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What Drives
   Employee Engagement
for Environmental Workforce
       Results from ECO Canada’s
   2011 Professional Engagement Study
Presentation Overview

   1. Environmental Engagement in Canada
   2. Attributes of Engagement
   3. Engagement by Company Size
   4. Key Recommendations
What does
Employee Engagement
      mean?
Engaged workers are those that would
     recommend their employer
       as a good place to work,
      are motivated to do more
   than what is normally required
 and feel their contribution is valued.
Emotional and Rational Motivators
   The impact of heart and mind – or emotional and rational motivators –
 play a key role in determining the degree to which employees are engaged.
Employee Engagement Model

 Employee Engagement model helps organizations and industries identify
 the areas of strength that can be leveraged and barriers to creating a
 motivated and loyal work force. Using a simple yet powerful causal model,
 the cause and effect relationships between the human resource
 management practices and the level of engagement of employees are
 defined and tested.

 Grounded in theories of organizational behaviour and years of practical
 application, this approach provides strategic insights into the degree to
 which employee engagement is driven by the heart (emotional) rather than
 the head (rational) and tactical insights into which specific aspects need
 focus to improve business results.
Employee Engagement Among Environmental
Employees in Canada

 The Employee Engagement Index
 The engagement index for environmental workers is 78, fourteen
 points higher than the index for Canadian workers overall. However, in
 comparing environmental employees to employees overall, it should
 be noted that the benchmark includes many people working in jobs
 where a low level of commitment would be expected, such as
 minimum wage jobs that do not require a high level of skill. As a
 result, it is important for the environmental sector to strive for a level of
 commitment that is well above this benchmark.
Employee Engagement Among Environmental
Employees in Canada

                          80%
    77%                                            77%                   78
                                   71%
           64%                                                                  64
                                                           58%



                                                                                         **The overall Engagement Index is
                                                                                         based on the level of agreement with
                                                                                         three attributes:
                                                                                         1. Employees would recommend
                                                                                              their employee as a good place
I would recommend my   I am motivated to do
                                                 My contribution is       Employee
                                                                                              to work;
   company as a good     more than what is
                                                  valued by my        Engagement Index
                                                                                         2. Discretionary effort—employees
     place to work.    normally required for                                                  are motivated to do more than
                                                    employer.
                             my job.                                                          what is normally required for their
                                                                                              jobs; and,
                                                                                         3. Employees believe that their
                                                                                              contribution is valued by their
                                                                                              employer.

                                Environmental Workers (n=974)

                                National Benchmark (n=2,600)
Employee Engagement Among Environmental
Employees in Canada
 Compared to the National Employee Engagment
 benchmark, environmental employees:
 • Are more likely to believe that their contribution is valued by their
   employer. Seventy-seven percent of environmental employees agree or
   strongly agree with this statement, as compared to only 58% of
   employed Canadians.
 • They are more likely to state that they would recommend their employer
   as a good place to work (77% vs. the benchmark of 64%).

 Importantly, environmental workers are more likely to expend
 discretionary effort, one of the hallmarks of employee engagement.Eighty
 percent of environmental practitioners state that they are motivated to do
 more than what is normally required for their jobs, as compared to only
 71% of Canadian employees.
Emotional and Rational Motivators
                                                                                                                            The results for the rational
Environmental employees
                              83%                                         84%                                               motivations are mixed.
are more connected to                                   80%
                                                                                                               77%          Environmental employees
their employers in terms of                                                         73%
                                                                                                                            report higher job
the emotional motivators                                            67%                             66%                     satisfaction, but are less
than the average                        60%                                                                                 likely to agree or strongly
employed Canadian. They
                                                                                                                            agree that “All and all, I
are 23 points above the
                                                                                                                            would say it “is worth it” for
benchmark when it comes
                                                                                                                            me, my family, and my
to trust and 13 points
                                                                                                                            career to work here”.
above for being proud to
                                                                                                                            Remuneration and job
work for their employer.
                                                                                                                            security appear to be
                                                                                                                            concerns for environmental
                                                                                                                            employees.



                               Trust                        Pride         Job Satisfaction          All and all, it’s worth it


                                       Emotional Motivators                           Rational Motivators
                                       Environmental Employees (n=974)    National Benchmark (n=2,600)
Engagement Segmentation
among Environmental Employees
Engagement Segmentation Among Environmental
Employees
                                            Fully engaged and plan to stay
                                            with their current employer
                                            for three years or longer.
                                                                                   14%
                                                                                                      21%           Compared to the
                                                                                                                    workforce
                                                                                                                    overall, environmental
                   Engaged*




                                     Strategic                                     22%
                                                    Committed
                     Fully




                                     Switchers                                                                      workers are less likely to
Engagement Level




                                                                                                      30%           be:
                                                                                   15%                              • Disgruntled—less
                   Less than Fully




                                     Disgruntled     Detached
                                                                                                                      engaged employees
                      Engaged




                                                                                                      9%              that do not plan to stay
                                                                                                                      at their current
                                     <3 Years          3+ Years                                                       employer; or,
                                          Years Expect to Stay                                                      • Detached—employees
                                                                                   49%
                                          With Your Company
                                                                                                      40%             that plan to stay with
                                                                                                                      their employer even
                                                                                                                      though they are not
      Environmental employees have a greater
                                                                                                                      fully engaged.
      tendency to fall into the Strategic Switchers
      segment. They are fully engaged, however they                            Environmental   National Benchmark
                                                                             Employees (n=974)      (n=2,600)
      do not plan to stay with their current employer.
Age
                                                                                                        Strategic
                                                                                                                     Committed
                                                                                                        Switchers
                                                                 Generation X employees
                     A higher Proportion of                      are as likely as Millenials to
                     Millenials are disgruntled.                 be Strategic Switchers.               Disgruntled   Detached




