• The Truth About Employee Engagement

    It may not show on the outside, but most days I love what I do. I recognize that I am lucky to work in a field that I both enjoy and am good at, where I know that my contribution is valued. I also work in a company that puts a lot of emphasis on employee engagement.

    But what about the workers who don’t feel like I do?

    “Employee Engagement” continues to be a hot topic

    Some recent Gallup reports and blogs that read:

    • 71% of millennials are either not engaged or actively disengaged at work.
    • Percentage of engaged workers in the US = 34.1 % (and that is a recent improvement on previous figures).
    • Workers who are not engaged or actively disengaged cost the German economy up to 287.1 billion euros annually in lost productivity.
    • Companies with engaged employees outperform those without by over 200%.


    This got me puzzled…

    When I look around at the employees at WerkMaster, mainly they seem to be happy and enjoying what they do. My wife loves what she does and my nephew (who is certainly a millennial) also loves his work. So where are all these disengaged workers?

    My guess is that they work for large organizations.

    What the STATS say

    The Canadian government has a handy “SME Research and Statistics” section on their website. They show that, in August 2013, small businesses employed 69.7% of the total private labour force and 20.2% worked for mid-sized businesses. That equates to a total of around 10 million workers.

    Does that mean we, as SME employers, can afford to ignore the findings of these surveys? No! This is our chance to learn from the big boys and put their best practices to good effect in our workplaces.

    3 key drivers of employee engagement

    I read a great article on the Dale Carnegie website which talks of the 3 key drivers of employee engagement, the 4 traits engaged employees exhibit, and the 5 tips for employee engagement.

    Examples of areas looked at are:

    • Pride in working for the company.
    • Employees who feel empowered.
    • Managers who should show employees that they are valued as true contributors.


    These suggestions are all ones that we can implement quickly and easily in businesses. For example, if as a team member I am actively encouraged to contribute to, and influence the company’s vision through my input, this will both help me to feel empowered and be a source of pride in my company.

    With our help, hopefully our employees can feel as passionate about our business as we do, which in turn will make them more productive and therefore more valued. Wouldn’t it be great if more workers could feel inspired by work and confident in what they do? How great would it be for more people to be lucky enough to love what they do?

    Ralph is a detail-oriented leader who gets things done. As a partner at Incrementa Consulting, he ensures there are no gaps in which execution can fail. You can connect with Ralph on Twitter or read more of his thoughts on the Incrementa website.

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