For over 20 years IBM Kenexa has worked with organizational clients to gather feedback from employees and provide them with the information they need to help drive change in their organizations. Our surveys have been conducted worldwide across a number of industries and sectors. For example, in the last 3 years we have surveyed over 15 million employees in over 200 countries across industries such as Manufacturing, Finance, Professional Services, Retail, Healthcare, and more.
One area organizations are often interested in measuring is employee engagement – the extent to which employees are motivated to contribute to organizational success, and are willing to apply discretionary effort to accomplishing tasks important to the achievement of organizational goals. Through extensive research we have found employee engagement to be related to tangible performance outcomes for organizations such as turnover, financial performance and customer satisfaction. Organizations with higher engagement levels tended to have higher shareholder return, customer satisfaction, return on assets and diluted earnings per share than organizations with lower engagement levels.
Given the importance of employee engagement for driving organizational outcomes, we have summarised four key lessons we have learned about improving employee engagement over time from a sample of longitudinal data collected from our clients. The lessons relate to:
- Ensuring the organisation’s engagement strategy is long-term and continually refined and improved.
- The importance of acting upon feedback to improve employee engagement.
- The impact of organizational size on improving employee engagement.
- Whether survey feedback results reflect an employee’s current experience in their organisation or their experiences from the past.
Overall, our experience and research suggests that organizations can be empowered to drive employee engagement with the right strategy, tools and practices.
To learn more please read the full white paper Four Key Lessons for Improving Employee Engagement.