      15%            13%                                     12%          12%
                                               21%

      22%            22%                                     24%          24%
                                               14%

                     14%                                                   8%
      16%                                      17%           19%


                                                                                             Out of all 3 generations, Baby
                     52%                                                  56%                Boomers are most likely to be
      47%                                      48%           45%
                                                                                             in the Committed segment


  Male           Female                      Millenials   Generation X    Baby
  (590)           (382)                       (155)          (478)       Boomers
                                                                          (324)

            Gender                                        Generations
Level of job responsibility
                                                                          Strategic
                                                                                        Committed
                11%                     14%           13%                 Switchers
                           20%

                                                                          Disgruntled   Detached

                30%                     23%           24%
                           18%


                                        13%           14%
                           18%
                                                               Engagement tends
                23%
                                                               to increase with
                                                               increased level of
                                                               responsibility

                                        51%           49%
                           44%
                36%




                Entry     Junior    Intermediate      Senior
                (91)      (170)         (311)         (343)
                        Level of Job Responsibility
Career Paths Segmentation
                                                                                      Strategic
                                                                                                    Committed
                                                                                      Switchers


                        12%               15%                             16%
                                                      Subject                         Disgruntled   Detached
                                                      Matter
                        16%                           Experts, Tech
                                                      nologists and
                                          26%
                                                      Technicians         30%
                        17%                           tend to be
                                                      ‘Strategic
                                                      Switchers’ or
Employees                                 19%         ‘Detached’           8%
managing people
or projects tend
to be the most
‘Committed’
                        55%
employees.
                                                                          45%
                                          41%




                     Managing        Subject Matter                   Technologist/
                   People/Projects       Expert                        Technician
                       (508)              (211)                           (185)
Number of Employees Canada wide
                                                                          Strategic
                                                                                       Committed
                                                                          Switchers


                        15%        14%             16%        12%
                                                                         Disgruntled   Detached


                        15%        19%             16%
                                                              32%

those working for       18%
                                                                        Those employed by
                                   18%             21%                  large organizations
smaller companies                                              6%
are more likely to                                                      (over 1,000
be Strategic                                                            employees) are more
Switchers, perhaps                                                      likely to be Detached.
due to a perceived
lack of opportunity     51%        49%                        50%
                                                   47%
for advancement                                                         The proportion of
within a smaller                                                        committed employees is
organization.                                                           similar across different-
                                                                        sized organizations at
                      19 or Less   20-99         100-1000   Over 1000   around one-half
                        (137)      (172)           (317)      (348)
                                   Number of Employees
Attributes of
Environmental Employee
      Engagement
       in Canada
Attributes and key drivers of engagement

 The attributes of employee engagement are characteristics that
 differentiate engaged employees from those that are not engaged.
 These include characteristics such as commitment to their
 employer, recommending their employer as a good place to work and
 willingness to expend discretionary effort.

 The key drivers are those attributes which are strongly related to
 individual employees levels of commitment—the attitudes and
 behaviours that are likely to characterize engaged employees, and are
 usually not characteristics of uncommitted workers.
Corporate Culture and Communications
                                                                         Environmental employees hold positive opinions of their
                                                                         employers’ corporate culture and communication
% Strongly Agree/                                                        attributes. The highest rated attributes are demonstating
Agree                                                                    integrity, and having a safe and healthy work environment.

           81                       86                         83                            82

                                                                          60                           64



                       n/a                      n/a



            My employer
            demonstrates          I have a safe and       I trust the leadership of     My company’s staff are
      integrity, for example by      healthy work               my company.              ready and willing to
            being against           environment.                                          adapt to change.
       bribery, corruption and
                    n/a
        human rights abuses.                                    n/a

            3                        4                                                       6
                                                               7
                                                                                                      14
                                                                         20
% Disagree/
                                   Environmental Employees (n=974)
Strongly Disagree
                                   National Employee Benchmark (n=2,600)
Corporate Culture and Communications
                                                 “My work and my employer’s goals align with
                                                 my personal values” is a key driver of overall
% Strongly Agree/
                                                 engagement for environmental employees.
Agree
                    81                     78                         75                       72
                                                                                                        52



                               n/a                    n/a                      n/a

                                                                     My employer
              My employer is an          My work and my         demonstrates corporate      Sufficient effort is
              environmentally         employer’s goals align    philanthropy, including     made to obtain the
                responsible          with my personal values.   encouraging employees     opinions of employees.
               organization.                                         to take part in
                                                                 fundraising and other
                                                                  activities to benefit
                         n/a                    n/a                      n/a
                                                                         others.

                     5                      7                         8
                                                                                               12
 % Disagree/
 Strongly Disagree                                                                                      28
                                        Environmental Employees (n=974)

                                        National Employee Benchmark (n=2,600)
Discretionary effort – being

Commitment to results                                                                        motivated to go “above and
                                                                                             beyond” job expectations – is a key
                                                                                             driver in engagement.

% Strongly Agree/
Agree
      93       88             89                       88
                                       82                       85                                       80
                                                                               70                                  71
                                                                                        55




      I have a clear                               My department has a
                          The employees I work    clear understanding of     There are usually        I’m motivated to do
  understanding of how                                                     enough employees in
 my work contributes to   with cooperate to get   our customers’ needs                                 more than what is
                              the job done.       (note: your customers     my department to          required for my job.
 achieving my company’s                                                    handle the workload.
      overall goals.                                may be internal or
                                                         external).
       2       4               3       6               3        4                                        6
                                                                                                                  12
                                                                               19
 % Disagree/                                                                           28
 Strongly Disagree
                                            Environmental Employees (n=974)

                                            National Employee Benchmark (n=2,600)
Management Effectiveness - Contribution
                               Environmental employees are more likely to perceive that they
                               are effectively managed than is the norm. They are especially
% Strongly Agree/              likely to feel that their employer values their contribution (a key
Agree                          factor for engagement), and to feel encouraged to come up with
                               new and better ways of doing things.
        81                              80                                 79                             77
                    64                              67                                 66
                                                                                                                      58




                                                                      My immediate supervisor
   I feel encouraged to come       My immediate supervisor
                                                                      understands the realities      My contribution is valued
     up with new and better        demonstrates interest in
                                                                      and circumstances that I           by my employer.
       ways of doing things.            my well being.
                                                                       experience in my job.


