10 of the Best Employee Engagement Statistics for 2022
What is employee engagement?
When you take an employee-focused workplace approach, you’re giving every worker the chance to give 100% every day. Plus, you’re seeing these team members commit to the shared values & goals while staying motivated. Equally important, they are pursuing organisational success while looking after their own well-being at the same time.
Founder & Chair of The Culture Council, Carla Salvatori explains, “Somewhat controversial, but a happy employee isn’t necessarily an engaged employee. Terms like employee happiness, employee satisfaction and employee engagement are often used interchangeably, but they are not the same thing.”
A happy employee may just do the bare minimum because getting a pay check is their core focus. Whereas an engaged employee might be a little stressed but that’s because they care a lot about doing a great job.
What is employee engagement then? Essentially, it’s where a team member is invested in the success of their company and will defend its propositions. Overall, they are enthusiastic about their work and committed to its goals. So, it’s this impact that leads to heavy monitoring of employee engagement statistics in organisations.
Why employee engagement is crucial?
In short, you want employees who show commitment. Uniquely, you want them to be self-directed and act with integrity while providing excellent customer service. By the same token, you want them to go beyond their job descriptions. When combined, these employee engagement statistics lead to KPI improvements.
The Circular Board breaks down the issue, “It comes as no surprise that disengaged teams have a significant negative effect on a company’s overall performance. Engagement drives profits and vice versa. In fact, PeopleMetrics also reports that the employees of highly profitable firms are generally 50% more engaged.”
But the gap between the engaged and non-engaged is large. Gallup explains, “Currently, 36% of U.S. employees are engaged in their work and workplace — which matches Gallup’s composite percentage of engaged employees in 2020.” So, by actively promoting and focusing on employee engagement, you’re closing the gap and positioning yourself alongside more profitable companies.
Jack Welch
What factors impact employee engagement?
Now that you see why employee engagement statistics matter and how they’re different from employee happiness, what’s impacting these numbers? If you’re looking to boost employee engagement, what should you look at? Here we highlight the top factors as:
The Organisations
In brief, your culture impacts how employees react to and interact with your company. It’s important to identify if you have an engagement-boosting culture. First, you will want to look at your policies. Are they motivating, empowering and respectful? Next, do your employees know what your goals are? Lastly, do they understand how they factor in?
The Culture
Are you collaborative? In general, employees love to be connected. That’s because working together boosts productivity and wellbeing. Also, collaboration helps your team know how they are contributing to your mission.
So, you’ll want to install an input-valuing culture to increase your employee engagement statistics. Keeping teams connected helps maintain employee focus and performance overall.
The Manager
You need a good management team. Since they have a gigantic impact on how committed your employees are. They need to show the same skills and behaviours you want your employees to emulate. In order to build strong relationships and high-performing teams. While ensuring that each team member knows what is needed from them and arm them with the right tools to do their job.
The Processes
Align your processes. First, consider the whole life cycle of your employees. Is it smooth? Do you have a seamless onboarding process, loads of training tools and a great L&D programme? Next, do your teams know what it takes to move up? How flexible are you and how do you look after their well-being?
In particular, are you providing fair compensation and properly recognising your employees for their hard work?
The Health
Any health issues are a drain on your profits. But it’s not just coughs & colds. Worryingly, mental health is a huge factor too. According to Bloomberg, “Poor mental health was the leading cause of British workers taking off work for illness in 2021, costing employers an estimated 43 billion pounds ($56.9 billion).” So, are you making it easy for people to take the rest & recovery they need? Moreover, are you enabling remote working for those that find it improves their productivity and reduces the chance of burnout?
The Technology
You need the right technology investments. If you’re using Excel spreadsheets to track sales instead of sophisticated CRM software, you’re missing out on productivity improvements and gains to your employee engagement statistics. Plus, you could be compounding your employee’s frustration. Facility Executive shared, “More than one in three U.S. employees is frustrated with their technology at work every day, finds a new national poll of working Americans from Eagle Hill Consulting. Also, less than half say that their organization places a high importance on deploying technologies intended to make their jobs easier. Instead, one in five employees says that technology makes their job harder, according to the Eagle Hill Consulting Employee Experience Survey 2021.”
