Does employee engagement depend on position level?

Deel van een artikel van Andy Nelson op, juni 2016

Does Employee Engagement Depend On Position Level?

The simple answer to that question is yes. Employee engagement levels change depending on the position level of the employee. But yesdoes not address the complexity of the issue.

To get a feeling of whether or not this is a real issue affecting companies and what lies behind it in terms of management tactics, organizational culture and employee motivation, we started by looking at the available data.

By the Numbers

According to Quantum Workplace, the engagement increases as employees gain higher level positions within the company. This leaves about 63% contributors feeling engaged and about 90% of executives feeling engaged.


Source: Quantum Workplace 2016 Employee Engagement Trends

 Additionally, a recent Gallup poll from 2015 found that only about 30% of workers feel engaged, while only 35% of managers feel engaged. In fact, 51% of managers are not engaged and 14% are actively disengaged, while 52% of workers are not engaged and 18% are actively disengaged.

In another recent study by Brian Solis and The Jostle Corporation, researchers investigated how engagement programs impact the engagement levels of employees and executives. Without programs, employees placed their engagement at 4.7 out of 10, while executives placed it at 5.2 out of 10. With engagement programs the scores were about one point higher.



Source: The Engagement Gap: Executives and employees think differently about employee engagement

Putting the numbers together

While the results of the three studies are not exactly the same, the message is clear:

Managers feel more engaged than employees


Overall engagement is very poor.

While the numbers tell us that position level does change engagement, the research does not really tell us why it is like that and how it got that way. Although there are some factors that may play a role in the results, it’s hard to give a definitive answer without more data and research.

But that doesn’t stop us from trying to get closer to the “why” of the matter, based on what we’ve learned so far. Let’s look at some of the factors behind the data and try to understand what’s behind these discrepancies in engagement levels across job positions.


  • Executive Disconnect
  • Leadership Skills
  • Social Leadership
  • Sense of Purpose
  • Employee Resources
  • Job titles
  • Control of Position Level


Lees een toelichting op deze factoren met bijbehorende grafieken in het originele artikel.

While the current state of employee engagement seems a little depressing, many of the skills related to social leadership have the potential to have huge impacts on the engagement levels of all employees, potentially creating an organization where lower level employees are as equally engaged as higher level employees.

The more that all employees, regardless of position, care about each other, learn from each other, communicate and collaborate effectively, create a system of values and purpose, and use their strengths, the more engaged and successful individuals will feel and the company will be.

Bron: klik hier