        8                                7                                  8                             8
                    17                              15                                                               13
                                                                                       18
 % Disagree/
 Strongly Disagree                           Environmental Employees (n=974)
                                             National Employee Benchmark (n=2,600)
Management Effectiveness - Recognition
% Strongly Agree/
Agree
           76                         71
                      65                                          70
                                                57                            56              54
                                                                                                        40




                                 My immediate supervisor
                                                                                           Employees in my
    My immediate supervisor      provides me with regular   When I do a good job, my
                                                                                       department who perform
     provides the necessary       positive feedback and        performance is
                                                                                        poorly are appropriately
    objectives and direction.         suggestions for             recognized.
                                                                                               managed.
                                improvement if necessary.

            8                        10
                      15                                         13
                                                21                         23                22
                                                                                                        33
 % Disagree/
 Strongly Disagree                    Environmental Employees (n=974)

                                      National Employee Benchmark (n=2,600)
Training and Development
                                                                                     Doing a good job of developing its
                                                                                     people to their full potential is the top
% Strongly Agree/                                                                    Training and Development priority, as
Agree                                                                                it is a key driver of engagement.
                     77
                                                    71                                67
                               61
                                                                  55
                                                                                                   48




              I am given opportunities          I believe that I have the         My company is doing a
              and encouraged to learn           opportunity for growth           good job of developing its
                or train to improve my          and development at my               people to their full
                          skills.                       company.                        potential.


                    10                              14
                              18                                                      16
                                                                 24                                27
 % Disagree/
 Strongly Disagree
                                         Environmental Employees (n=974)

                                         National Employee Benchmark (n=2,600)
Treatment, Balance and Respect
                                           Environmental employees are above average
                                           when it comes to work-life balance, having an
% Strongly Agree/                          employer that treats employees with
Agree                                      dignity, respect and fairness, and feeling that they
                                           are fairly treated.
       89        87
                                   81                          78                         77
                                            74                                                                        76
                                                                        68                          67




                                                                                                                               n/a

 I am not personally subject                              Employees are treated
                               I am able to maintain
    to sexual, racial or any                             with dignity, respect and                              The amount of work that
                                  a healthy balance                                  I feel that I am treated
  other kind of harassment                                 fairness regardless of                                I am expected to do is
                               between my work and                                    fairly at my company.
     from my company’s                                        their position of                                       reasonable.
                                    personal life.
  employees or customers.                                       background.

        5         6                 8
                                            12                11                           9                         12
                                                                        17                          14
% Disagree/
Strongly Disagree                         Environmental Employees (n=974)

                                          National Employee Benchmark (n=2,600)
Job Satisfaction
% Strongly Agree/
Agree


             95         93                 85                           85
                                                       79                                         83




                                                                                    n/a                      n/a

                                                                                               My work is satisfying
       I understand the role and     I have enough flexibility in   I like the people with
                                                                                              because it contributes
       responsibilities of my job.     my job to provide good            whom I work.
                                                                                               directly to a better
                                      service to my customers.
                                                                                             community/environment
                                                                                                     /world.
              1          1                  4                            3                          4
                                                        7

% Disagree/
                                          Environmental Employees (n=974)
Strongly Disagree
                                          National Employee Benchmark (n=2,600)
The 5 key aspects of Job Satisfaction
                                              – those which have the greatest
                                              impact on employee engagement –
                                              are:
Job Satisfaction                                • Feeling of accomplishment
                                                • Feeling committed to employer
                                                • Pride
                                                • Willingness to recommend
% Strongly Agree/                                  company as a good place to work
Agree                                           • Over satisfaction

            82                         81                             80                       78
                       74
                                                                                67                         68




                                                   n/a


                                                                                           I feel a strong sense of
         My job gives me the                                    I am proud to work at my
                                  My job gives me a feeling                                   commitment to my
       chance to do challenging                                         company.
                                    of accomplishment.
                                                 n/a                                               company
         and interesting work.


             4                          7                              5                        7
                       9                                                        11                         11


 % Disagree/                           Environmental Employees (n=974)
 Strongly Disagree
                                       National Employee Benchmark (n=2,600)
Job Satisfaction
% Strongly Agree/
Agree
                                                                                   84
                77                                  77                                          73
                            64



                                                                    n/a


             I would recommend my               My work is near where I              Considering
            company as a good place             live or in a place I like to   everything, how satisfied
                     to work.                             live in.              are you with your job?


                    8                               10                              6
                            15                                                                  13
% Disagree/
Strongly Disagree
                                      Environmental Employees (n=974)

                                      National Employee Benchmark (n=2,600)
Although environmental
                                                                                                   employees are more positive

Job Security, Remuneration. Benefits                                                               about many aspects of their jobs
                                                                                                   as compared to the Canadian
                                                                                                   workforce in general, this is not
                                                                                                   the case when it comes to the
                                                                                                   key elements of job security, and
 % Strongly Agree/                                                                                 remuneration.
 Agree
                                 77
                                                                                                    70
                    66                                                64
                                                        61
                                                                                     57




             All and all, I would say it
                                                     I am paid fairly for my
             “is worth it” for me, my                                              I feel secure in my job
                                                     duties, responsibilities
             family and my career to
                                                        and performance.
                    work here.


