The study was undertaken during the last quarter of 2014, and invited respondents working in internal communication, HR and engagement, from across the globe from different industries to answer their survey into best practices in employee engagement.
The core findings from the study are:
- Employee engagement still needs to be seen as a strategic business issue and not run separately from core business objectives
- Employee engagement definitions and measures need to be business-focussed rather than the traditional HR focussed approach to engagement that persists in many organisations
- The use of engagement models, flat descriptive data, off the peg employee engagement survey solutions and looking at external benchmarking rather than understanding their own internal best practice better, means that an opportunity to discover really rich information and data is lost. Flat models of engagement are adopted and that means that engagement is vanilla and not meaningful and true to a given organisation. One size does not fit all.
- The employee engagement process needs fixing. Levels of employee engagement are over-reported, employees don’t believe that change will happen, ownership of employee engagement is still not at the right level and needs to be focused on the two key issues that really matter to engagement: communication and leadership.
- Organisations need to see the Return on Engagement for employee engagement to be seen as a business priority. Connection to Key Performance Indicators (KPIs) is still lacking in many organisations.
The full report can be viewed here: EdelmanENGAGE State of Engagement Report 14 April 2015.
During the webinar several questions were raised and answered, however, there were many more questions and CIPR arranged more time with Andy and Nick to have them answered.
CIPR’s follow-up interview with Andy and Nick can be read here: State of employee engagement Q&A
For more details, please contact:
Dr Andy Brown, Executive Director EdelmanENGAGE
Nick Howard, Executive Director EdelmanENGAGE