another 35% agreeing. This indicates that most employers still face major employee engagement challenges.
About three-quarters of respondents believe engagement is highly linked to supervisory relationships, leadership trust, and organizational culture. The top two factors fall clearly into the realm of leadership. To be engaged, employees must trust leadership. This includes building a trusting relationship with immediate supervisors, of course, but it also implies trust in other organizational leaders, including those at the top.
Sharing the results of employee surveys is essential to building trust in the organization and its leaders. Whether you share feedback and how you do it can have a profound effect on organizational culture.
To learn much more about The State of Employee Engagement survey and to get 10 key strategic takeaways from this exclusive HR.com state of the industry research, please read the complete report here:
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