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Over recent years, several independent pieces of research have provided evidence of the degree to which the workforce is disengaged. As a summary, the evidence indicates that only 11% of the workforce is fully engaged in delivering the goals of their organisation. 22% of the workforce are entirely disengaged. The remaining 67% of the workforce are up for grabs! – they engage in activities that interest them, or for which they achieve some sort of reward but disengage from everything else.

Research also shows us clearly, that engagement is most likely to be maximised when staff feel empowered, in control of their work and understand the significance of their efforts to the organisation.

A fully engaged employee contributes around 100% of their work efforts to your organisation. A semi-engaged employee contributes between 40% and 100% depending on how interested they are in what they’re doing. A disengaged staff member may contribute just 20% of their potential effort; it takes five of them to do the same job as your fully engaged employee! What makes this worse, is that is that it’s not just effort in achieving targets, disengaged people disengage from learning, from change, and from safety too.

Have you ever tried to implement a sensible & positive change only to find that your organisation just doesn’t seem able to move with you? – That’s disengagement!

So the big question is, in the best of times, let alone in the current economic conditions, can your organisation afford not to address staff engagement?

Rather than looking at the bad news, consider the potential for your organisation in re-energising and re-engaging your workforce. Developing strategies and programmes for developing the active involvement of staff can have a dramatic effect:

Productivity can go through the roof, - if just a quarter of those disengaged staff can be re-engaged, organisational energy and momentum can jump 10%, 20% 30% or even more.
This boost in energy is immediately visible to customers who are served by staff who demonstrate commitment and enthusiasm, are proud of doing well and motivated to go the extra mile.
An engaged staff team understand the needs of the business, and recofnise that business success and personal success are one and the same. Therefore, they are more flexible and willing to change. They are more able to do what’s sensible rather than stick to unhelpful and out of date procedures.
Instead of managers becoming increasingly stressed as they try to drive ever more urgent change against unmovable passive resistance, staff themselves become the drivers and instigators of improvement processes. Managers can become more strategic and learn to draw on the resources in their teams to achieve measurable improvement.
Because improvement has a broader ownership, it becomes more sustainable. Doing things better becomes part of ‘the way we do things round here

At Corporate Instinct, we understand how to support organisations to enhance the engagement of their people. We do not provide a standard package, but can work with you on any change journey, individual, team or corporate, supporting you in getting the best possible value from your staff resource, - and at the same time, increasing job satisfaction and enjoyment!

Blessing White Inc. (2006) Employee Engagement Report
Towers Perrin, Global Workforce Study
Welsh Assembly Government (2007) Engaging the Workforce