When it comes it our work, it’s probably safe to say that the more we enjoy it, the better our performance will be. The unfortunate reality is, however, that there are more dreams than there are dream jobs. But while it might be more difficult engaging in a job we are not in love with, it is achievable, if our employer commits to it.

Put simply, engaged employees are more productive and have a positive influence on those around them. On the flip side, not-engaged or actively disengaged employees not only fail to produce individually, but can act as a drain on those around them.

WHAT IS EMPLOYEE ENGAGEMENT?

While there is some disagreement about the definition of employee engagement, it generally refers to the level of enthusiasm and dedication an employee has for their job, and the degree to which their goals and aspirations align with those of the company.

Three types of workers

1. Engaged – feels strongly about their job and the company, and feel they are a part of the overall business. This enthusiasm directly elevates the level of their work, and can indirectly impact on the work of others and office morale as a whole.
2. Not Engaged – an “empty suit”, feels no connection to their job and the goals of the business overall. This indifference means their productivity (and the quality of their work) will be the bare minimum, or as little as they can get away with.
3. Actively Disengaged – “the malcontent”, openly dislikes their job and demonstrates this dissatisfaction at every opportunity. Depending on the number and how boisterous they are, they can at best weaken, and at worst poison workplace culture. 

HOW ENGAGED ARE AUSTRALIAN WORKERS?

According to recent data, Australians have proven themselves to be among the worlds most resilient when it comes to post-GFC engagement. While this is encouraging for Australian employers, it but should not be taken for granted.

According to the 2011 BlessingWhite Employee Engagement Report, “with more than a third (36%) of employees engaged, the Australian/New Zealand workforce exhibits higher levels of engagement than all other counterparts except India worldwide." Further, the rate of engaged workers in the region had increased since 2008 (36% vs. 26%). Other interesting stats out of the report included:

• Satisfaction – top driver of job satisfaction is “more opportunities to do what I do best” (24%); and
• Contribution – 22% said “more resources” was the most important factor in increasing their contribution.

IMPACT OF ENGAGED WORKERS

The ratio of engaged to disengaged workers is one of the factors that plays a large part in separating good businesses from the great. According to Gallup, in ‘world-class’ organisations, the ratio of engaged to actively disengaged employees is 9.57:1. In those defined as ‘average’, the ratio is 1.83:1. Put simply, an engaged worker impacts positively on almost every aspect of the business.

Increased Profits

Engaged employees are more productive employees; more productive employees are more profitable employees. According to 2001 research by the Hay Group, engaged employees generate 43% more revenue than the disengaged.

Better Performance

A recent study by Bakker suggested engaged workers outperformed disengaged workers for a number of reasons, including:

1. Positive emotions – joy and enthusiasm broaden a person’s thought processes, allowing them to perform more creatively and effectively;
2. Superior health – provides the engaged worker with more energy and focus along with the capacity to apply it to their work; and
3. Impact on others – in the context of a team environment, the work of an engaged employee can transfer to others around them.

Other Benefits

There are a number of other business-related benefits of employee engagement, including:

• Employee retention (engaged employees are 87% less likely to leave an organisation than those disengaged – Corporate Leadership Council, 2004);
• Reduced absenteeism (engaged employees take an average of 2.69 sick days per year, those disengaged take 6.19 – Gallup, 2003);
• Improved customer service (one Gallup poll found that employees engaged in their work enjoyed customer satisfaction scores 36% higher than other workers); and
• Increased motivation and morale.

CONCLUSION

Creating a positive working environment for employees with different personalities, goals and ambitions can be a difficult task, but not an impossible one. Given the considerable benefits that an engaged employee can deliver, businesses owe it to themselves to explore ways of tapping in to the full potential of their team.

In Part 2 of this 2-part series we will explore how organisations can go about finding out how engaged their workforce is, and how to improve it.