company loyalty and employee engagement

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Kelly Global Workforce Index 2010

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The Kelly Global Workforce Index is an annual survey revealing opinions about work and the workplace from a generational viewpoint.

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Page 1: Company Loyalty and Employee Engagement

Kelly Global Workforce Index 2010

Page 2: Company Loyalty and Employee Engagement

Background Information

The Kelly Global Workforce Index (KGWI) is an annual survey conducted by Kelly Services in order to obtain insight on the greater workforce.

Each year, the survey reveals a wide array of opinions about work and the workplace from a generational viewpoint. In doing so, some of the most current, newsworthy topics in the staffing industry are disclosed.

In 2010, Kelly surveyed approximately 134,000 people throughout 29 countries in North America, Asia Pacific, and Europe.

Last year, Kelly won the MarCom Gold Award in the research/study category for this report.

Most importantly, Kelly knows employment and wants to help you better understand your workforce during the coming years.

Page 3: Company Loyalty and Employee Engagement

Employee Loyalty Rises During Global Economic RecessionAs managers strive to boost employee productivity and reduce turnover,they may ask themselves a variety of questions. Kelly Services conducted the Global Workforce Index to specifically help managers answer these questions and attain future organizational success.

Why are some employees generally loyal to their companies, while others are not? How loyal are my employees?

Are my employees truly engaged in the work they do? How do my employees’ loyalty and engagement levels compare to the

rest of the world? What am I doing to prevent increases in loyalty and engagement? What can I do to boost the loyalty and engagement of my employees? How does the reputation of my company effect my employees?

Page 4: Company Loyalty and Employee Engagement

Company Loyalty

RecessionDue to the downturn of the economy, 27% of survey respondents are now more loyal to their company than before. The inability to find a new job during the recession led to a fear of resignations, causing employees to become more attached to their company.

High LoyaltyPositive management typically leads to high employee loyalty, as indicated by the KGWI.

Low LoyaltyMeanwhile, on the other hand, poormanagement may be a direct cause oflow employee loyalty throughout the nation.

As a result of the recession, are you more or less loyal to your employer?

Page 5: Company Loyalty and Employee Engagement

Employee Engagement

CommitmentEmployee engagement is the commitment of an employee to their company. The moreenergized an employee is, the more committed they typically are to their jobs and employers. In fact, only 41% of survey respondents say they are totally committed to their organization. That’s certainly a low number, especially when you consider the other 59% who are not totally committed.

High CommitmentWhen the work is interesting andchallenging, the engagement level is higher because the employee feels more valued to the company.

Low CommitmentLack of advancement opportunities and poor management tend to hinder the 59% who are under committed.

What one factor would be most likely to

cause you to leave your organization?

Page 6: Company Loyalty and Employee Engagement

Corporate Reputation

Career DecisionsA key element in evaluating career decisionsis corporate reputation. It is an integral factor in determining whether or not employees will remain loyal to their companies.

Important Factors Quality of management and leadership

(according to 38% of survey respondents)

Quality of products and services offered (33% of respondents).

What level of confidence do you have in your current company’s ability to be a good

corporate citizen and act responsibility?

Page 7: Company Loyalty and Employee Engagement

What You Can Do - Management

Without a doubt, management can influence employee loyalty and engagement levels.

Poor management can lead to a decrease in loyalty, while reputable management will likely lead to an increase.

It is extremely important for managers to understand their employees’ needs and career goals in order to learn what they desire most as they continue to work for their organizations.

Page 8: Company Loyalty and Employee Engagement

What You Can Do - Communication

If you, as a manager, can learn to communicate effectively to your employees, your top talent will likely be more loyal and engaged to you and your company in the future.

It is important to recognize employees’ hard work and to help them understand how their jobs affect the future success of your organization.

Employees need to know how much they are valued.

Page 9: Company Loyalty and Employee Engagement

What You Can Do - Conduct Your Own Survey

Conduct your own survey internally to see exactly where your employees stand.

It is important to understand what you are doing well and how you can improve in order to help your company achieve future organizational goals and reach peak productivity.

Page 10: Company Loyalty and Employee Engagement

Contact Us More information on the Kelly Global Workforce Index

Loyalty and Engagement Webinar

More information on Kelly Services

Contact a Kelly branch in your area