A Disengaged Workforce

When employees begin to disengage – or are no longer committed to their work – the bottom-line suffers. Disengaged employees are discontent, negative, and undermine the work of others.
Disengaged workers exist in every organization. Below are statistics that illustrate the extent of this problem.

  • 25% of America's workforce is employed in industries that report 100% turnover.
  • 70% of employees feel no obligation to stay with their current employer.
  • 70% employees are either not engaged or actively disengaged in their work.
  • 18% of employees are very negative about their work. These employees are considered actively disengaged – also known as "out to lunch."
  • 55% of employees are apathetic or uninterested.
  • Voluntary terminations are an increasing trend, 20% of employees plan to look for a new job in the next 2 years, another 20% plan to leave their employer in the next 5 years.

According to The Gallup Organization, "There are 22 million disengaged employees that cost the American economy up to $350 billion per year in lost productivity, including absence, illness and other problems that result when workers are unhappy at work." The impact of turnover continues to make an impact on corporate America, estimates suggest that employee turnover ranges from 50% to 200% of the employee’s annual salary depending on the job. However, most importantly, disengaged employees cause customers to do business elsewhere.
To determine the engagement level of your employees, download the Sample Employee Engagement Questionnaire.

What Do the Best Companies Do About Disengaged Employees?

Recognition programs have been proven to increase employee satisfaction, which is a key predictor of employee engagement. Organizations use recognition programs to strategically manage employees and keep them engaged in their work. These recognition programs are linked to the core business strategy and have a direct impact on the bottom-line.

Sources: The Gallup Organization, US Bureau of Labor Statistics, Hudson Institute, Walker Information, The Economist, WorldatWork

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