Professional Documents
Culture Documents
Canadian Workplace
Control, Opportunity & Leadership
Written by Shawn Bakker
The majority (69%) indicate that engagement is a problem in their organizations. A vast
82% said that it is very important that their companies address employee engagement. In
fact, less than half of one percent felt that engagement was not an important issue for
their organization.
Disengaged employees also impact the output of their organizations. The most common
results of disengagement were dysfunctional work relationships (29%), lower
productivity (25%), and an unwillingness to go beyond their job description (17%).
Startlingly, disengaged employees do not quit in droves or fail to show up for work.
Turnover at 8% and absences at 7% were among the lower rated results of
disengagement. It appears that the disengaged do not leave their organizations; instead
they stay and damage both productivity and relationships.
There are also significant benefits to be gained from training focusing on engagement.
In organizations providing engagement training, the percent of engaged employees rises
by more than 10%, and the number that see engagement as a problem drops by 20%.
Our survey indicates that engagement is seen as very important, and rightly so. Engaged
employees show significant jumps in productivity and improved work relationships,
while the disengaged are their mirror opposites – unproductive and uncooperative