Get access to the exclusive HR Resources you need to succeed in 2018.
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 14 cities across the U.S. this fall.
Gain the skills you need to rise to the next level in your career. Jon us at SHRM's Leadership Development Forum, October 2-3 in Boston.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Daily satisfaction is the top engagement driver among U.S. workers, and engagement “soars” when their daily experience includes positive relationships with direct supervisors or managers, according to the latest National Workforce Engagement Benchmark Study.
Nearly six out of 10 workers are not fully engaged, according to findings based on interviews conducted in April and May 2008 with 2,368 part- and full-time employees working in public, private and not-for-profit organizations. That statistic hasn’t changed much in studies conducted by various organizations in recent years.
The new study points to “the vital need to focus on the employer-employee relationship” and the four Rs of recruitment, retraining, rewarding and retaining, said Marc Drizin, founder and CEO of Employee Hold’em, which conducted the study.
Fair treatment of employees encompasses an organization’s policies and procedures, job evaluations, pay and benefits, providing adequate training to do a good job, and treating employees with respect, according to the study.
It breaks employees into three groups: the fully engaged (43 percent, up from 4 percent in 2006-2007, when the study was last conducted); the reluctant, who stay because they have to (25 percent, barely unchanged from 24 percent); and the unengaged (32 percent, down from 36 percent).
The report on the findings suggests the following factors influence engagement:
Personal accomplishment and being provided tools that are easy to use scored the highest (69 percent) among employees as factors affecting their engagement.
Other factors included viewing their employer as a good corporate citizen (64 percent); viewing it as an industry leader (63 percent); viewing it as highly ethical (63 percent), feeling valued as an employee (61 percent); enjoying coming to work (61 percent); and working for an organization that treats them well (60 percent).
Among steps the study suggests that organizations can take to improve employee engagement:
“By enhancing understanding of organizational practices and employee priorities, attitudes, behaviors and intentions,” Drizin said, “organizations can recruit, retrain, reward and retain productive and effective employees.”
Kathy Gurchiek is associate editor for HR News. She can be reached at firstname.lastname@example.org.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 10,000 companies