                                  7
                                                                                                    13
                                                                       19
                    25                                  27                           29

% Disagree/                                Environmental Employees (n=974)
Strongly Disagree                          National Employee Benchmark (n=2,600)
Job Security, Remuneration. Benefits
                                                                                      Environmental workers are fairly
 % Strongly Agree/                                                                    positive in their assessment of their
 Agree                 70                                                             benefits program or package, with
                                                                                      70% rating it as excellent or good.
                                     60
                                                                                      They are less enthusiastic about
                                                                  46                  their incentive/bonus system, with
                                                                                      only 46% rating it as excellent or
                                                                                      good.


                                                                              n/a


                       How do you rate your                   How do you rate your
                     benefits program/package                 incentive programs or
                              overall?                           bonus systems?



                        7
                                      16
                                                                  20

                                Environmental Employees (n=974)
% Disagree/
Strongly Disagree               National Employee Benchmark (n=2,600)
Key drivers of engagement

Key drivers that employers can directly impact include:
    Demonstrating that employee contributions are valued
    Recognizing good performance
    Developing employees to their full potential
    Treating employees fairly
    Actions or communications to enhance sense of job security
How can employers
increase engagement?
Difference of Key Drivers of Engagement for Large and
SMEs                (in order of the strength of the correlation with overall engagement)


             Small and Medium Employers                                                       Large Employers
              (Less than 100 employers)                                                    (100 employees or more)
                                Base: 309                                                               Base:665




 I would recommend my company as a good place to work.                  I would recommend my company as a good place to work.


 My contribution is valued by my employer.                              My contribution is valued by my employer.


 I am motivated to do more than what is normally required for my job.   I am motivated to do more than what is normally required for my job.



 I am proud to work at my company.                                      I feel a strong sense of commitment to my company.


                                                                        I am proud to work at my company
 Overall job satisfaction.


 My job gives me a feeling of accomplishment.                           My job gives me a feeling of accomplishment.



 I feel a strong sense of commitment to my company.                     Overall job satisfaction.


 I feel that I am treated fairly at my company.                         I feel that I am treated fairly at my company.
Large Employers – increase engagement
 Focus on communications and activities that support in employees a
         sense of fair treatment
         increased feelings of accomplishment
         pride
         commitment to the organization




         Employees of large organizations find value in being recognized
                             for their contributions.
Large Employers – increase engagement

  The drive for employees to go above-and-beyond expectations in large
  organizations is related to
         Feelings of commitment to their employer
         The willingness to recommend their employer
         Feeling a sense of accomplishment in daily work


  Leverage these feelings by ensuring employees feel
         their workload as reasonable
         fairly treated
         able to maintain work-life balance
         flexibility in providing customer service
Large Employers – increase engagement

Employees of large organizations find value in being recognized for their
contributions.
This is supported by an employer:


                  recognizing good performance



                  encouraging strong, positive relationships with
                  employees and their supervisor



                  providing opportunities for employee learning and growth
Small to Medium Employers – increase engagement
Focus on communications and activities that support an employees ability to:


              Understand customer needs



              Understand employer goals



              Brainstorm new and improved methods of productivity



              Access opportunities for training and development
Small to Medium Employers – increase engagement

 Employees of SMEs find value in contributing to a larger cause.

 Support this by
        action and communication that emphasizes trust
        making an effort to hear employee opinions
        maintaining open, honest communication
        ensuring employees feel treated with dignity, respect and fairness
        encouraging work-life balance
Compared to large organizations,
    SMEs are doing a better job of
 valuing employee contributions and
encouraging outside-the-box solutions.
Key Recommendations for
Large Organizations
Ensure
         Workloads are reasonable


         Employees feel fairly treated


         Employees have a strong sense of recognition and
         accomplishment
Key Recommendations for
SME Organizations
Ensure
         Employees feel fairly treated


         Employees have flexibility to provide good customer service


         Employees maintain a work/life balance
Overall Recommendations for
all organizations
Leverage key attributes by ensuring
     A feeling of accomplishment and recognition for good performance
     A feeling of fair treatment for all staff
     Employees can access opportunities to develop themselves to their
     full potential
     Alignment of work, employer and personal goals.
For more information contact:

                    Chris Stewart
                     cstewart@eco.ca
                      (403) 476-1950
                        www.eco.ca

Special thanks are extended to the consultants Ipsos for conducting
 the research and analyzing the data collected through the survey.

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What Drives Employee Engagement

