Ways Organizations Can Use Technology
Highly engaged employees enable organizations to thrive. The Hierarchy of Engagement, based on Maslow’s Hierarchy of Needs, is a tool for organizations to measure employee engagement. A 2019 study by ADP Research found that 84% of employees aren’t fully engaged at work. Low engagement can result in increased turnover and employee dissatisfaction. The manner in which conflict is handled also plays a huge role in the organization’s wellbeing. According to Globalization Partners, a company’s equitable resolution of issues will affect voluntary turnover 2.5 times more than it impacts engagement. High turnover rates pose a huge financial burden on an organization; the Bureau of National Affairs approximates $11 Billion is lost annually due to employee turnover. The JourneyLabs Platform uses insight-influenced data in real-time to drive employee engagement. When an issue arises in the workplace, a timely response is imperative to encourage continued engagement.
Stages of Employee Engagement
Survival = Disengaged
Employees at this level of the Hierarchy of Engagement are concerned with survival, they work to fulfill their most basic needs (e.g. paying rent, buying groceries, etc.). These employees are here simply for a paycheck. They come in late, leave early and often cut corners. They don’t enjoy their work or understand why it matters to the overall business. They are most likely interviewing elsewhere – Ceridian says more than a third of workers are searching actively or casually for a job. A 2019 survey which studied trends in employee engagement states that 14% of employees said the main reason they would change jobs is because they aren’t engaged (i). The JourneyLabs Platform is able to schedule tasks to ensure employees are continuously engaged and able to complete them on time. The ability to have the most important actions automatically escalated ensures that focus is given to the employees that require more immediate attention.
Security = Not Engaged
Job security is the main focus at this level. These employees do what is expected of them, but no more. They don’t speak up in meetings. They most likely don’t feel supported or recognized by managers and colleagues. According to the same employee engagement survey, 70.1% of employees do not consider themselves very engaged (ii). Issues such as being understaffed or witnessing fellow employees being laid off can also negatively impact their engagement. Establishing an open and honest dialogue with other staff can help to alleviate these problems. The JourneyLabs Platform allows employees to ask for assistance or provide feedback about management and peers. Stephen R. Covey advises employers to “Always treat your employees exactly as you want them to treat your best customers.”
Belonging = Almost Engaged
Universally, humans want to be associated with and belong to something. These employees enjoy their jobs and have camaraderie with their teams and co-workers. Still, they’re not sure how their roles contribute to larger company goals. 31.6% of employees said they have average engagement in their current job. (iii) Fostering a supportive culture in the workplace can help employees to feel like they belong in the organization and improve their engagement. The 2019 Staples Workplace Survey found that 68% of employees would consider leaving their job if they didn’t feel supported by more senior employees. Managers can establish friendly relationships with their subordinates so that they feel that they are an important asset to the organization and include them in the decision-making process or any other sensitive issue within the workplace. The JourneyLabs Platform provides journey paths that gather real-time feedback and communication which allows organizations to observe key points in the employee experience. Certain responses may trigger an alert to quickly identify and rectify potential issues.
Importance = Engaged
These employees understand their roles in helping the company achieve its goals. They know what’s expected of them, and they know they have the tools and support to get the job done. Soapbox states that feeling valued by leadership plays a significant role in an employee feeling engaged in his or her job. 31.3% of employees who considered themselves engaged said their employer could do more to improve the employee experience and 26% of employees ranked recognition for their work in their top three factors for staying with their current employer. (iv) The JourneyLabs Platform enables users to create custom schedules and assign tasks. This makes it easier to keep track of individual progress and accomplishments and allows workforce members to be recognized for their contribution.
“Engaged employees are in the game for the sake of the game; they believe in the cause of the organization.” – Paul Marciano, PhD
Self-Actualization = Highly Engaged
At the highest level, individuals are well settled in life and are focused more on growth and fulfillment in their personal and professional lives. 20.8% of employees consider themselves very engaged. (iiv) These employees believe in the company’s mission. They inspire others and they love the company, its products and their co-workers. Kevin Kruse, author of Employee Engagement 2.0, states, “Employee engagement is the emotional commitment the employee has to the organization and its goals.” According to Corporate Leadership Council, highly engaged employees are 87% less likely to leave their companies than their less engaged counterparts. This is the time when organizations can empower them by providing leadership authority, autonomy to make decisions and training opportunities. The JourneyLabs Platform allows for creation of custom journeys that follow the employee life cycle through all career stages.
To better serve and inform organizations who want to gain organizational insights and rapidly deploy solutions using the employee engagement platform, JourneyLabs has licensed new technology. Introducing Cogent6, a cutting edge assessment which offers organizations the ability to generate a powerful picture of the employees’ value, the company’s culture, and the match between values and culture. Created in collaboration with the same data scientists who pioneered compatibility matching technology, JourneyLabs provides this new cultural assessment technology based on 15 key factors identified as the most predictive of employee satisfaction and engagement and provides a 360-degree view on what engagement factors are driving your organization. For more information on how to rapidly develop and deploy real-time employee influenced insights and engagement solution, email firstname.lastname@example.org or call 321-221-1009
i – iiv. Achievers. “Despite Disengagement at Work, 65% of Employees Plan to Stay in Their Current Jobs According to New Achievers Study.” Cision PR Newswire, 12 Mar 2019, https://www.prnewswire.com. Accessed 14 Aug 2019.
Katherine Hurst is a Marketing Intern at JourneyLabs. An undergraduate at the University of Central Florida where she is earning her B.A. in Digital Media with a minor in Computer Science. For more information about JourneyLabs or to set up a demo of the JourneyLabs platform, email us: email@example.com.