36% Businesses that see employee engagement as a big challenge
80% Businesses that believe their recognization program is effective in employee engagement
75% Businesses that have a strategy and document plan for employee engagement
6% Businesses that neither have a strategy nor a document plan for employee engagement
27.40% Businesses that have a strategy and documented plan but have not seen an improvement in employee engagement yet
81% Businesses that rate their program as very effective
62.4% Percentage of organizations that offered gift cards for employee recognition
53.8% Percentage of organizations that offered cash for employee recognition
13% Businesses that do not use any technology to support their employee engagement program
80% Businesses that use technology platform to support their employee engagement program
42.7% Percentage of businesses that do not pay employees to cover the income tax liabilities of their recognition
37% Percentage of engaged employees who are looking for jobs or are watching for opportunities
56% Percentage of non-engaged employees who are open to new opportunities
73% Percentage of disengaged employees who are open to new opportunities
202% Percentage by which the performance of engaged employees exceed that of low-engaged employees
70% Businesses that use gamification to engage their team
90% Percentage of organization leaders who think an employee engagement strategy would help
43% Percentage of highly engaged employees who receive feedbacks at regular interval
2.5x The average revenue made by organizations with engaged employees compared to the average business
87% Percentage of highly engaged employees who are less likely to leave their jobs
36.80% Percentage of organizations that use an employee recognition software
68% Percentage of employees in logistics who are engaged (national average is 74%)
74% National average of employees who are engaged across industries
77% Percentage of employees who reported that they were more productive when working away from office
20-25% Percentage increase in productivity in organizations that have connected employees
30% Increase in employee productivity over the last five years
27% Percentage of engaged employees who are more likely to report excellent performance
68% The percentage drop in productivity with increase in workload when the employees feel that they don’t have enough time to complete their tasks
57% Percentage of employees who are very stressed and feel disengaged
230% Increae in the revenue of businesses that have highly engaged employees
18% Increase in customer retention when employees are highly engaged
18% Decrease in productivity when organizations have low employee engagement scores
96% The percentage of workers who say unnecessary emails waste their time
58% The percentage of employees who say poor management affects their productivity
50% Percentage of referred employees who stick at their jobs for atleast 5 years
53% HR professionals who say employee engagement increases when onboarding is improved
$11 billion Annual loss to US businesses due to employee turn over
50% Percentage of millennials who are considering another job opportunity even if they weren’t looking to leave
75% Percentage of employee turnover that were preventable
27% Percentage of employees changing their job every year
17% Employees who are actively job hunting
46% Employee passively looking for another job
34% Employees who say they plan to leave their job in next 12 months
18% Employees who are less confident about an employer taking care of them
92% Employees who say that having technology to do their job efficiently affects their work satisfaction
80% Employees who feel that they are highly engaged when their work was consistent with the core values
87% Employees who agree that they are highly committed with their organizatiom
83% Employees who stay with their organization when they were offered opportunities to face new challenges
76% Employees who work more than 36 hours a week
90% Employees who believe that their work enviroment improves their productivity
10% Increase in customer ratings where the workplace is highly engaged
20% Percentage increase in sales in highly committed work place
12% Increase in productivity when employees are happy
86% Percentage of millennials who say they would not leave their current position if they were offered career training and development
67% Percentage of millenials who leave their job when there is a lack of growth opportunities and leadership development
42% Employees who want to rate their employers C grade or lower
15% Employees who actively ask for more frequent feedbacks
14% Workers who admit that their company culture pushes them to quit their jobs
44% Employees who leave their job for better pay
12% Employees quit their job due to lack of appreciation
65% Employee engagement levels in 2017 (an all-time high)