  • 1. What Drives Employee Engagement for Environmental Workforce Results from ECO Canada’s 2011 Professional Engagement Study
  • 2. Presentation Overview 1. Environmental Engagement in Canada 2. Attributes of Engagement 3. Engagement by Company Size 4. Key Recommendations
  • 4. Engaged workers are those that would recommend their employer as a good place to work, are motivated to do more than what is normally required and feel their contribution is valued.
  • 5. Emotional and Rational Motivators The impact of heart and mind – or emotional and rational motivators – play a key role in determining the degree to which employees are engaged.
  • 6. Employee Engagement Model Employee Engagement model helps organizations and industries identify the areas of strength that can be leveraged and barriers to creating a motivated and loyal work force. Using a simple yet powerful causal model, the cause and effect relationships between the human resource management practices and the level of engagement of employees are defined and tested. Grounded in theories of organizational behaviour and years of practical application, this approach provides strategic insights into the degree to which employee engagement is driven by the heart (emotional) rather than the head (rational) and tactical insights into which specific aspects need focus to improve business results.
  • 7. Employee Engagement Among Environmental Employees in Canada The Employee Engagement Index The engagement index for environmental workers is 78, fourteen points higher than the index for Canadian workers overall. However, in comparing environmental employees to employees overall, it should be noted that the benchmark includes many people working in jobs where a low level of commitment would be expected, such as minimum wage jobs that do not require a high level of skill. As a result, it is important for the environmental sector to strive for a level of commitment that is well above this benchmark.
  • 8. Employee Engagement Among Environmental Employees in Canada 80% 77% 77% 78 71% 64% 64 58% **The overall Engagement Index is based on the level of agreement with three attributes: 1. Employees would recommend their employee as a good place I would recommend my I am motivated to do My contribution is Employee to work; company as a good more than what is valued by my Engagement Index 2. Discretionary effort—employees place to work. normally required for are motivated to do more than employer. my job. what is normally required for their jobs; and, 3. Employees believe that their contribution is valued by their employer. Environmental Workers (n=974) National Benchmark (n=2,600)
  • 9. Employee Engagement Among Environmental Employees in Canada Compared to the National Employee Engagment benchmark, environmental employees: • Are more likely to believe that their contribution is valued by their employer. Seventy-seven percent of environmental employees agree or strongly agree with this statement, as compared to only 58% of employed Canadians. • They are more likely to state that they would recommend their employer as a good place to work (77% vs. the benchmark of 64%). Importantly, environmental workers are more likely to expend discretionary effort, one of the hallmarks of employee engagement.Eighty percent of environmental practitioners state that they are motivated to do more than what is normally required for their jobs, as compared to only 71% of Canadian employees.
  • 10. Emotional and Rational Motivators The results for the rational Environmental employees 83% 84% motivations are mixed. are more connected to 80% 77% Environmental employees their employers in terms of 73% report higher job the emotional motivators 67% 66% satisfaction, but are less than the average 60% likely to agree or strongly employed Canadian. They agree that “All and all, I are 23 points above the would say it “is worth it” for benchmark when it comes me, my family, and my to trust and 13 points career to work here”. above for being proud to Remuneration and job work for their employer. security appear to be concerns for environmental employees. Trust Pride Job Satisfaction All and all, it’s worth it Emotional Motivators Rational Motivators Environmental Employees (n=974) National Benchmark (n=2,600)
  • 12. Engagement Segmentation Among Environmental Employees Fully engaged and plan to stay with their current employer for three years or longer. 14% 21% Compared to the workforce overall, environmental Engaged* Strategic 22% Committed Fully Switchers workers are less likely to Engagement Level 30% be: 15% • Disgruntled—less Less than Fully Disgruntled Detached engaged employees Engaged 9% that do not plan to stay at their current <3 Years 3+ Years employer; or, Years Expect to Stay • Detached—employees 49% With Your Company 40% that plan to stay with their employer even though they are not Environmental employees have a greater fully engaged. tendency to fall into the Strategic Switchers segment. They are fully engaged, however they Environmental National Benchmark Employees (n=974) (n=2,600) do not plan to stay with their current employer.
  • 13. Age Strategic Committed Switchers Generation X employees A higher Proportion of are as likely as Millenials to Millenials are disgruntled. be Strategic Switchers. Disgruntled Detached 15% 13% 12% 12% 21% 22% 22% 24% 24% 14% 14% 8% 16% 17% 19% Out of all 3 generations, Baby 52% 56% Boomers are most likely to be 47% 48% 45% in the Committed segment Male Female Millenials Generation X Baby (590) (382) (155) (478) Boomers (324) Gender Generations
  • 14. Level of job responsibility Strategic Committed 11% 14% 13% Switchers 20% Disgruntled Detached 30% 23% 24% 18% 13% 14% 18% Engagement tends 23% to increase with increased level of responsibility 51% 49% 44% 36% Entry Junior Intermediate Senior (91) (170) (311) (343) Level of Job Responsibility
  • 15. Career Paths Segmentation Strategic Committed Switchers 12% 15% 16% Subject Disgruntled Detached Matter 16% Experts, Tech nologists and 26% Technicians 30% 17% tend to be ‘Strategic Switchers’ or Employees 19% ‘Detached’ 8% managing people or projects tend to be the most ‘Committed’ 55% employees. 45% 41% Managing Subject Matter Technologist/ People/Projects Expert Technician (508) (211) (185)
