Three Engagement Trends to Plan Next Year’s Strategy By

Since 2007, Modern Survey has been releasing the results of their annual State of Engagement survey each Fall, and since it’s pretty much the only large-scale engagement study released in Q4, it is extremely helpful in giving organizations an idea of workforce attitudes heading into the New Year.

This year’s report is no different, and identifies three (3) key trends that will be very helpful when planning your 2015 engagement strategy:

1. Overall engagement is increasing

The number of “fully engaged” employees in the workforce (16 percent) is higher than it’s ever been, and the number of “fully disengaged” employees has fallen to an all-time low (22 percent).

There are twice as many fully engaged employees now as there were in Fall 2011, and disengagement has been on a steady decline since Spring 2013. Modern Survey credits declining unemployment and a rebounding job market for the increase in satisfied employees.

2. But, employees are more likely to be looking for new jobs

The percentage of employees who said they are currently hunting for a job has risen from 23 percent to 28 percent in just 18 months, and the number of “fully engaged” employees looking to leave — the ones that can normally be counted on to stay with their employers — increased alarmingly from 15 percent to 24 percent in the last year, due to increased confidence in the job market.

The study warns that in our current “kinetic” economy, conventional wisdom seems to not apply, e.g. high engagement may not necessarily equal high retention.

3. Millennials are engaged, but still restless

When polled for generational preferences, the study found that Millennials are more engaged and more loyal than their Gen X and Baby Boomer counterparts, and the number of Gen Y employees who report planning to stay with their employer for two years or less has dropped from 47 percent to 35 percent since last year.

However, more than half (52 percent) of all employees considering leaving for new jobs identify themselves as Millennials, a decidedly overwhelming margin. Gen Y is willing to engage, but savvy enough to look elsewhere to advance their careers in a strong labor market.

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Bull Market looming?

All signs point to 2015 being a year of uncertainty for engagement as the economy continues to rebound and employees become more empowered and agile.

Millennials employees now account for half of all workers around the globe, but still haven’t quite settled into leadership roles, making it difficult to predict their behavior.

Now is the time to double retention efforts, engage younger employees early, and ask your employees directly what you can do to make them happy.

This was originally published on the Michael C. Fina blog.

Cord Himelstein has helped HALO Recognition become one of the leading providers of employee rewards, recognition and incentive solutions. Since 2007, he has been responsible for leading the company’s strategic marketing initiatives and communications efforts. Cord works closely with customers to help them develop measurable workforce recognition strategies and create memorable experiences for their employees.

Cord is also a recognized thought leader in the human resources community, and is a regular contributor to the company's corporate blog, where his articles have enjoyed national exposure through major HR publications including SHRM, Workspan, TLNT, Smartbrief, and Entrepreneur. Prior to joining HALO Recognition, Cord worked in the entertainment industry for more than 15 years, where he held senior positions with Elektra Entertainment and EMI Music Group.



2 Comments on “Three Engagement Trends to Plan Next Year’s Strategy By

  1. I thought Gallup had the most robust and scientific data base on this subject? Your numbers and their’s are quite disparate. I agree with concepts in this blog but question the facts.

  2. “The number of “fully engaged” employees in the workforce (16 percent) is higher than it’s ever been, and the number of “fully disengaged” employees has fallen to an all-time low (22 percent).” It seems workers are starting to migrate to one extreme or the other. With top companies like Google providing exemplary perks to engage employees, and efforts to improve company culture, it’s becoming more apparent when a company is truly trying to take care of its employees. Sometimes managers think of “perks” and all they see is dollar signs when in fact, there are many low-cost ways to make employees feel appreciated. Check them out:

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