A primary tool in our performance enhancement strategy is design of employee engagement programs that rely on intrinsic motivators to increase the percentage of employees who are highly engaged. High performing organizations understand that employee engagement is a force that drives performance outcomes. In the best organizations, engagement is more than a human resources initiative -- it is a strategic foundation for the way they do business. Research by Gallup and others shows that engaged employees are more productive, more profitable, more customer-focused, safer, and more likely to withstand temptations to leave. High performing organizations know that an employee engagement improvement strategy linked to the achievement of organizational goals will help them win in the marketplace.
The 2003 Towers Perrin Talent Report [Understanding What Drives Employee Engagement] defines engagement as “the extent to which employees put discretionary effort into their work in the form of brainpower, extra time, and energy.” So, where do your employees fall? If they fit the average workplace profile only 11 to 17 percent are highly engaged. Another 40 to 70 percent fall into less productive middle categories like “neutral, middle of the road, or agnostic.” And, worst of all 10 to 20 percent of are actively “disengaged.” At best, they are just putting in their time. They may also be undermining the organizations and its mangers.