The Evolution of
Employee Engagement
• www.wespire.com • info@wespire.com • @goWeSpire
AN ANNUAL REPORT & RESEARCH
JUNE 2015

Why is
Employee Engagement
critical to a company’s success?

Where employees are engaged, business have:
22% higher profitability
10% higher customer ratings
28% less theft
48% fewer safety incidents
And employees are:
3x as likely to stay with the organization
Gallup’s “State of the American Workforce Report 2013” (Gallup, June 11, 2013)
“Why You Hate Work,” Tony Schwartz & Christine Porath (New York Times, May 30, 2014)

How is
Employee Engagement
evolving in the workplace?

Lack of awareness of EE
27% of employees work
for employers with an official
employee engagement policy
33% of employees
do not know if their employer
has an official policy
Inconsistent ownership of EE
31% Human Resources
28% Employees
25% Management Team

Employees want
employers to do more
57% of all respondents
76% of Millennials
Employees want
to do more
50% are interested in
volunteering, sustainability,
well-bring or social
responsibility initiatives
71% of Millennials

What are the drivers of
Employee Engagement
in the modern workplace?

1 GREAT MANAGERS

Managers that Care
89% of Very Engaged
employees feel like their
manager or supervisor
cares about them
28% of Not At All Engaged
employees answered positively

Frequent & Regular Recognition
74% of employees who
are recognized daily are
Very Engaged
26% of employees are
Somewhat Engaged

Meaningful Work
97% of Very Engaged
employees feel like they
are making meaningful
contributions to their team
or organization
52% of Not At All Engaged
employees feel this way

2 TRANSPARENCY

Visibility into EE Company Policy
55% of employees are
engaged with a policy
40% of employees are
engaged without a policy

89% of employees who are able to
access information about corporate
initiatives are engaged
Whereas only 76% of employees
are engaged at organizations who cannot
easily access information.
Access to Information

3 CHOICE
& COLLABORATION

Workers who have a choice in the types of programs
they can positively impact — whether it be volunteering,
sustainability, well-being or corporate responsibility —
are more likely to be engaged
Workers who are Very Engaged have an average of
2.92 impact programs to participate in whereas Not At
All Engaged Employees have an average of less than 2
Choice in Positive Actions Taken

Ability to Collaborate on Outreach
52% of employees who do
have a method for collaboration
are Very Engaged
39% of employees are
Somewhat Engaged

How can employers impact
Employee Engagement?

Align employees work
with corporate mission, values and goals
Deliver strong & transparent communications
Involve employees
in corporate positive impact programs
Develop great managers
to build meaningful & impactful relationships with employees
BEST PRACTICE: Utilize technology to integrate these processes into
all aspects of business – changing behavior for lasting impact.

How can employees impact
Employee Engagement?

Participate in and collaborate with
colleagues on corporate positive impact programs
Contribute to building
an inclusive and positive action oriented culture
Build meaningful relationships
with your manager and colleagues
BEST PRACTICE: Identify how you want to impact business, and
break down your goals into small, actionable steps to achieve results.

What are the new rules for
Employee Engagement?

Invest in middle management to begin to build
a culture of engagement.
1 Become a catalyst for change

Utilize technology that enables and motivates
employees to engage with positive impact programs.
2 Engage in purposeful work

Forward thinking companies know that cultural change
continually evolves. Measure the impact and return.
3 Your actions influence others

TAKE
ACTION
BECOME
PURPOSEFUL
GET
INSPIRED
Each purposeful
action can trigger
exponential impact.
Visibility over time
drives the adoption
and impact rate.
Invite others to raise
awareness and create
a network effect.

Get Engaged!
READ THE FULL REPORT
An Annual Research Report by WeSpire. • www.wespire.com • info@wespire.com • @goWeSpire