The Gallup Report on the State of the Global Workplace is out and, once again, employee engagement is a top concern for organizations.
According to the report, high levels of employee engagement bring substantial benefits to organizations.
Research shows that when employees are highly engaged:
- Turnover drops by 51%. This helps to create stability and reduce the costs associated with recruiting and onboarding new talent.
- Employee well-being improves by 68%. This fosters a healthier, more resilient workforce.
- Productivity increases by 23%. This drives greater efficiency and results for organizations.
In best-practice workplaces, engagement levels among both managers and employees are impressive. A striking 79% of managers report being engaged in their work, nearly four times the global average. These high engagement rates translate to stronger teams, increased collaboration, and a positive work environment where both leadership and staff are motivated to achieve organizational goals.
Trust plays a vital role in building and maintaining engagement, especially between employees and their managers.
Employees who trust their managers are:
- 4 times more likely to be engaged in their roles.
- 58% less likely to actively search for another job.
To promote engagement and trust, successful organizations prioritize hiring, developing, and supporting managers.
Organizations make manager engagement a priority by providing managers with opportunities to share professional development goals and to acquire and hone the skills that will aid in the progression of their careers. At the same time, these organizations provide managers with the necessary support to grow into coaches who guide employees and inspire trust.
By seeing managers as individuals and empowering them as leaders, organizations can create a positive feedback loop of engagement and retention that benefits both teams and the organization.
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