34% Percentage of millennials who did not trust their direct managers
31% Millennials who feel that their organization does not set goals
48% Millennials who feel that their company focuses only on profits
39% Percentage of employees who work harder when they are happy in their workplace
58% Employees who quit their jobs because of negative office politics
12% Businesses that are happy with their current employee engagement
69% Fulltime employees who feel that distraction is their major problem in their workplace
75% Percentage of workers who experience greater productivity when they are at home
40% Employees who feel that flexible/remote work options reduce distractions
52% Employees who improve productivity when working remotely
70% Employees who believe that training helps them to focus better on their job
47% Organizations that believe that recent pension freedoms have led employees to being more engaged
42% Business that report that pensions have a positive impact on employee retention
44% Employees who leave their current position because of insufficient pay
75% Percentage of workers who carefully consider their childcare arrangements before accepting a promotion or a new job
11% Percentage of workers who refused a new job offer due to lack good work-life balance
83% Percentage of employees to whom health insurance is the deciding factor in quitting or staying at their current jobs
93% Percentage of non-profit employees who are engaged at work
60-70% Percentage of employee turnover that is voluntary
31% Percentage of retail employees who believe training helps them feel extremely engaged
60% Percentage of employees who say managers are responsible for implementing employee engagement strategies
36% Business that consider employee engagement to be more challenging than recruitment/retention and performance management
88% Organizations that planned to improve their employee engagement
$2400 Average increase in employee profits/year due to engagement programs
15% Percentage of workplace stress caused by coworker conflicts
24% Millennials who have worked at five or more organizations
70% Employees who believe training can help people block out distractions
36% Millennial workers who spend two hours or more checking their smartphones during the workday
50% Percentage of employees who quit their job because of bad managers
56% Workers who feel that their manager was promoted prematurely
34.8% Percentage of workers who quit their job for being underpaid
28% Percentage of people who believe they are in a good job
79% Percentage of UK workers who believe their manager does not care about their happiness
60% Percentage of employees who find meetings to be a distraction
60% Employees who took a job with a lower pay due to better benefits
19% Profeesionals who cite money as their main reason for job hunting
43% Career switch rate among HR Directors (the job with the lowest career switch rate)
8% The turnover rate among computer programmers and engineers which is the lowest among all
15% People who quit their jobs because of stress
References
http://go.maritzmotivation.com/benchmarks_study
http://hr1.silkroad.com/state-of-talent-2017
http://mediacenter.adp.com/news-releases/news-release-details/more-60-percent-employee-turnover-voluntary-surprising-employers?releaseid=1057969
http://mediacenter.adp.com/news-releases/news-release-details/more-60-percent-employee-turnover-voluntary-surprising-employers?releaseid=1057970
http://mediacenter.adp.com/news-releases/news-release-details/more-60-percent-employee-turnover-voluntary-surprising-employers?releaseid=1057971
http://www.shrm.org/research/surveyfindings/documents/workplace%20productivity%20poll%20findings.pdf
https://resources.globoforce.com/research-reports/findings-from-the-shrm-globoforce-employee-recognition-survey-employee-experience-as-a-business-driver
https://smith.queensu.ca/magazine/issues/winter-2014
https://www-01.ibm.com/common/ssi/cgi-bin/ssialias?subtype=wh&infotype=sa&htmlfid=low14335usen
https://www.bls.gov/news.release/prod2.toc.htm
https://www.business2community.com/strategy/roi-employee-engagement-7-stats-need-know-01573138#zymqvmb8hu5gsbru.99
https://www.colloquy.com/loyalty-strategies/for-loyal-customers-look-to-your-employees/
https://www.cornerstoneondemand.com/company/news/press-releases/new-research-reveals-biggest-productivity-killers-america%e2%80%99s-workforce
https://www.forbes.com/sites/victorlipman/2013/01/18/why-are-so-many-employees-disengaged/#54d9f18b1e22
https://www.gallup.com/workplace/236351/star-employees-slipping-away.aspx
https://www.hrdive.com/news/survey-work-perks-are-gaining-on-traditional-benefits/532350/
https://www.kenan-flagler.unc.edu/executive-development/about/~/media/e93a57c2d74f4e578a8b1012e70a56fd.ashx
https://www.mckinsey.com/industries/high-tech/our-insights/the-social-economy
https://www.towerswatson.com/en/press/2014/09/workplace-stress-leads-to-less-productive-employees
