Employee Engagement is up in 2024!
Compared to last year, people say they are more likely to be with their employer in 12 months and are more likely to recommend them, but motivation and commitment to the success of the company are down.
Let’s jump into this.
What is Employee Engagement?
At The People Experience Hub, we think about Employee Engagement as a People Outcome; this aligns with the “Do” in our framework, Px3™ (Think, Feel, Do) – we work with our clients to understand what Engagement means to them and what an Engaged Employee is like in their organisation.
We have used the following five questions for our 2024 People Experience Insights Report as part of our Employee Engagement Index.
- I would recommend my company as a great place to work
- I intend to be working here in 12 months
- I am ready to embrace new ways of working in support of my company goals
- Working here motivates me to be the best that I possibly can
- I am committed to do all I can to help my Company succeed
Employee Engagement Score
The 2024 score is up 3 percentage points taking this to 73%
The positive influences came from increases in the following questions:
- I would recommend my company as a great place to work (+2 percentage points)
- I intend to be working here in 12 months (+4 percentage points)
The negative influences came from reductions year on year in the following questions:
- I am ready to embrace new ways of working in support of my company goals (-5 percentage points)
- Working here motivates me to be the best that I possibly can (-4 percentage points)
- I am committed to do all I can to help my Company succeed (-7 percentage points)
Promoters and Retention vs. Commitment and Motivation
This is a conundrum – suggesting that people are comfortable where they are without necessarily being fully engaged in their work.
But it also makes sense, in the context of the last year or so: What we’re hearing consistently, in a tight labour market, is that organisations have been heavily focused on attracting and retaining people.
It will be interesting to see how external conditions change over the next year and what impact that has on engagement.
The Drivers of Employee Engagement
Our report shows that Purpose has the biggest influence on Employee Engagement; purpose sits in The Felt Experience (or the Feel from Think, Feel, Do) in our framework.
Sitting behind Purpose are:
- Pride
- Passion about work
- Meaningful work
- Accomplishment
- A link between my success and the organisation's success
So, helping your people be proud of the work they do, communicating success and recognising people makes sense.
The areas of the perceived environment that had the highest influence on engagement were:
- Company Leadership
- People Practices
- Teamwork
- Wellbeing Practices
All relatively low-scoring areas have the most significant opportunity to improve and be focused on.
People Experience Insights Report 2024
You can find out more about this and explore the details behind these stats in our report here
