Every year, WeSpire surveys over 1,500 employees in the United States to learn more about what the companies they work for are doing to drive engagement, particularly in positive impact initiatives like sustainability, social impact, wellbeing and positive workplace culture. With WeSpire’s latest research showing that 58% of the job force is actively looking for or open to new opportunities, now is the time that companies should focus on employee engagement and develop a company culture that employees want to stay at. Watch our webinar to learn key findings such as employee engagement strategy is critical to recruitment and retention, that recognition and diversity and inclusion programs have seen a significant uptick in engagement, and that the vast majority of employees want their company to be a force for positive impact in the world.
WeSpire released our sixth annual State of Employee Engagement report. Every year, we survey over 1,500 employees in the United States to learn more about what the companies they work for are doing to drive engagement, particularly in positive impact initiatives like sustainability, social impact, wellbeing and positive workplace culture.
This year’s survey validated the importance of having an clear, well-understood employee engagement strategy, particularly for large companies. Let’s start with the reality that only 36% of companies have a strategy at all (or at least a strategy that is evident to their employees). Those that have a strategy have very significant differences, over 20 percentage points, in the percentage of employees who feel inspired by their jobs and who feel like their talents are being utilized to their fullest potential. They have 12 percentage point fewer employees actively looking for new jobs. The data on disengagement is even more striking. Large companies without an engagement strategy have 14 times the number of highly disengaged employees than those without a strategy. We’ve learned that a discussion with WeSpire often catalyzes to a company to develop a more integrated, unified engagement strategy across different program areas. It’s one of the reasons we launched a new services team that helps companies evaluate and/or develop their engagement strategy, often prior to implementing our platform.
The second aspect of the survey that’s always interesting are the engagement program trends. Which programs do employees believe their companies offer? What do they participate in? This distinction is important relative to other research data because it’s from the perspective of the employee. So a program may exist on a list on the Intranet somewhere, but are employees really using it? Is management talking about it? We’ve found that when an employee is asked why they didn’t participate in a specific engagement initiative, as many as 70% will say they didn’t know about it. We think asking employees what’s offered distinguishes ‘check the box’ type programs that may exist, but aren’t used, from those that are truly impactful and supported.
Last year’s growth came primarily in recognition programs and diversity and inclusion programs. Diversity and inclusion was no surprise to the team at WeSpire as a number of our clients began using the platform for diversity and inclusion last year and as a result, diversity and inclusion became a core category of our new positive workplace culture module.
Both wellbeing and sustainability showed small declines, which is concerning given the excellent data that shows the positive impact of that sustainability programs have on overall engagement rates. Wellbeing was slightly surprising given other predictions that the industry will be growing by about 7% per year, but may be related to some recent legal rulings and/or changes to the ACA. The national movement, #MakeAmericaWell, sparked by the CEO of Mindbody Online’s letter to CEOs to increase investment in worker wellbeing, will hopefully be one of a number of factors to reverse this trend (Note: WeSpire has signed on as a partner in this movement).
Finally, the report highlighted the criticality of effective communication with only 23% of employees rating their company as highly effective when communicating about their program. We do believe that the link between having a program and building awareness and participation for it is one of the hardest parts of ensuring success. It’s one of the reasons that our Customer Success team works so closely with our customers on their communication and enrollment strategies and why our platform has a number of automated communications, employee to employee communications and program manager to employee communications tools to drive impact.
We hope that you find this year’s report as interesting as we did and would love to hear what comments or questions you might have after reading it. If you haven’t read it yet, download away!
Watch our Webinar to learn how your company can achieve your positive business engagement goals.
Did you know that Forbes has named 2018 “The Year of Employee Experience”? WeSpire Founder & CEO Susan Hunt Stevens and Malia Atta, diversity business consultant for MGM Resorts, shared their expertise in a webinar about how to inspire employees to take positive action and how to prove it’s driving impact.
In the first part of the webinar, Stevens highlights two new modules that WeSpire launched in January. The first module is focused on holistic wellbeing with campaigns like mindfulness, meditation, stress reduction, and healthy eating. The second is focused on positive workplace culture, including diversity and inclusion, driving innovation, agile work and gratitude. She shares how using WeSpire’s analytics tools, companies are able to measure the impact that various programs are having on retention, performance and brand.
Our guest speaker Malia Atta from MGM International also shares their experience using the platform to tackle implicit bias and engage employees in diversity and inclusion initiatives at MGM. said Malia Atta, Sr. Business Consultant Diversity & Inclusion of MGM Resorts International.
In this webinar, you will also learn about:
- How WeSpire’s new Wellbeing module helps employees be more active, healthy, mindful and less stressed and how the Positive Culture module drives agile, inclusive and resilient workplace cultures.
- Our partnership with Urban Labs, an organization which works with businesses in integrating diversity and inclusion into leadership and corporate culture
- Our new IdeaBoards feature, a crowdsourcing tool that allows employees to submit, vote, and comment on new ideas to collectively bring the best innovations forward
- Susan Hunt Stevens- Founder and CEO, WeSpire
- Malia Atta- Sr. Business Consultant, Diversity & Inclusion, MGM Resorts International
Employee Resource Groups have proven to be an effective driver of key business results.
Recognition and rewards are both important elements of your employee engagement strategy, however most executives use the terms interchangeably, when in-fact, each has its own unique purpose.
Not encouraging your employees to take vacation days could be costing your company, in a big way.
New WeSpire Employee Engagement White Paper Deep-Dives into the Power of Honest Praise for a Job Well Done.
HR professionals know that companies who invest the most time and resources in onboarding reap the highest levels of employee engagement. Your managers are the most valuable resource you have in building a foundation for a more engaged and committed workforce, as they motivate the rest of your employees to succeed. Moreover, you will increase your ability to attract and retain the best talent from the labor pool through comprehensive onboarding programs, adding to your company’s competitive edge.
A recent Deloitte report finds that 58% of HR executives believe their current performance process does not drive employee engagement. Today, successful organizations are using workplace mentorship programs to tackle complex human resource challenges, such as increasing employee retention and improving workforce productivity, as well as for new purposes, like diversity training or high potential development.
80% of learning takes place informally, interactions between mentors and mentees are crucial times for employees to absorb knowledge.
Employees face barriers at work daily, and they often lack the necessary skills and resources when challenged. An employee in this scenario has two options. He could resign himself to a fate of inaction, resulting in disengagement because he feels he cannot seek advice from his superiors. Or, he could meet with his mentor, who could equip him will the necessary tools and guidance to flourish and further his career.
Employee perks like errand runners, monogrammed cupcakes, and free puppies must be nice, and no doubt they create a fun recruiting experience; but these days people want more. They want the opportunity to do better and to work for a company with a purpose beyond just frosting. An opportunity to connect with something larger — and maybe even help make the world a better place.