Arlington, Va., April 12, 2023 /PRNewswire/ — Nearly half (45 percent) of U.S. workers say employers are not investing in employee engagement, according to a new Eagle Hill Consulting national survey. The research comes as employers continue to grapple with managing employee engagement and performance amid in-person, hybrid and remote work environments.

The survey also found that employees believe that employee connection improves job performance. Employees say that feeling connected to their work affects their ability to get the job done (60 percent), quality of daily work (58 percent), willingness to go above and beyond (55 percent), and ability to serve customers (47 percent).

When it comes to the impact of connectedness on job satisfaction, 48 percent of workers say that connectedness to their work influences their decision to stay or leave their job.

Read the research.

“What we’re seeing is that organizations are looking at employee engagement very narrowly, defining it only in terms of employee relationships,” said Melissa JJ, president and chief executive officer of Eagle Hill Consulting. “Employee connection is about much more than organizing happy hours and social events. Instead, employers should take a big-picture, strategic view. Employee connection is about fostering a workplace where employees feel connected not only to people, but also to their work, the organization. . , and culture.”

“Today’s work environment is complex — labor shortages in some industries, layoffs in others, and greater demand for hybrid and home work. Given these challenges, organizations are wise to make meaningful investments in employee engagement to improve retention, increase job satisfaction, and organizational performance. increases. And any employee engagement strategy implemented should be based on what employees say they value: connection to work and organizational purpose,” says Jeziore.

Five ways employers can improve employee engagement:

  • Reimagine the employee connection. Look objectively at programs that are already in place that enhance connections between people, across day-to-day work, and with the larger organization. Identify what is working, gaps and impact of change.
  • Ask employees what they need and listen. Check in with employees through surveys and focus groups to uncover areas for improvement and solutions.
  • Identify organic and inorganic opportunities to connect. Creating spaces and opportunities for connection requires thought and some orchestration, especially when employees are working remotely and not in a shared physical space.
  • Create a sense of purpose with a strong vision for the future. Given the rapid pace of social change, it is important to assess whether the current organizational approach is still relevant and reset it if necessary. Ultimately, this ensures that employees feel more connected to their work.
  • Make the business case for investing in improving employee engagement. When communicating the business value of connectivity, emphasize talent retention, quality results, improved customer service, improved employee morale, and greater collaboration and innovation.

Read more about increasing employee engagement.

These findings come from the 2023 Eagle Hill Employee Engagement Survey. Ipsos conducted the survey online during the week January 3-5, 2023and included 1,362 respondents from a random sample of workers across the United States

Eagle Hill Consulting LLC A woman-owned business providing non-traditional management consulting services in the areas of strategy and performance, talent and change. The company’s expertise in providing innovative solutions to unique challenges spans the private, public and non-profit sectors. A leading authority on employee sentiment, headquartered in Eagle Hill Washington DC Employees and offices throughout the metropolitan area, United States Boston And Seattle. More information is available at

Source Eagle Hill Advice

By admin

Leave a Reply

Your email address will not be published. Required fields are marked *