75% of Australian workers are either in two minds about their job or worse still, are completely disengaged.

The high price ofdisengagement

Your employees might be physically present, but what if they’ve emotionally and mentally checked out?

Disengagement costs the national economy a whopping $54.8 billion per year

Can you afford ‘sleep walking’ employees?

What leads to disengagement? There’s no single answer, but avoid these common pitfalls.

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24%are

engaged

60%are not

engaged

16%are actively disengaged

?

Less profitable

Less innovative Less likely to stayLess commited to CS

81% of the engaged are willing to provide positive recommendations of their

employer’s services, compared to 18% of the

actively disengaged.

Less loyal

Engaged employees are 5x less likely than disengaged employees to have a safety incident and 7x less likely to have an incident resulting in

time off.

Less safe

Organisations with highly engaged employees achieve 2x the annual net income of

organisations whose employees lag behind on

engagement.

60% of engaged employees say their job sparks creative ideas compared to just 3%

of the disengaged.

65% of all lost customers can be traced back to a disengaged employee.

Employees with lower engagement are 4x more likely to leave their jobs

than those who are highly engaged.

A disengaged employee

can disrupt company culture and positive levels of engagement amongst peers if they choose to publicly express their disdain towards their employer.

It only takes one bad apple

5 ways you can increaseengagement with recognition

6.5.4.3.2.1.Not providing a purpose or

clear direction

Make your values known…

The only one driver of engagement constant across all countries is

‘commitment to organisational values.’

…then recognise the behaviours that align

with your values

“An organisation becomes what it

rewards.”

Put emphasis on the positives

Managers who focus on their employees’ strengths have the

most engaged workgroups with 43% engaged and only 4% actively disengaged.

Ensure managers show gratitude

Workers in organisations with

higher business value agree that their

“immediate manager recognises and

appreciates good work.”

Find out what inspires them

A 10% improvementin employee attitude

can boost productivity by 5%.

Relying too heavily on pay as a motivator

Providing tasks that

don’t match education

or skill

Poor relationships

with managers

Offering no recognition for achievements

Not facilitating personal

growth or career

progression

Sources: http://www.hcamag.com/hr-news/employee-disengagement-costs-31-5-billion, Research from The Gallup Organisation, Gallup Poll, "Worker Attitudes, Worker Behavior and Productivity” by J.R. Norsworthy and C.A. Zabala, HR Zone online, Gallup Business Journal, ‘Employee Engagement – A Roadmap’, White Paper, TemboSocial, ‘The Loyalty Deficit’ Hay Group, http://www.theaustralian.com.au/national-affairs/australians-disengaged-at-work-report/story-fn59niix-122673543589, Effective practice guidelines: Employee engagement and commitment. SHRM, Driving performance and retention through employee engagement. Corporate Leadership Council, The Impact of Employee Engagement. Kenexa, Towers Perrin Global Engagement Study, Sally Cornish - Mercer Human Resource Consulting