It’s now a few years since David McLeod and Nita Clarke’s ‘Engage for Success’ report came out, and they have inspired several high profile employers to promote the Engage for Success movement. Their recent review has identified four ‘enablers for engagement’: strong strategic narrative, engaging managers, employee voice and organisational integrity. They point to the ever-growing body of solid evidence showing the link between engagement and higher performance and profitability.
Engaging Employees After the Honeymoon Period – Gallup Business Journal
For many employees, the first six months at a new job are the best. After that? Not so much. In fact, workers are typically more engaged during this “honeymoon period” than they will be at any other stage in their employment with a company. When Gallup analysed engagement by employees’ length of service, the research showed that though engagement peaks during those first six months, only half (52%) of employees are engaged at this point, while 40% are not engaged, and 8% are actively disengaged. This suggests that there’s room for improvement in how companies bring new employees on board.