Engagement levels are on the rise globally but shifting across regions. Although the economic impact of the recession continues to rebound in some areas and recess further in others, engagement levels rose slightly to 60% in 2012, up 2 percentage points from 58% in 2011. We see the largest engagement increase in Europe (improving 5 percentage points) and Latin America (improving 3 percentage points). North America’s engagement decreased slightly by 1 percentage point—particularly in the U.S., where engagement dropped 3 percentage points—and Asia Pacific remained the same. [Source: AonHewitt: http://www.aon.com/attachments/human-capital-consulting/2013_Trends_in_Global_Employee_Engagement_Highlights.pdf]
So globally we've pretty much stayed about the same, which means 40% of employees are NOT engaged. But what does engagement actually mean?
Does it mean they show up but nobody is at work? They do the basics but nothing extra? They prefer not to get involved in those famous ’let’s be a team’ activities?
Or...people are busy with life, work is just a part of it and they carry their worries with them wherever they go including into the workplace? After all we have just one brain and leaving your troubles at home, just doesn't work, because our brain goes with us wherever we go.
But Social Networks have exploded and people are very engaged there! So what happened there?
I've been fascinated by Social Networks for the past 5 years, not only have I actively engaged with them, I've wanted to understand why everyone loves them so much.
So here's the bombshell, we are not loving our workforce enough it’s as simple as that. Many years ago I was involved in the Health and Wellness industry and tried to alert organisations of the need to improve their wellness efforts at work. One of the ways that I suggested they did this was through an online survey called the ’Wellness Inventory’.
I remember presenting this to a major building society in the UK to the HR Director. One of the items on the ’Wellness Inventory’ that people had to answer questions for was an item called ’Love’. He saw this and immediately said; ’actually we don't think that is appropriate here’.
I realised in that instant that I was pushing water uphill with this inventory and getting organisations to adopt it and sure enough I had to change direction after a few months of getting nowhere.
I hear stories every day now from employees who work for small, medium and large organisations. Those stories confirm to me that people at work are not loved enough.
It's time to examine the success of Social Networks and take on board the tactics that these Social Network giants adopt to gain more members, more engagement and share the love.
It's not a bad 4 letter word, you must just try it!