The results are in! Thank you to everyone that contributed to our Employee Engagement survey as we try to develop Re.engineer content that aligns to the needs of our community. We received a lot of good data and I’ll do my best to summarize it all. There is one element that was very clear…Leadership Drives Employee Engagement! Take a look at what we found.
The Survey: We used the below visual to showcase some of the critical elements of high Employee Engagement. Each respondent was asked questions pertaining to Compensation, Promotions, Mentorship, Challenging Projects/Activities, Involvement, Recognition, Feeling Valued, Career Vision, Empowerment and Trust.
The Analysis: To make things simple, we divided all of the respondents into 2 categories, Engaged and Not Engaged so there were equal halves of each category. We then established a point system 1-5, with 5 being the most points one could receive for a very positive response. Next we tallied up the points and performed a % difference calculation on the two categories. In green below, are the significant differences between being Engaged and Not Engaged.
What were the key drivers for Engaged Employees?
What did not drive Employee Engagement?
Does gender have anything to do with Employee Engagement?
In summary, we will use this data to focus on the top 5 reason why employees are engaged -- Promotion, Vision, Empowered, Recognition and Mentorship. It is our vision to collaborate and share innovative approaches across industry that will inspire improvements and in this case, we want to provide quality content that assists in increasing employee engagement.