Do a quick Google search and you’ll see there are a lot of people talking about employee engagement and its importance. But who’s really owning employee engagement it in an enterprise organization?
WeSpire has talked to business leaders with titles like Chief People Officer, Head of Employee Engagement, and Director of Employee Engagement and Communication, all of whom are dedicated to keeping their employees engaged, productive, challenged and happy at work. Even if your organization doesn’t have a dedicated leader with Employee Engagement in their title, someone is most likely taking it on as part of their role.
In our survey of more than 1,200 working Americans, we found that owning employee engagement most often falls on the shoulders of Human Resources or Management teams.
Just two years ago, the primary party responsible for employee engagement was employees. This grassroots demand for a purpose filled, engaging workplace has quickly escalated to a business priority, and for good reason. Gallup reports that actively disengaged employees cost the U.S $450 billion to $550 billion in lost productivity every year.
Businesses are fighting back against this number by providing a variety of employee engagement programs, from health and wellness, to sustainability to volunteering and more. And while different programs may have different owners, in order to be as successful as possible there needs to be a single entity that champions—and measures—employee engagement.
Our research identifies a strong connection between employee engagement levels and formal engagement programs such as volunteering, health and wellness, corporate giving and more. The data shows that positive impact programs like these not only provide individuals with a sense of purpose and satisfaction, it actually changes the way that people view their jobs and employers.