Around 85% of the world’s workforce are not engaged or actively disengaged at work, according to Gallup’s 2017State of the Global Workplace report. In a breakdown of the figures, Gallup’s research – covering more than 150 countries – suggests that 18% of people are actively disengaged at work, while a staggering 67% are simply not engaged. The latter group makes up the majority of the workforce. While they’re not the worst performers, they are the workers who are doing little more than the bare minimum in their time at work.
Globally, it is estimated that this trend in employee engagement costs companies an astonishing USD7 trillion in lost productivity. To put that into perspective, that’s more than Japan’s Gross Domestic Product (GDP), and just less than China’s GDP. A leading scientist in workplace management practice, Dr Jim Harter puts it,
“This global engagement pattern provides evidence that how performance is managed, and specifically how people are being developed, is misfiring.”
Interestingly, Harter’s point on development is a key ingredient for how organisations grow.
Are you developing your talents well?
If talents are being developed well and progressing within their role, engagement, creativity and morale increases. If employees feel like they’re simply showing up to clock their time, that’s a situation where no one wins.
As a business leader, can you really afford to have people giving you their time but not their best ideas or strongest commitment?
Today, our world doesn’t just provide challenges for leaders in terms of industry competition – there’s also the recognition that employees have so many options now compared to decades ago. One of the most important factors for employees in their career choices is to consider how well they are being developed and how many opportunities for growth they receive within an organisation.
From an employer’s perspective, it creates significant benefits to have employees who are not only motivated, but who are self-aware in terms of their strengths and weaknesses, and how they can build on those strengths and make improvements where necessary.
READ: A Candidate’s Guide To Assessment Centres
A strong case for employee assessment
At Leaderonomics, employee assessment is taken very seriously. We built our Assessment business, with the determination to help organisations and their people make the most of their capabilities and potential in a way that boosts moral and engagement, and translates it into greater productivity. For organisations to stay ahead of the game, assessment services provide valuable, holistic insights into key areas of performance, competencies, creativity, and innovation. But we didn't stop there. We realised that employee assessment should be not just a yearly process but a daily, weekly and even monthly process (in addition to being able to give good quarterly feedback to employees on their performance, areas to improve and ideas to incorporate into their work). And, through technology, we have built an app called Happily and Budaya, that allows you to be able to get daily input, understanding and intelligence on your employees.
Check out this quick video below: