“Here’s something they’ll probably never teach you in business school: The single biggest decision you make in your job — bigger than all of the rest — is who you name manager. When you name the wrong person manager, nothing fixes that bad decision. Not compensation, not benefits — nothing.”
— Jim Clifton, CEO, Gallup
Gallup recently released a new report called, “The State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders (2013).”
The new Gallup report covers more than just the state of engagement in America in 2013 — it’s a comprehensive re-counting of their life’s work on engagement. It’s got everything. And despite the 60+ pages, it flows nicely; not one of those government-style reports that has the personality of a pile of bricks.
With a great description on how their famous “Q12” works, to explaining the three types of engaged employees, to the ties to financial performance, these findings provide good insight into what any company can do to improve performance in the workplace.
Some Insights About the US: Engagement flourishes in smaller, tight-knit environments. Employees who work remotely are more engaged. Women have slightly higher overall engagement than men. Millennials (Gen Y) are most likely to leave. Customer service staff are among the least engaged.
Some Insights About Engagement (in general): Engagement Makes a Difference to the Bottom Line Managers and Leaders Play a Critical Role Different Types of Workers Need Different Engagement Strategies Engagement Has a Greater Impact on Performance Than Corporate Policies and Perks Many Employees Are Not Prepared to Engage Customers