{"id":386,"date":"2017-08-19T18:57:30","date_gmt":"2017-08-19T16:57:30","guid":{"rendered":"https:\/\/www.hpbbnieuws.nl\/?p=386"},"modified":"2017-08-19T18:57:30","modified_gmt":"2017-08-19T16:57:30","slug":"does-employee-engagement-depend-on-position-level","status":"publish","type":"post","link":"https:\/\/www.hpbbnieuws.nl\/?p=386","title":{"rendered":"Does employee engagement depend on position level?"},"content":{"rendered":"

Deel van een artikel van Andy Nelson op gethppy.com, juni 2016<\/em><\/p>\n

Does Employee Engagement Depend On Position Level?<\/h2>\n

The simple answer to that question is\u00a0yes<\/em>. Employee engagement levels change depending on the position level of the employee. But\u00a0yes<\/em>does not address the complexity of the issue.<\/p>\n

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.<\/p>\n

By the Numbers<\/h3>\n

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.<\/p>\n

\"Does-Employee-Engagement-Depend-on-Position-Level-1\"<\/p>\n

Source: Quantum Workplace\u00a02016 Employee Engagement Trends<\/a><\/p>\n

\u00a0<\/strong>Additionally, a recent\u00a0Gallup poll<\/a>\u00a0from 2015 found that only about\u00a030% of workers feel engaged,\u00a0<\/strong>while only\u00a035% of managers feel engaged<\/strong>.\u00a0In fact, 51% of managers are not engaged and 14% are actively disengaged, while 52% of workers are not engaged and 18% are actively disengaged.<\/p>\n

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.<\/p>\n

\"Does-Employee-Engagement-Depend-on-Position-Level-2\"<\/p>\n

\"Does-Employee-Engagement-Depend-on-Position-Level-3\"<\/p>\n

Source:\u00a0The Engagement Gap<\/a>: Executives and employees think differently about employee engagement<\/p>\n

Putting the numbers together<\/h3>\n

While the results of the three studies are not exactly the same, the message is clear:<\/p>\n

Managers feel more engaged than employees<\/em><\/p>\n

and<\/p>\n

Overall engagement is very poor<\/em>.<\/p><\/blockquote>\n

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\u2019s hard to give a definitive answer without more data and research.<\/p>\n

But that doesn\u2019t stop us from trying to get closer to the \u201cwhy\u201d of the matter, based on what we\u2019ve learned so far. Let\u2019s look at some of the factors behind the data and try to understand what\u2019s behind these discrepancies in engagement levels across job positions.<\/p>\n

Factors<\/h2>\n