When you think of Gallup, you think of surveys. What many do not know is that Gallup makes most of its revenues through consulting—-primarily in human resources. At our September 21 Tertulia, Dean Jones, Associate Partner, reviewed Gallup’s recent results on exploring the relationship between employee engagement and remote work. These results are based on surveys of remote work and build upon its huge database of employee engagement using its well-known Q12 questionnaire, which has a database of over seven million employees.
Dean led the group though several slides that described Gallup’s methodology for assessing employee engagement. One of the most critical factors for engaged workers is the effectiveness of the direct manager. He also discussed the importance of being collocated with one’s manager.
Gallup’s findings on employee engagement, or rather “disengagement,” were shocking. Of the overall workforce, only 30% of employees are engaged, that is, loyal and psychologically committed to the organization. These employees are more productive, more likely to stay with their company for at least a year, less likely to have accidents on the job, and less likely to steal. But a “wake-up call” majority of 54% are not engaged and 16% are actively disengaged (physically present but psychologically absent and unhappy with their work situation).
Notes of Dean Jones'presentation are available on the New Ways of Working website at: http://www.newwow.net/members/node/124#attachments
