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Whose Job is it to Keep Employees Engaged?

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Only 32% of U.S. workers were engaged in their jobs in 2015.1 This may come as a shock, or ring very true, depending on where you work. Employee engagement isn’t just a hot topic, it has become a necessity for employee retention.


In the past, this seemed more of an employee’s decision (whether to be engaged with the work they are producing), but now more than ever, employees want the company they are working for to be responsible for keeping them engaged.  


  • 87% of companies say culture and engagement are one of their top challenges.2


  • 66% of HR respondents report they are updating their engagement and retention strategies.2


  • 90% of executives understand the importance of employee engagement, but fewer than 50% understand how to address this issue.3


While HR is pressured to stay on top of this challenge, it’s the responsibility of managers and employees to voice any issues or concerns about their job. Engagement is an issue that requires all parties to stay actively involved in their career paths and the overall company vision.


Managers are the team members working day in and day out with the employees. They must be aware of changing attitudes and work performance in order to address engagement problems early on. In 2015, one in two employees said they left their job to get away from a manager at some point in their career.4


Sometimes the problem stems from something deeper than work. Working with a disengaged employee to correct any wrongdoings or misunderstandings between a manager and employee can significantly increase the engagement of that employee, as well as the rest of the team working with them.


Sympathizing with an employee and creating a plan you both agree on can fix most issues. And in the end, the 49% of employees who would recommend their employer to a friend 5, those are the referrals that can make your company successful.  


So instead of shying away from social media, embrace it—90% of job seekers find the employer perspective useful when learning about jobs and companies.6 You might be losing out on great candidates from neglecting to highlight company culture and education. Because of the immense amount of review sites out there, you’ll want to make a good impression on any incoming employees as well as the outgoing ones!



1 Gallup, January 2016

2 Deloitte, February 2015

3 Deloitte University Press, January 2015

4 Gallup, April 2015

5 Glassdoor, December 2015

6 Glassdoor, January 2015

Topics: Management Training

Updated 2017-06-26 23:36:34June 26, 2017
Cally Martin
Written by Cally Martin

Callan is a social media loving, blog writing, event planning freelancer who believes in the power of the oxford comma. Originally from America’s high-five (Michigan), she’s been in Austin since 2015 and doesn’t plan on moving anytime soon. When not attached to WiFi, she can be found running around the lake or drinking mimosas at brunch.

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