Companies that want to improve employee engagement and business results need to look closely at what inspires their employees and how to best harness that.
, just about one-third of U.S. employees are engaged on the job. That number drops to 13% worldwide, and has held steady for years. Many companies are investing heavily to identify what leads to high engagement in order to motivate employees, thereby increasing their happiness and productivity.
Working with two Fortune 100 companies, we looked to test the assumption that highly engaged employees are more productive. The lack of good productivity metrics for most knowledge worker functions makes it difficult to quantify output at an individual level, so we turned to our Microsoft Workplace Analytics product, which uses de-identified calendar and email data to look for a relationship between inputs and engagement.
For the most part, this correlation suggests that the way they measured employee engagement translated at least in part into how much time and energy employees were willing to put into the job. However, when we looked at employees working extremely long hours , engagement scores dropped off rapidly, which is likely an indication of overwork, so high engagement will only take one so far.At the second company, the data told a different story.
Not working long hours with a low engagement score. Their low engagement scores could indicate that these folks are also at risk of leaving, but their low working hours suggests that losing some of these people might not be a bad outcome for the company.
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