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10 Surprising Employee Engagement Statistics for 2015

/ 5.26.15



A lot of different variables—including company size, industry, and geographic location—affect employee engagement statistics. Some stats are predictable. But others aren't at all what you'd expect. Here are 10 surprising employee engagement stats from our 2015 Employee Engagement Trends Report.



1. Employee engagement declined to its lowest point in eight years.
The previous three years, engagement had improved as we recovered from the recession. But despite an improving economy, in 2014, engagement declined from 68.0 percent to 65.9 percent engaged.


2. Engagement hit low point, but so did percent of hostile employees.
Engaged employees declined but so did actively disengaged employees. So what gives? Well, employees moved to the middle. They aren’t necessarily trying to leave, but something is holding them back from full engagement.


3. More employees said it would take a lot to get them to leave their employer.
Not something you expect to see improve when engagement declines. While other retention-related items declined, this one had a slight improvement. It might be a smart time to start collecting feedback from exiting employees before retention follows the engagement decline.


4. Regular performance feedback isn’t happening.
Ok, maybe this isn’t so surprising. But it is alarming. One in five employees are not confident their manager will provide regular, constructive feedback. AND this item was one of the top five most declined areas in 2014. Sounds like more companies need performance motivation tools.


5. The West improved engagement while other regions declined.
While 75 percent of the cities measured saw engagement decline, those in the West actually improved, following the South as the second most engaged region with 65.2 percent of employee engaged.

6. Nonprofit workers are some of the least engaged.
If you’ve studied engagement trends, this is no surprise. But it’s something I can’t get over. One would think the altruistic types drawn to nonprofit work would be highly engaged, working for a great cause. But the data tells us the sacrifice (low salaries, long hours, poor management) isn’t worth it.

7. Women feel undervalued.
Women were far more likely than their male counterparts to fall in the middle with lower engagement. The biggest areas of difference were when asked about fair pay, recognition, and advancement opportunities.


8. Millennials transition away from being “Generation Me.”
Believing the organization will be successful in the future has been a top three driver for employees 35 years old and older, while millennials have ranked it much lower (10th in 2013), preferring items related to personal development. However, in 2014, the driver rose drastically in importance for millennials (ranking 4th), while understanding their personal fit into the organization’s future dropped from ranking 3rd to 9th.


9. Hourly workers’ engagement declined at a much greater rate than executives’.
Executives declined on favorability on only 22 percent of the survey items, while hourly employee declined on 70 percent of survey items. Hourly employees declined in favorability as much as 12 times more on individual survey items compared to executives.


10. An interesting and challenging job is the number one driver for marketers.
Job satisfaction doesn’t typically rise to the top as an engagement driver when compared to other factors, but that’s not the case for marketers. Maybe it’s because we have the coolest job? Finance was the only other department to put this driver in their top five.

You've learned the startling statistics. Now learn what you can do about it.
Check out this webinar where Jason Lauritsen and three expert panelists dive into the research and give you best practices for how to increase employee engagement in your organization.

Employee Engagement Trends Report! Get the latest research and trends on engagement.



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