Gallup recently released its latest State of the American Workplace report, which provides an in-depth look into engagement and changes within the work environment. Its data is used as a benchmark by HR teams that are looking to make performance and engagement change at their own companies. With the newest report, Gallup addressed how companies can negotiate the changing business world and hosted a webinar last week to talk through the findings. In case you couldn’t attend, we broke down the major takeaways:
Employee engagement hasn’t improved in the last 15 years.
As Baby Boomers exit the workforce, they are being replaced by Millennials who now make up the largest portion of the American workforce at 38 percent. These young workers are causing leaders to change their processes and adapt to the needs of the modern workforce. Only 22 percent of employees strongly agree that leadership has a clear direction for the organization. This ambiguity is causing employees to lose enthusiasm for the company and their work.
Disengagement means employees are heading for the door.
According to Gallup, only 33 percent of employees are engaged within the workplace. Many feel indifferent and unenthusiastic about their jobs, and are ready to move on now more than ever – 51 percent of the workforce is actively looking for new roles. Employees have a “grass is greener” mentality: 91 percent left their last jobs to join companies they believed allowed them to “do what they do best” and provided growth opportunities. Actively disengaged employees are almost twice as likely as engaged employees to seek new jobs.
Work-life needs have shifted.
A flexible work environment — whether it’s flex time or remote work — is one of the biggest draws for employees. The traditional 9-5 in an office is a thing of the past. Sixty-one percent of workers say they will change jobs in order to secure healthcare, paid vacations, sick leave, flex time and bonuses/profit sharing.
Managers can make or break employee engagement.
Many managers participate in “managerial malpractice” by only giving praise when a job is complete or even worse, not doing it at all. Three in 10 employees say they’ve received some sort of praise from their leader in the past seven days, and only four in 10 believe their boss cares about them as a person. This attitude creates a connection gap within teams, causes productivity to decrease and increases the amount of disengaged employees.
Be an active participant, not a bystander to change.
Gallup’s report can motivate leaders to look at their own engagement strategies. The workforce is changing but HR can embrace new technologies and strategies to keep pace. What are you doing to adjust to these workplace changes?