  • 16. Number of Employees Canada wide Strategic Committed Switchers 15% 14% 16% 12% Disgruntled Detached 15% 19% 16% 32% those working for 18% Those employed by 18% 21% large organizations smaller companies 6% are more likely to (over 1,000 be Strategic employees) are more Switchers, perhaps likely to be Detached. due to a perceived lack of opportunity 51% 49% 50% 47% for advancement The proportion of within a smaller committed employees is organization. similar across different- sized organizations at 19 or Less 20-99 100-1000 Over 1000 around one-half (137) (172) (317) (348) Number of Employees
  • 17. Attributes of Environmental Employee Engagement in Canada
  • 18. Attributes and key drivers of engagement The attributes of employee engagement are characteristics that differentiate engaged employees from those that are not engaged. These include characteristics such as commitment to their employer, recommending their employer as a good place to work and willingness to expend discretionary effort. The key drivers are those attributes which are strongly related to individual employees levels of commitment—the attitudes and behaviours that are likely to characterize engaged employees, and are usually not characteristics of uncommitted workers.
  • 19. Corporate Culture and Communications Environmental employees hold positive opinions of their employers’ corporate culture and communication % Strongly Agree/ attributes. The highest rated attributes are demonstating Agree integrity, and having a safe and healthy work environment. 81 86 83 82 60 64 n/a n/a My employer demonstrates I have a safe and I trust the leadership of My company’s staff are integrity, for example by healthy work my company. ready and willing to being against environment. adapt to change. bribery, corruption and n/a human rights abuses. n/a 3 4 6 7 14 20 % Disagree/ Environmental Employees (n=974) Strongly Disagree National Employee Benchmark (n=2,600)
  • 20. Corporate Culture and Communications “My work and my employer’s goals align with my personal values” is a key driver of overall % Strongly Agree/ engagement for environmental employees. Agree 81 78 75 72 52 n/a n/a n/a My employer My employer is an My work and my demonstrates corporate Sufficient effort is environmentally employer’s goals align philanthropy, including made to obtain the responsible with my personal values. encouraging employees opinions of employees. organization. to take part in fundraising and other activities to benefit n/a n/a n/a others. 5 7 8 12 % Disagree/ Strongly Disagree 28 Environmental Employees (n=974) National Employee Benchmark (n=2,600)
  • 21. Discretionary effort – being Commitment to results motivated to go “above and beyond” job expectations – is a key driver in engagement. % Strongly Agree/ Agree 93 88 89 88 82 85 80 70 71 55 I have a clear My department has a The employees I work clear understanding of There are usually I’m motivated to do understanding of how enough employees in my work contributes to with cooperate to get our customers’ needs more than what is the job done. (note: your customers my department to required for my job. achieving my company’s handle the workload. overall goals. may be internal or external). 2 4 3 6 3 4 6 12 19 % Disagree/ 28 Strongly Disagree Environmental Employees (n=974) National Employee Benchmark (n=2,600)
  • 22. Management Effectiveness - Contribution Environmental employees are more likely to perceive that they are effectively managed than is the norm. They are especially % Strongly Agree/ likely to feel that their employer values their contribution (a key Agree factor for engagement), and to feel encouraged to come up with new and better ways of doing things. 81 80 79 77 64 67 66 58 My immediate supervisor I feel encouraged to come My immediate supervisor understands the realities My contribution is valued up with new and better demonstrates interest in and circumstances that I by my employer. ways of doing things. my well being. experience in my job. 8 7 8 8 17 15 13 18 % Disagree/ Strongly Disagree Environmental Employees (n=974) National Employee Benchmark (n=2,600)
  • 23. Management Effectiveness - Recognition % Strongly Agree/ Agree 76 71 65 70 57 56 54 40 My immediate supervisor Employees in my My immediate supervisor provides me with regular When I do a good job, my department who perform provides the necessary positive feedback and performance is poorly are appropriately objectives and direction. suggestions for recognized. managed. improvement if necessary. 8 10 15 13 21 23 22 33 % Disagree/ Strongly Disagree Environmental Employees (n=974) National Employee Benchmark (n=2,600)
  • 24. Training and Development Doing a good job of developing its people to their full potential is the top % Strongly Agree/ Training and Development priority, as Agree it is a key driver of engagement. 77 71 67 61 55 48 I am given opportunities I believe that I have the My company is doing a and encouraged to learn opportunity for growth good job of developing its or train to improve my and development at my people to their full skills. company. potential. 10 14 18 16 24 27 % Disagree/ Strongly Disagree Environmental Employees (n=974) National Employee Benchmark (n=2,600)
  • 25. Treatment, Balance and Respect Environmental employees are above average when it comes to work-life balance, having an % Strongly Agree/ employer that treats employees with Agree dignity, respect and fairness, and feeling that they are fairly treated. 89 87 81 78 77 74 76 68 67 n/a I am not personally subject Employees are treated I am able to maintain to sexual, racial or any with dignity, respect and The amount of work that a healthy balance I feel that I am treated other kind of harassment fairness regardless of I am expected to do is between my work and fairly at my company. from my company’s their position of reasonable. personal life. employees or customers. background. 5 6 8 12 11 9 12 17 14 % Disagree/ Strongly Disagree Environmental Employees (n=974) National Employee Benchmark (n=2,600)
  • 26. Job Satisfaction % Strongly Agree/ Agree 95 93 85 85 79 83 n/a n/a My work is satisfying I understand the role and I have enough flexibility in I like the people with because it contributes responsibilities of my job. my job to provide good whom I work. directly to a better service to my customers. community/environment /world. 1 1 4 3 4 7 % Disagree/ Environmental Employees (n=974) Strongly Disagree National Employee Benchmark (n=2,600)
