Employee Engagement Buzzwords & Statistics: What You Actually Need to Know and Why You Need Teamphoria

At Teamphoria, we follow HR trends and news pretty closely. It seems that every day new surveys and studies are being released painting a dire picture of employee engagement levels across the nation. While we agree that it’s important to stay on top of trends and learn from others, we don’t think it’s beneficial to get yourself worked up about a bunch of dismal statistics. Instead, we are going to deliver a little bit of good news:

You don’t have to panic!

Those statistics do not reflect your organization, your company culture, or your employees. That’s right, other company’s struggles are not necessarily your own. What you should take away from these studies and statistics is that many companies are struggling with employee engagement and your company might be too. One of the stats from Deloitte Global Humans Capital Trends states that:

79% of companies believe they have a significant retention and employee engagement problem.

What concerns us most about this statistic is not the number – albeit that’s quite high – but the word “believe”. Is that statistic just saying that companies think employee engagement is problem, but they don’t really know? How will anyone ever come to a resolution if they don’t really understand the problem?

We get it, though. It can be difficult to make employee engagement tangible. You can easily attach a number to retention; you know when employment starts and end. Everyone can grasp that. But employee engagement? Where do you even begin to justify your employee engagement efforts? Our apologies go out in advance if this next sections sounds a lot like a self-help book. But that’s what we are here for. We want to help your company help itself, because at the end of the day, no one knows it better than you do! (Ok, it’s starting already.)

Step 1 – Admit there might be a problem.
Does the stress level seem a little high these days? Maybe you’ve heard some grumblings around the water cooler or there was unnecessary tension in the last meeting. No company is perfect. There are always going to be challenges and opportunities for growth and refinement. It’s important to recognize when you might be struggling.

Step 2 – Get a read on the current issues.
Stop making assumptions! Administer an employee survey or conduct focus groups to accurately gauge your current company culture. It’s important to hear voices across the entire spectrum of your employees, so you know that you are focusing on the right challenges and issues.

Step 3 – Be willing to make changes.
Employee surveys and focus groups don’t matter unless you are willing to do something with the results. Make strategic changes to try to improve your weak areas. The most important thing to remember is: measure, measure, and measure! You’ll never understand the ROI of your changes unless you continue to measure your progress.

Want to learn more about company culture measurement? Sign up for Teamphoria today!

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