Putting a Value on Engagement

Not as comprehensive or definitive as The Value and ROI in Employee Recognition research, The Economics of Engagement out of the Human Capital Institute and the Enterprise Engagement Alliance offers several interesting points on engagement, if not the practical steps for successful employee engagement so many are seeking.

Three points of interest in particular leapt out at me.

1) The observation that the Gallup Q12 survey asks about recognition received in the last seven days, indicating the importance of frequency of recognition. Up to 65% of Americans say they do not receive enough recognition on the job. A negative answer to this question will quickly tell you if your recognition program is being used to its full capability.

2) A statistic from Towers Perrin showing workers in organizations with higher business value were significantly more likely (68% versus 49% for underachieving organizations) to agree that their “immediate manager recognizes and appreciates good work. Line managers are a critical factor in creating an environment in which employees want to engage and therefore must be held accountable for recognition practices.

3) Charts that clearly illustrate the bottom-line value of improving employee engagement by eliminating the disengaged and increasing the number of fully engaged and engaged employees. The charts are available in the research.

What’s the attitude towards employee engagement in your organization?