  • 27. The 5 key aspects of Job Satisfaction – those which have the greatest impact on employee engagement – are: Job Satisfaction • Feeling of accomplishment • Feeling committed to employer • Pride • Willingness to recommend % Strongly Agree/ company as a good place to work Agree • Over satisfaction 82 81 80 78 74 67 68 n/a I feel a strong sense of My job gives me the I am proud to work at my My job gives me a feeling commitment to my chance to do challenging company. of accomplishment. n/a company and interesting work. 4 7 5 7 9 11 11 % Disagree/ Environmental Employees (n=974) Strongly Disagree National Employee Benchmark (n=2,600)
  • 28. Job Satisfaction % Strongly Agree/ Agree 84 77 77 73 64 n/a I would recommend my My work is near where I Considering company as a good place live or in a place I like to everything, how satisfied to work. live in. are you with your job? 8 10 6 15 13 % Disagree/ Strongly Disagree Environmental Employees (n=974) National Employee Benchmark (n=2,600)
  • 29. Although environmental employees are more positive Job Security, Remuneration. Benefits about many aspects of their jobs as compared to the Canadian workforce in general, this is not the case when it comes to the key elements of job security, and % Strongly Agree/ remuneration. Agree 77 70 66 64 61 57 All and all, I would say it I am paid fairly for my “is worth it” for me, my I feel secure in my job duties, responsibilities family and my career to and performance. work here. 7 13 19 25 27 29 % Disagree/ Environmental Employees (n=974) Strongly Disagree National Employee Benchmark (n=2,600)
  • 30. Job Security, Remuneration. Benefits Environmental workers are fairly % Strongly Agree/ positive in their assessment of their Agree 70 benefits program or package, with 70% rating it as excellent or good. 60 They are less enthusiastic about 46 their incentive/bonus system, with only 46% rating it as excellent or good. n/a How do you rate your How do you rate your benefits program/package incentive programs or overall? bonus systems? 7 16 20 Environmental Employees (n=974) % Disagree/ Strongly Disagree National Employee Benchmark (n=2,600)
  • 31. Key drivers of engagement Key drivers that employers can directly impact include:  Demonstrating that employee contributions are valued  Recognizing good performance  Developing employees to their full potential  Treating employees fairly  Actions or communications to enhance sense of job security
  • 33. Difference of Key Drivers of Engagement for Large and SMEs (in order of the strength of the correlation with overall engagement) Small and Medium Employers Large Employers (Less than 100 employers) (100 employees or more) Base: 309 Base:665 I would recommend my company as a good place to work. I would recommend my company as a good place to work. My contribution is valued by my employer. My contribution is valued by my employer. I am motivated to do more than what is normally required for my job. I am motivated to do more than what is normally required for my job. I am proud to work at my company. I feel a strong sense of commitment to my company. I am proud to work at my company Overall job satisfaction. My job gives me a feeling of accomplishment. My job gives me a feeling of accomplishment. I feel a strong sense of commitment to my company. Overall job satisfaction. I feel that I am treated fairly at my company. I feel that I am treated fairly at my company.
  • 34. Large Employers – increase engagement Focus on communications and activities that support in employees a  sense of fair treatment  increased feelings of accomplishment  pride  commitment to the organization Employees of large organizations find value in being recognized for their contributions.
  • 35. Large Employers – increase engagement The drive for employees to go above-and-beyond expectations in large organizations is related to  Feelings of commitment to their employer  The willingness to recommend their employer  Feeling a sense of accomplishment in daily work Leverage these feelings by ensuring employees feel  their workload as reasonable  fairly treated  able to maintain work-life balance  flexibility in providing customer service
  • 36. Large Employers – increase engagement Employees of large organizations find value in being recognized for their contributions. This is supported by an employer: recognizing good performance encouraging strong, positive relationships with employees and their supervisor providing opportunities for employee learning and growth
  • 37. Small to Medium Employers – increase engagement Focus on communications and activities that support an employees ability to: Understand customer needs Understand employer goals Brainstorm new and improved methods of productivity Access opportunities for training and development
  • 38. Small to Medium Employers – increase engagement Employees of SMEs find value in contributing to a larger cause. Support this by  action and communication that emphasizes trust  making an effort to hear employee opinions  maintaining open, honest communication  ensuring employees feel treated with dignity, respect and fairness  encouraging work-life balance
  • 39. Compared to large organizations, SMEs are doing a better job of valuing employee contributions and encouraging outside-the-box solutions.
  • 40. Key Recommendations for Large Organizations Ensure Workloads are reasonable Employees feel fairly treated Employees have a strong sense of recognition and accomplishment
  • 41. Key Recommendations for SME Organizations Ensure Employees feel fairly treated Employees have flexibility to provide good customer service Employees maintain a work/life balance
  • 42. Overall Recommendations for all organizations Leverage key attributes by ensuring A feeling of accomplishment and recognition for good performance A feeling of fair treatment for all staff Employees can access opportunities to develop themselves to their full potential Alignment of work, employer and personal goals.
  • 43. For more information contact: Chris Stewart cstewart@eco.ca (403) 476-1950 www.eco.ca Special thanks are extended to the consultants Ipsos for conducting the research and analyzing the data collected through the survey.

