Gallup’s latest employee engagement survey came out recently. It shows there are both encouraging signs, as well as work to be done.
First the good: thirty-one percent of all employees are engaged. While that may not sound like a large number (and yes, there is room for improvement) it is still the highest tally since Gallup started counting back in 2000.
Of course, that still means that the large majority of employees are not engaged (with almost 18% being actively disengaged). If you are going to improve one number ASAP it would be that one. Like the term suggests, those employees can be a really bad influence on the others.
Another good sign revolves around a manager’s attitude toward employee engagement. Some see it as something they should control, or at least influence and the notion is growing. Pushing engagement accountability down to the front line is already a best practice at progressive companies. It’s something every business should move toward.
Finally, it’s worth noting that generating engagement with Millennials is a steeper climb. The report suggested the group may have a collective frustration from not having the opportunity to do what they do best. They feel they are not able to use their talents to their full advantage. Many younger employees are eager to contribute, learn new skills, and make a meaningful impact early in their careers. When those opportunities aren't available—or when their efforts go unnoticed—they can quickly become discouraged and begin questioning whether they're in the right organization. To that I say remember this: Millennials crave recognition. They want timely feedback, opportunities to grow, and reassurance that their work is making a difference. I suggest you ramp up your activity here. No matter what task they are involved in, take steps to remind younger employees that their contributions matter. Consistent recognition not only reinforces positive behaviors, but also helps younger employees see a clear path for growth and reinforces their connection to the organization's mission and future.
Better yet, give your front line managers the tools to do just that and then hold them accountable for the outcome.