Engagement Matters

One of the hottest topics around and if you take a snap shot of all surveys about employee engagement it would not make happy reading for HR and Engagement teams. On average only 1:5 people are actively happy in their roles, 1:5 are actively disengaged which leaves the majority of the workforce only satisfied in their role. The worrying aspect of this is the potential disruptor that could easily affect a companies staff turnover. The poor state of the economy could be distorting company's true engagement figures. If the majority of employees feel ok with their job it might be fair to say they are staying because there are limited opportunities elsewhere.

Taking the CIPD's findings in conjunction with Kingston Business School that engagement should be measured using two distinct areas, one transactional (the actual job, location, line Manager/team etc) and the other emotional (the brand, meaning and purpose) companies should be working hard now to clearly define the emotional elements of engagement, but in LinkedIn's recent research on UK Top Employers three quarters of companies interviewed agree that their Employer Brand is important to them but are slow in putting investment towards their brand.

Whilst there are still major economic challenges, companies still face talent challenges in attracting and retaining the right talent in key areas of their business and once people feel more positive about the economy we could see a massive increase people leaving their current roles.