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Focus on Engagement


Would it surprise you that a staggering 77% of the global workforce are either actively disengaged or not engaged at work?

 

Employees are also reporting a decline in their mental health with increasing levels of stress. Additionally, only 34% see themselves as thriving at work and in life, with 8% suffering and 58% struggling.

 

This research is from Gallup’s State of the Workplace Report 2024 where they estimate that low employee engagement is costing the global economy US$8.9 trillion, or 9% of global GDP.

 

What’s the implication of these levels of disengagement and of those struggling or suffering at work and in life?

 

Low engagement costs on the global economy are ‘enough to make the difference between success and a failure for humanity’ as Jon Clifton, CEO of Gallup, said in last year’s 2023 report.

 

So let’s shift the focus to what’s working for the 23% of the global workforce who say they are engaged in their work. What do they have in common?

 

They have managers who:

  • Focus on the common goal, mission and purpose.

  • Take the time to listen, guide, nurture and teach them.

  • Build great relationships with them and their teams to work collaboratively in a less hierarchical structure.

  • Give them autonomy to make decisions.

  • Care about their future valuing and recognising their efforts.

  • Focus on growth, progression and solutions.

  • Identify and develop their gifts and talents.

  • Establish a culture of understanding.

 

Of all the 10 regions, Europe ranks the lowest with only 13% engaged at work and also holds the lowest regional percentage of employees who say they are watching for or actively seeking a new job. The UK ranked #15 out of 38 countries in Europe in terms of thriving at work and in life and it ranked #2 with those surveyed experiencing daily sadness.

 

So what’s the solution? Assign the responsibility to leaders and managers to improve the global workforce’s health, wellbeing and productivity levels?

 

Gallup’s 2024 report states that while managers may be more engaged and thriving in life, they are more likely to be stressed, angry, sad, lonely and worried than non-managers, often needing the most support with their mental health and wellbeing.

 

So no, this is not the only solution.

 

As purpose sits at the core of a company’s strategy to provide a more unified business, knowing how to assign meaning to everyday tasks is critical to shifting the dial from low to high engagement at work.

 

Therefore, I believe each individual needs to take responsibility for improving their engagement levels at work, to make their work more meaningful and also to focus on how to improve their own health and wellbeing. Improvement in these areas means higher productivity will naturally ensue as will the company’s profitability.

 

Taking personal responsibility is your first step, identifying how to shift the dial is the next. This is where I can help. If you need help on improving your work engagement, reach out to me today. Let’s work to move that dial across the globe from disengagement to engagement and from struggling to thriving at work and in life.

 

Focus on Engagement. Focus on WHY!


ACTION POINT - How are you taking responsibility for your engagement at work and for thriving at work and in life?

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