Late last year, Officevibe, the leader in employee engagement software, released an unprecedented, real-time report on the "State of Employee Engagement," based on hundreds of thousands of answers from their customer survey software.
Unlike so many dated reports, what employees are telling their companies about what truly matters to them using Officevibe software is in the here and now. It updates in real time, adding new data as answers stream in, like, right now.
More than 50,000 employees from over 1,000 organizations representing 150 countries have registered their views since 2013, representing close to 1.2 million data points.
"This is one of the biggest things that's ever been done in the HR industry," says Dan Benoni, CEO of Officevibe. "It's arguably the richest data set for anyone looking to understand how employees across the world are truly feeling. The statistics that we were able to uncover are truly alarming."
The Current Data
Officevibe captured data on 10 essential metrics for companies need to keep in mind when trying to improve employee engagement. They are:
- Personal growth
- Relationships with managers
- Relationships with colleagues
- Company alignment
As of this writing, below is the current state of employee engagement globally. On a positive note, I have seen a slight improvement by a few percentage points in most of the core metrics since I last checked back in November 2016.
Sixty-three percent of employees feel that they don't get enough praise.
Solution: Gallup has found that employees who receive praise at least once per week increase their individual productivity, receive higher loyalty and satisfaction scores from customers, and are more likely to stay with their organization.
Thirty-two percent of employees have to wait more than three months to get feedback from their manager.
Solution: More frequent one-on-ones, weekly planning sessions, and daily check-in meetings are ways that you can give more regular feedback.
Twenty-three percent of employees leave work feeling drained, exhausted, and sluggish.
Solution: As a manager, ask what you can do to make someone happier, including something outside of work because unhappiness outside of work is linked to unhappiness at work.
Fifty-six percent of employees believe that they don't have any career advancement opportunities.
Solution: Managers need to trust their employees enough to expose them to new things and let them run with projects so they can master new skills. Employees who feel they have enough autonomy and have a sense of purpose in their work are highly engaged.
Perhaps the most shocking piece of data is the fact that 15 percent of employees don't see themselves working at their company one year from now. Similarly, 20 percent of employees are worried that they might lose their job in the next three to six months, and 33 percent of employees don't think they are paid fairly for their work.
Solution: Focus first on compensation and benefits, and then shift over to the overall work environment -- the work culture, team building, learning opportunities, professional development, less micro management, etc.
Sixty percent of employees notice that their job is taking a toll on their personal life. They feel stressed and overworked, and don't have good work-life balance.
Solution: As a manager, you should be doing everything you can to promote wellness in the workplace and to help reduce stress for employees. Start by implementing health and wellness programs with incentives and rewards for employees who join and complete specific programs.
Quite alarming, 57 percent of employees wouldn't recommend their organization as a good place to work. Interestingly enough, people are more likely to recommend their company's products than its culture, states the report.
Solution: Measure employee loyalty to know exactly what makes an employee more likely to be loyal or not. Use a survey instrument such as the employee Net Promoter Score (eNPS).
Relationships with managers
Thirty-one percent of employees wish their manager communicated more frequently with them. One out of five employees feel that their manager isn't transparent with them. Employees want to become closer with their managers because it will make them feel more connected to their organization.
Solution: Plain and simple, communicate better and more frequently. Avoid as much confusion and remove as many barriers for your employees as possible. Additionally, show interest in your team members' success and personal well-being.
Relationships with colleagues
Thirty-four percent of employees don't think they have enough social interaction with their colleagues.
Solution: A simple way to fix this issue is to create more opportunities for employees to work on projects together.
Thirty-three percent of employees don't believe their company's core values align with their personal values. Companies need to be doing a better job of preaching the mission and core values of the organization.
Solution: Employees need to be constantly reminded of why they do what they do.