Employee engagement statistics
Still not convinced that you need to focus on employee engagement statistics even while only 34% of US employees are engaged at work? Gallup reported that “for the first year in more than a decade, the percentage of engaged workers in the U.S. declined in 2021. Just over one-third of employees (34%) were engaged, and 16% were actively disengaged in their work and workplace
But our pick of 10 of the best employee engagement statistics for 2022 are:
#1- Only 20% of global employees are engaged at work. – Gallup
#2- Concerningly, the cost to replace senior managers is 1.5 to 2 times their annual salary. – Bersin by Deloitte
#3- Replacing leavers (in general) costs 50-60% of their annual salary. – SHRM
#4- 79% of people leave because they feel unappreciated at work. – SHRM
#5- Inc shared that people leave for:
- Career advancement or promotional opportunities: 32%
- Pay/benefits: 22%
- Lack of fit to the job: 20%
- Management or the general work environment: 17%
- Flexibility/schedule: 8%
- Job security: 2%
#6- 75% of voluntary turnover is under management influence. – Gallup
#7- 52% say management or leadership could have done something to keep them from leaving but only 1/3 had an exit interview. – Gallup
#8- 48% say they are actively looking for a new job. – Gallup
#9- 1/3 of employees globally strongly agree that “The mission and purpose of my organization makes me feel my job is important.” When 8/10 employees agree, businesses enjoy 51% less absenteeism, 64% reduction in H&S incidents and 29% boost in quality. – Gallup
#10- 10% improvement in employees’ mission alignment equals an 8.1% decrease in turnover and a 4.4% boost to profitability. – Gallup
Gamification – the employee engagement booster
Wondering how to raise employee engagement statistics to keep your talented workers in their roles for longer? Gamification does this by offering a digital environment to reward employees for meeting objectives and reaching goals. Employee engagement statistics are improved as team members interact with challenges and tasks to grow their skills. Overall, the employee gets prizes, points and status while the company boosts retention, productivity and achievement in one platform.
Learn more about gamification features.
1.Provide frequent employee connection
Learn how North 6th Agency, a brand communications company based in NYC, harnessed this technology in a high-turnover industry:
According to Executive VP of Talent Development, North 6th lives a people-first practice by investing in boosting their employee engagement statistics. They have an employee rewards system with spot bonuses, paid time off and more as strong behavioural drivers. Additionally, they leverage team performance rewards like company-wide sabbaticals for meeting profit targets.
Lastly, they garner feedback through quarterly surveys and snap reviews to make sure these activities are working. Overall, they have seen a real positive impact on retention.
Velasquez even suggested that it’s possible to extend these rewards and drivers to remote employees. That’s because with gamification, everything is monitored and reported on in real time. So even remote workers can participate and stay connected. In short, this drives up employee engagement statistics across the organisation.
2.Listen to employees
We could all listen more. Gia Ganesh, the Vice President of People & Culture at Florence Health Care in Atlanta, explained that you need to find out what is and is not working. Then, once you know, you need to show your team that you’re going to address those concerns. That’s because most employees leave when they feel undervalued. So, Ganesh focuses on creating a culture of recognition and appreciation – both verbal and tangible.
By using gamification points, you can incentivise through gifts all the way up to peer-to-peer recognition. Plus, this works for a single manager or an entire team alike. With levelling systems to show individual progress and leaderboards to inspire success in a group, gamification is a powerful driver of positive behaviour.
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It can even offer opportunity and career growth as employees progress through courses & tasks that set them up for new roles. Scoring and badges can help make employee succession planning a breeze.
The Head of HR at FISPAN in Canada, Claudia Ivanova, has seen this first hand. By putting in place gamification programs for new graduates, interns and existing employees; every member is being developed across all teams in line with their career goals. Ivanova explained that they do this to keep employee engagement statistics high so their employees get everything they need from their company. As such, they feel less need to look elsewhere
3. Strengthens relationships
Games bring people together. You see it yourself every day. So, it’s no surprise that teams get stronger when they have fun working together. They will learn useful skills and grow closer together as they begin to understand each other better. By all means, when even one team member is more productive, the whole team improves as a result. Notably, gamification builds links between leaders and their team members. Generally speaking, if you cater gamification and goals to each employee’s needs, they’ll feel appreciated and seen. As such, you’ll watch the all-important employee engagement statistics grow as a side effect of your proactive actions.
Employee engagement statistics conclusion
Employee engagement statistics matter. Why? Because you’ve seen the alarming stats about attrition and dissatisfaction. Definitely, you know what will happen if you do nothing. But there is a solution. In essence, you could look at your culture and structure to make sure you’re creating a place for employees to thrive. You can lay on a smart gamification solution to track, report and drive these core metrics. To sum up, adding gamification to the work environment can help you improve everything from retention to career progression planning.
If you’d like to learn about how gamification can help you reduce staff turnover, drive up productivity and increase profits, talk to the team at Mambo today.
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