Majority of employees unenthusiastic about work
Gallup polls show the percentage of U.S. employees “engaged” in their jobs has neither improved nor significantly worsened so far this year — and is relatively low. Gallup defines engaged employees as involved in, enthusiastic about and committed to their work.
Employee engagement was 31.5 percent in May. This reading is on par with the 31.7 recorded in January, March and April, but is the lowest monthly average for 2015, Gallup said. The figure has been fairly even, edging just over or just under the 30 mark, since 2011.
The May 2015 estimate is based on Gallup U.S. Daily tracking telephone interviews conducted with 6,976 adults working for an employer. Gallup categorizes workers as “engaged” based on their ratings of key workplace elements that predict important organizational performance outcomes.
While employee engagement has been flat for much of the year, a statement from Gallop Tuesday said, there has been recent movement in the percentage of “actively disengaged” employees. From April to May, active disengagement fell by one percentage point, from 17.5 percent to 16.5 percent. The latest percentage is the lowest for 2015 and ties December 2014 as the all-time lowest monthly figure for actively disengaged employees.
Gallup, which began its daily survey of U.S. workplace engagement in January 2011, has measured active disengagement as high as 21.8 percent.
The statement from Gallup concludes: “While the nation’s employers reduced their percentage of actively disengaged employees in May, they did not increase their percentage of engaged workers. Instead, more employees moved to the ‘not engaged’ zone. Here, employees are essentially ‘checked out.’ They sleepwalk through their workday and put time — but not energy or passion — into their work. These employees are less destructive and disruptive than actively disengaged employees, but they are not helping their organizations grow.
“To engage their workers, companies need to focus on putting high-performing managers in place and creating development strategies that maximize employees' strengths.”
WBJ Web Partners
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