Good afternoon!

Instead of my normal feckless banter about various issues, I thought I would talk a little more about the 2008-9 Employee Hold’em Workforce Engagement Benchmark results…  Interesting stuff, so I thought I would share:

What Issues Are Most Critical To Employees Based on Their Tenure?

• < 90 Days            Daily Satisfaction is the only driver of engagement for this group
• 3-6 months         Daily Satisfaction, Ethics/Diversity/Safety, Reputation Management, Tools & Technology
• 1 year                  Daily Satisfaction, Rewards & Recognition, Reputation Management, Organizational Orientation
• 2 years                Ethics/Diversity/Safety, Daily Satisfaction, Rewards & Recognition, Opportunities for Advancement
• 3 years                Daily Satisfaction, Ethics/Diversity/Safety, Work-Life Balance, Reputation Management
• 4 years                Daily Satisfaction, Effective Senior Leadership, Reputation Management
• 5 years                Daily Satisfaction, Reputation Management
• 6 years                Daily Satisfaction, Reputation Management, Organizational Orientation
• 7 years                Daily Satisfaction, Effective Senior Leadership, Ethics/Diversity/Safety

Lots of similarity, lots of differences… That’s why a “One Size Fits All” doesn’t work with employee engagement.

Fun and Games Isn’t All Fun and Games

As in previous years, employees who participated in a company sponsored social event were 50% more Fully Engaged  (52% vs. 34%) and about 50% less Unengaged (23% vs. 41%) than employees who did not.  These employees have a significantly stronger “Fairness Index”, “Supervisor Index”, and “Communication Index”.  Of most interest (at least to me), employees who participated in F&G (fun and games) are significantly more positive in every aspect of their “competitive assessment”:

• Compensation
• Benefits
• Advancement Opportunities
• Relationship with Supervisors
• Stress Level
• Work-Life Balance
• Training & Development
• Relationship with Co-Workers

It sure does seem that employees who experience A source of enjoyment, amusement, or pleasure, are much more likely to work harder for customers, stay longer, and recommend the organization as a great place to work.

Sweet!

Going Green Makes Green!

Employees who worked for a “green organization” are twice as Fully Engaged (58% vs 30%), and more than half as Unengaged (17% vs. 44%) as employees who do not believe they worked for an environmentally conscious organization.  These green employees are considerably more positive about the ethical fitness of their organization and their senior leaders.

Being Green makes you money, and saves you money too.