Solving the challenge of the disengaged generation
Much has been written about decreasing levels of employee engagement, most startlingly Gallup’s 2024 State of the Workforce report found that only 23% of the world’s employees are engaged. What’s more, Gallup estimates that low employee engagement costs the global economy $8.9 trillion, or 9% of global GDP. The question is, what can organisations do to create environments that foster connection, purpose, and motivation, and ultimately higher levels of engagement?
Strategies to re-engage the workforce
To combat low levels of engagement and create a thriving organisational culture, we recommend that organisations adopt a proactive and people-first approach. Here are a few of the key strategies that we discuss with our clients:
1. Define and Communicate a Strong Purpose
Employees, particularly younger generations, want to work for companies with a mission beyond profitability. Organisations need to clearly articulate their vision, values, and societal impact, ensuring that employees understand how their work contributes to the bigger picture. Aligning behaviours with values is critical here.
2. Invest in Learning and Development
Providing clear pathways for career advancement, mentorship programmes, and continuous learning opportunities can help employees feel invested in and motivated to grow within the organisation.
3. Embed an Inclusive Culture
A strong organisational culture built on trust, inclusivity, and transparency leads to improved engagement levels. We encourage the leadership teams we work with to actively listen to employees, encourage open communication, and create a workplace where individuals feel valued and heard.
4. Embrace Workplace Flexibility
Providing employees with the flexibility to choose how and where they work can significantly boost engagement levels. Working in an empty office tends not to be good for morale, so mandated office days can create a sense of community and optimise collaboration opportunities.
5. Recognise and Reward Achievements
Employees thrive on appreciation. Gallup found that when managers are engaged at work, non-managers are far more likely to be engaged too. Gallup suggests that managers drive engagement through goal setting, regular meaningful feedback, and accountability. Implementing formal recognition programmes, offering performance-based incentives, and celebrating achievements can reinforce a culture of motivation and commitment.
6. Ask for Ideas and Feedback
“Feedback is a gift. Ideas are the currency of our next success. Let people see you value both feedback and ideas”. This quote from Jim Trinka and Les Wallace is a handy reminder to ask, ‘How can we do better?’ Let’s listen to those we want to support and work collaboratively to build a culture that they want to engage with.
When we survey organisations about levels of ‘Drive’, i.e. empowerment, autonomy, motivation and enjoyment, we come across varying degrees of engagement, albeit it usually higher levels than the Gallup State of the Workforce report would have us believe.
Working to increase levels of employee engagement is not an impossible task, but it will not happen overnight. Organisations need to be willing to adapt to the changing needs of employees and create a culture rich in purpose, trust, flexibility, and recognition. If you would like support with this, please do reach out and ask about our performance initiatives.
