Employee engagement is low… how do we fix it?
That’s really the bottom line question everyone is asking, right?
Gallup continues to report that only 32.5% of all U.S. employees are “engaged” at work, which means that the vast majority of employees are disengaged. That’s a success rate that would be unacceptable in any other department. If companies saw Customer Satisfaction levels at only 32.5% or Sales teams at 32.5% of quota, there would be all-hands meetings to get to the bottom of the low numbers and develop strategies for a rapid turnaround.
But employee engagement levels have been hanging at this dismally low level for years, and orchestrating a rapid turnaround of these numbers does not take on the same urgency as low customer satisfaction or sales numbers.
Why is that?
Are we settling for these low numbers?
Or do we just have no clue what to do about them?
Maybe it’s time for a new approach, says Deloitte’s Josh Bersin.
It’s all about making work irresistible.
He asks, “How can we create an organization in today’s work environment that is magnetic and attractive, creates a high level of performance and passion, and continuously monitors problems that need to be fixed?”
Deloitte’s research has shown that there are twenty factors that work together to make organizations irresistible (and thereby contribute to higher employee engagement):
It’s time to start thinking of employees as customers, and if we want their initial business (come work us!) and their repeat business (keep working for us!), we need to focus on providing a product ( work environment) that is impossible for them to resist. Engaged employees will be the by-product of the creation of simply irresistible workplace.
Will it be easy? Heck, no!
Will it be worth it? All day long.
Want to work on increasing engagement at your company? Start with one of LEGEND Talent Management’s Employee Engagement workshops for your leaders.