Is it possible employee engagement in the U.S. has increased by only 3 percentage points from 2012 to 2016?
The State of the American Workforce report released February 15, 2017 offers startling data. If ever there was a strong call to action for leaders and HR professionals, here it is in black and white. According to Gallup “The U.S. – and the world at large – is in the midst of an employee engagement crisis.”
Something isn’t working about the way we’re working
We’ve been slicing and dicing engagement data for more than a decade. An article by Bersin by Deloitte suggests we’ve invested $750 billion in engagement strategies, and, yet, data revealed today by Gallup confirms things haven’t gotten better – perhaps worse. What now? Is it time to rethink the way we’re approaching human capital ? Perhaps the construct of employee engagement is bankrupt. What do YOU think?
What you need to know – some important highlights from the report
- “33% of U.S. employees are engaged.” Our human capital strategy doesn’t work anymore.
- “Change is fast and furious, historic and monumental, forcing you to consider how you manage your workforce.” Are you employees adequately equipped to deal with the accelerated change, radical uncertainty and unpredictability while maintaining lasting fulfillment? Do they have the mindset, skill set and toolset to remain highly productive and wildly creative?
- “Organizations have a pressing need to become more agile and collaborative.” Agility, alacrity – resilience – is a developed skill, not something you wish and hope for and then assess after the fact.
- “Workers (especially Millennials) want, need, demand a sense of meaning and purpose.” How well are you”velcroing” every stakeholder to your Massive Transformative Purpose (MTP) so they rally around your cause and transcend day to day nonsense?
- “51% of the workforce is looking for a new job.” Is your EVP (employee value proposition) distinct and compelling enough to attract and retain the talent you need to meet business goals?
- “Competition for talent is intensifying.” You can’t hide anymore. Does the reality of your employee experience align with your pitch? When you lose employees, you lose credibility and customers.
- “There is an urgency for leaders to define and convey their vision more clearly and rally employees around it.” The demand for artful leadership has never been so relevant. Do your leaders consistently inspire “shining eyes”?
- “The rulebook is being rewritten.” Leaders can either passively observe or intentionally create and guide a new workplace experience to generate exponential growth and value.
- Your employer brand must be as formidable as your customer-facing brand. Have you taken a peek at your Glassdoor ratings lately? This will give you insight into how your company is viewed.
- And, lastly, my favorite quote from the report: (Right on Gallup!)
“The one thing leaders cannot do is nothing.
They cannot wait for trends to pass them by,
and they cannot wait for millennials to get older
and start behaving like baby boomers.”
A few key thoughts for you to consider
- How will you stay relevant? How will you guarantee your C-Suite you have the right strategies in place to deliver on business objectives and ensure your organization stays relevant?
- If you don’t disrupt now, will you be disrupted? Yes, most likely!
- Do you have the courage to shake things up, alter old routines, break old processes and reinvent yourself and the way you are handling your greatest asset – your human capital?