Hinweis der Redaktion

  1. Compared to the National Employee Engagment benchmark, environmental employees:Are more likely to believe that their contribution is valued by their employer. Seventy-seven percent of environmental employees agree or strongly agree with this statement, as compared to only 58% of employed Canadians.They are more likely to state that they would recommend their employer as a good place to work (77% vs. the benchmark of 64%).Importantly, environmental workers are more likely to expend discretionary effort, one of the hallmarks of employee engagement. Eighty percent of environmental practitioners state that they are motivated to do more than what is normally required for their jobs, as compared to only 71% of Canadian employees.
  2. Environmental employees are more connected to their employers in terms of the emotional motivators than the average employed Canadian. They are 23 points above the benchmark when it comes to trust and 13 points above for being proud to work for their employer.The results for the rational motivations are mixed. Environmental employees report higher job satisfaction, but are less likely to agree or strongly agree that “All and all, I would say it “is worth it” for me, my family, and my career to work here”. Remuneration and job security appear to be concerns for environmental employees.
  3. Increasing employee engagement is proven to enhance organizational metrics, including financial performance indicators, employee retention and productivity.*The analysis of employee engagement segments is based on a quadrant segmentation performed on two variables:How much longer workers will stay with their current employer if given their own way; and,Overall employee engagement level.
  4. The Committed segment of employees is fully engaged and plan to stay with their current employer for three years or longer. At 49%, environmental employees are more likely to be in the Committed segment than are employees overall (40%). Environmental employees also have a greater tendency to fall into the Strategic Switchers segment—15% vs. 9% of employees overall. Strategic Switchers are fully engaged, however they do not plan to stay with their current employer.Compared to the workforce overall, environmental workers are less likely to be:Disgruntled—less engaged employees that do not plan to stay at their current employer; or,Detached—employees that plan to stay with their employer even though they are not fully engaged.
  5. Among environmental employees, Baby Boomers are more likely to be in the Committed segment than are either Millenials or Generation X employees. Among the youthful Millenials, there is a higher proportion that are Disgruntled (21%) or Strategic Switchers (17%). Generation X employees are as likely as Millenials to be Strategic Switchers (19%), and as likely as Baby Boomers to be Detached (24%).
  6. Engagement tends to increase with increased level of responsibility
  7. When environmental practitioners are asked which of three options best describes their career path, just over one-half are managing people or projects, while, 22% are “subject matter experts” and 19% are “technologists or technicians”.Those managing people or projects tend to be the most committed employees, while subject matter experts are a bit more likely to be Strategic Switchers or Detached. Technologies/technicians also tend to be less engaged.
  8. The proportion of committed employees is similar across different-sized organizations at around one-half. Those employed by large organizations (over 1,000 employees) are more likely to be Detached (32% of their employees), while those working for smaller companies are more likely to be Strategic Switchers, perhaps due to a perceived lack of opportunity for advancement within a smaller organization
  9. The slides that follow this slide – the charts were redone but some does not match the original slide – this info will be found in the ppt called a ‘A few additional slides’
  10. Environmental employees hold positive opinions of their employers’ corporate culture and communication attributes. The highest rated attributes are demonstating integrity, and having a safe and healthy work environment.For attributes for which national benchmarks are available, environmental employees’ scores are up to 20 points higher than those of Canadian employees in general.“My work and my employer’s goals align with my personal values” is a key driver of overall engagement for environmental employees (75+% agree). Overall, environmental employees hold positive opinions of their employers’ corporate culture. The highest rated attributes are demonstrating integrity and having a safe, healthy work environment.
  11. Environmental employees hold positive opinions of their employers’ corporate culture and communication attributes. The highest rated attributes are demonstating integrity, and having a safe and healthy work environment.For attributes for which national benchmarks are available, environmental employees’ scores are up to 20 points higher than those of Canadian employees in general.“My work and my employer’s goals align with my personal values” is a key driver of overall engagement for environmental employees (75+% agree). Overall, environmental employees hold positive opinions of their employers’ corporate culture. The highest rated attributes are demonstrating integrity and having a safe, healthy work environment.
  12. Discretionary effort – being motivated to go “above and beyond” job expectations – is a key driver in engagement. 80% of environmental employees (compared to 71% average) are motivated in this way. Environmental employees are only slightly above average when it comes to:Understanding how their work conrtibutes to the goals of their company;Working with employees who cooperate to get the job done; and,Having a clear understanding of internal/external customers’ needs.Environmental employees are much more likely to agree that there are usually enough employees to handle the workload (70% agree) than are Canadian employees (at 55%).
  13. Environmental employees are more likely to perceive that they are effectively managed than is the norm. They are especially likely to feel that their employer values their contribution (a key factor for engagement), and to feel encouraged to come up with new and better ways of doing things.
  14. Doing a good job of developing its people to their full potential is the top Training and Development priority, as it is a key driver of engagement. Environmental employees are significantly more positive than the average employee when it comes to Opportunities and encouragement to train/learn new skills Having the opportunity for growth and development Working for a company that is doing a good job of developing staff to their full potential
  15. Most environmental employees and Canadian employees in general agree that they are not personally subject to any form of harassment from other employees or customers. Only 5% to 6% disagree.Environmental employees are above average when it comes to work-life balance, having an employer that treats employees with dignity, respect and fairness regardless of their background or position, and feeling that they are fairly treated. Three-quarters of environmental employees also agree that the amount of work they are expected to do is reasonable.Treating employees fairly should be emphasized by employers of environmental workers, as there is a strong relationship between feeling that they are fairly treated and having a high level of engagement with the employer.
  16. The 5 key aspects of Job Satisfaction – those which have the greatest impact on employee engagement – are: Feeling of accomplishmentFeeling committed to employer Pride Willingness to recommend company as a good place to work Over satisfaction At least 75% of environmental workers are positive about all of these 5 key aspects.
  17. The 5 key aspects of Job Satisfaction – those which have the greatest impact on employee engagement – are: Feeling of accomplishmentFeeling committed to employer Pride Willingness to recommend company as a good place to work Over satisfaction At least 75% of environmental workers are positive about all of these 5 key aspects.
  18. Although environmental employees are more positive about many aspects of their jobs as compared to the Canadian workforce in general, this is not the case when it comes to the key elements of job security, and remuneration.Canadian employees overall are more likely to agree that it is worth it for them, their families and their careers to work with their current employer (77%) as compared to environmental employees (66%). Environmental workers provide levels of agreement that they are fairly paid that are similar to employees overall.Within these three important measures, the largest gap is for job security. Only 57% of environmental workers agree that they feel secure in their jobs, as compared to Canadian workers overall at 70%.Environmental workers are fairly positive in their assessment of their benefits program or package, with 70% rating it as excellent or good. They are less enthusiastic about their incentive/bonus system, with only 46% rating it as excellent or good.
  19. Although environmental employees are more positive about many aspects of their jobs as compared to the Canadian workforce in general, this is not the case when it comes to the key elements of job security, and remuneration.Canadian employees overall are more likely to agree that it is worth it for them, their families and their careers to work with their current employer (77%) as compared to environmental employees (66%). Environmental workers provide levels of agreement that they are fairly paid that are similar to employees overall.Within these three important measures, the largest gap is for job security. Only 57% of environmental workers agree that they feel secure in their jobs, as compared to Canadian workers overall at 70%.Environmental workers are fairly positive in their assessment of their benefits program or package, with 70% rating it as excellent or good. They are less enthusiastic about their incentive/bonus system, with only 46% rating it as excellent or good.
  20. Employers from small, medium and large companies can all have a positive effect on employee engagement by emphasizing the factors that have the most impact on their employees. These are also the ones over which employers tend to have the most control.
  21. Overall job satisfaction is higher in environmental employees (84%) than it is for average Canadian employees.