I’m, sure you’ve heard it said people are an organizations greatest asset. But this is only true when employees are engaged. You can have the best product on the market but if your company is filled with actively disengaged employees, your fiscal condition is weakened. Gallup polled 25 million employees in 195 different countries and in 70 languages and found the power of employee engagement goes beyond just saying an organization’s people are important – they’ve proven engaged employees are crucial to the strength of the balance sheet. But what classifies an employee as engaged? According to the Gallup report, they found employees fall into 3 categories: engaged, not engaged, and actively disengaged.
Understanding this is an important step to ensuring a stronger bottom line.
Gallup categorized engaged employees as those who work with passion and a deep connection to the company. These individuals drive innovation and move the organization forward. Employees classified as not engaged were those are essentially ‘checked out.’ They are present in body but are absent in mind putting in time with little to no zeal for their work. The actively disengaged, according to Gallup, are those who in addition to being unhappy at work, are busy undermining what engaged coworkers strive to achieve.
The not engaged often go unnoticed because they are not disruptive. They show up, put in their time and go home. They make a concerted effort to stay below the radar. They really don’t care about anything but collecting a paycheck and when their next break occurs. Sadly, the not engaged exist in management, as well as within the rest of the company.
The actively disengaged are a dangerous lot. Their issues drive them to seek out ways to damage the company and the managers they feel are responsible for their misery. They dominate the manager’s time, have more on-the-job accidents, account for defective work, and are often the ones who steal. They have the highest absenteeism and quit at a higher rate. Instead of solving problems, they are trouble makers.
Engaged employees cooperate with others and are behind everything positive in a company. They are involved, enthusiastic, and are committed to their work. They know the scope of their jobs and look for new and better ways to achieve their career and company goals. They give 100% and are always behind company growth with favorable action, not in lip service.
Gallup came up with the questions to ask to gather the best data for determining where employees fit among these categories. They present 12 questions in a specific order conducive to the path each employee travels to complete engagement.
They questions were as follows:
Gallup spent years conducting thousands of interviews at every level of various organizations, in most industries, and in several countries to identify the above elements with proven links to performance outcomes.
Stay tuned as we explore more from the Gallup report on The State of the American Workplace.