Last week we shared the 4 categories that Gallup identified as the major reasons why
employees were disengaged. They were:

1. Organizational culture
2. Leadership transparency
3. Resource investment
4. Performance management

This week we’ll share what Gallup’s survey discovered about employee needs not being met which impacts employee engagement.

• 41% of employees are stressed
• Only 34% of employees are thriving in their overall wellbeing
• 20% of employees are lonely
• 50% of all employees are watching for or actively seeking a new job
• 25% of employees experience burnout either “very often” or “always”

So, how is employee engagement defined? A simple definition is:
the emotional commitment a person has to their job

Gallup’s latest Q 12®  meta-analysis found work cultures with highly engaged employees see the following differences:

18% Higher Productivity
23% Higher Profitability
78% Lower Absenteeism
21% Lower Turnover

A primary need as a leader is to have meaningful interactions in the workplace and to ensure healthy relationships are created and maintained.

We can’t disregard that work experiences will include conflict; that’s a given. It is up to us as leaders to intervene as needed (and only when needed!) and make certain the differences are addressed in a healthy manner so they become positive learning experiences versus creating a dysfunctional team.

Bottom line: employees want to know that they are genuinely cared about and that they add value to their organization. What are you doing to satisfy their needs?