5 Crucial Aspects Of Employee Engagement In Corporate eLearning You Must Know
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Important Aspects Of Employee Engagement In Corporate eLearning You Must Know

The statistics are clear, employee engagement is a major challenge in every industry. In the eBook The Definitive Guide To Understanding And Achieving Employee Engagement, BizLibrary provides data that will be very enlightening to HR and learning and development professionals. Employee engagement in corporate eLearning can be difficult to define and even harder to measure.

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This comprehensive guide will help you kick off your employee engagement program.

Simply defined, employee engagement, or the lack thereof, is equal to employee morale. Morale is usually a symptom of the cultural environment at your organization, including both leadership and employees. An engaged workforce possesses the necessary skills, knowledge and expertise to do their job. Employee engagement in corporate eLearning is important, and disengaged employees cost their employers money. So, how can you work to engage the employees that you work so hard to develop? The free eBook The Definitive Guide To Understanding And Achieving Employee Engagement provides actionable tips your organization can begin using right away to improve the levels of employee engagement in corporate eLearning.

According to the Global Human Capital Trends 2016 Report by Deloitte, employee engagement is an aspect of workplace life that can and should be continuously monitored in a proactive way [1]. It is about the future of an organization and it is a measure of corporate health. It is also a key window into the potential for future issues and workers’ support for change. As David Zinger, Employee Engagement Speaker put it “Employee engagement is the art and science of engaging people in authentic and recognized connections to strategy, roles, performance, organization, community, relationship, customers, development, energy, and happiness to leverage, sustain, and transform work into results.”

BizLibrary’s free eBook The Definitive Guide To Understanding And Achieving Employee Engagement provides insights into 5 significant aspects of employee engagement in corporate eLearning.

1. Three Levels Of Employee Engagement In Corporate eLearning

In one of the most comprehensive reports ever published on the subject, Gallup estimates that active employee disengagement costs the U.S. economy $450 billion to $550 billion per year [2]. Gallup’s data-driven report identified three different levels of engagement. The first level is “Engaged”. Employees exhibit a “profound connection” to their employer. Some commentators view engagement as the level of discretionary effort these employees exert. Gallup goes on the note that these employees “drive innovation and move the organization forward.” The second level is “Not Engaged”. This level comprises of employees who are emotionally “checked out.” The third level is “Actively Disengaged” and it includes employees who aren’t just unhappy at work, but are actually undermining the efforts of those around them.

2. Employee Engagement By The Numbers

70% of US workers are not engaged at work. 40% of employees say they don’t receive regular, clear feedback on their performance from their manager. 33% of employees think their managers fail to effectively communicate goals. Even companies scoring in the top 10% on employee surveys register only about 38% of their employees are fully engaged [3].

3. Characteristics Of Each Level Of Employee Engagement In Corporate eLearning

Three out of ten employees are actively engaged at the workplace. When employees are engaged, they’re actively helping the organization meet business goals and are committed to the company and its values. Engaged employees are consistent high performers who are motivated, take initiative, communicate well and help others and do it all with positive attitude. These employees are always looking to improve processes and efficiency and use training to improve their skills.

On the other hand, five out of ten employees are disengaged. You probably know who is already disengaged at your organization, but here are some benchmarks for those you’re unsure of. Disengaged employees do what’s required, but they’re not going to go the extra mile, their performance is only satisfactory. These employees are satisfied with themselves as-is, so they’re willing to put in the hours, but not the energy. They have no initiative or emotional commitment to the task at hand. Two out of ten employees are actively disengaged at work. These are more than just disconnected workers, they’re miserable at their jobs. These employees are angry at their employer. Remember, misery loves company. Water cooler conversations become a gripe session and these employees are actively working against the organization and undermining their co-workers. These people are likely to pass around negative rumors and sabotage projects.

4. Employee Engagement By The Generations

With older generations staying in the workforce longer, engagement becomes more complex. Younger generations require different engagement techniques than more tenured ones. Most companies aren’t doing what it takes to engage the younger generations; those who are looking for more flexible hours, desire to work remotely and are striving to find their passion.

5. Ways To Improve Employee Engagement In Corporate Learning

It is absolutely essential to measure employee engagement and work with data. You can use surveys and tools to create a benchmark for how engaged your employees are now. There are plenty of tools to choose from, including Gallup’s Q12, Kenexa’s Survey, Accord Management System and HR Solutions’ Sweet 16. However, there also alternative direct measures. First, paying attention to the number of network connections and time spent with people outside of the immediate team or region. The amount of work that occurs outside of normal working hours is also important. The percentage of participation in ad-hoc meetings and initiatives vs. recurring meetings and processes is equally noteworthy. Last but not least, time spent collaborating with customers outside of normal scope of work is crucial.

Employee engagement in corporate eLearning is a matter of the utmost importance. BizLibrary’s free eBook The Definitive Guide To Understanding And Achieving Employee Engagement is the ultimate tool to improve employee engagement in your corporate eLearning program and reap its full benefits.

Managerial positions are key in improving employee engagement in corporate eLearning. Read the article How To Train Managers To Achieve Employee Engagement In Corporate eLearning and get all the information you need to train your managers to engage employees.

References

  1. Deloitte Global Human Capital Trends 2016
  2. Gallup State of the American Workplace 2013
  3. Sheridan, K., (2012), Building a Magnetic Culture: How to Attract and Retain Top Talent to Create An Engaged, Productive Workforce, McGraw-Hill Books, USA

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  1. Free eBook: The Definitive Guide To Understanding And Achieving Employee Engagement
  2. How To Train Managers To Achieve Employee Engagement In Corporate eLearning
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