Employees focused on engagement are more likely to make contributions to their organizations' goals, according to research by TNS Employee Insights.
For the most part, respondents say their supervisors listen to ideas and concerns as well as involve them in solving work-related problems. Among the respondents in organizations with sustained financial success and growth, they say they feel encouraged to develop new and improved ways of operating, and the necessary effort is made to seek employees' opinions and perspectives.
The research also shows that respondents' view of effective leadership is higher. In fact, of the high-performing companies, 26 percent say they believe management acts on survey results, and 32 percent of respondents are confident in the leadership abilities of senior management.
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Six percent of respondents say their managers care about employees on an individual level. For high-performing companies, 2 percent of respondents also report that their supervisors effectively coach their work while another 2 percent of respondents say their supervisors motivate colleagues in their work groups.
"TNS analysis on employee engagement reports a 52 percent gap in operating costs between companies with highly engaged employees to companies with low engagement scores," says Mike Schroeder, CEO of TNS Employee Insights.
For employers to capitalize on the economic value of employee engagement programs, TNS recommends they connect employee engagement to business objectives and measures of effectiveness. Employers also can invest in employee programs created to measure and raise engagement and support business objectives.
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