While employee engagement has been waning over the past several years, the number of employees looking to switch jobs continues to grow steadily.  "The business implications of eroding employee engagement goes well beyond retention.  Declining motivation, commitment and loyalty plays out in decreased creativity and productivity," says Joyce Gioia, workplace futurist and CEO of Employer of Choice International, Inc.

Various new studies shed light on the situation:



Though young people are “happier” now that in the past, nearly 6 in 10 (57%) do not feel engaged at all and less than 1 in 8 is fully engaged (PeopleMetrics, 6/2011)
The number of fully engaged employees has dropped to a record low 8%, the number of under engaged employees is at a record high of 42%, and the total number of employees either under engaged or disengaged has reached a record high of 70%. (Modern Survey, 9/2011)
A full 71% of American workers are "not engaged" or "actively disengaged" in their work, which leaves nearly one-third of American workers who are "engaged," or involved in and enthusiastic about their work and contributing to their organizations in a positive manner. This trend remained relatively stable throughout 2011. (Gallup, Q3 2011)

What’s very interesting, according to Gioia, is that even though respondents to a recent Randstad survey report higher engagement marks, nearly 60% of respondents say they are likely to seriously consider a new job in the next six months or would take another job, if offered.

New global analysis of Mercer’s What's Working survey concurs.  The research, conducted among nearly 30,000 employees in 17 geographic markets between the fourth quarter of 2010 and the second quarter of 2011, shows that the percentage of workers seriously considering leaving their organization has risen since the last time the survey was conducted in each market (between 2003 and 2006 prior to the economic downturn).

It’s clear that employees will choose to change jobs, when the right opportunity comes along, no matter how engaged they say they are now.  Which is why Gioia urges employers to take action now:


Re-recruit your workforce. Conduct “Stay Interviews” to find out why people are staying
Consider re-orienting workers. How has your orientation changed since you first brought them onboard?
Ask people for their best ideas for improving things, then implement them. People support what they help to create.
Train supervisors and managers to keep your good people. Eliminate supervision by anointment. It causes untold employee turnover.

Joyce Gioia, a workforce futurist and CEO of Employer of Choice, Inc. is the author of five business books, including two business bestsellers. For additional insights, Gioia can be reached directly at 336.282.9370; joyce@hermangroup.com.