Company Loyalty and Employee Engagement

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

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

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  • 1. Kelly Global Workforce Index 2010
  • 2. 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 .
  • 3. Employee Loyalty Rises During Global Economic Recession
    • As 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 ?
  • 4. Company Loyalty
    • Recession
    • Due 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 Loyalty
    • Positive management typically leads
    • to high employee loyalty , as indicated
    • by the KGWI.
    • Low Loyalty
    • Meanwhile, on the other hand, poor
    • management may be a direct cause of
    • low employee loyalty throughout the nation.
    As a result of the recession, are you more or less loyal to your employer?
  • 5. Employee Engagement
    • Commitment
    • Employee engagement is the commitment of an employee to their company. The more
    • energized 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 Commitment When the work is interesting and challenging, the engagement level is higher because the employee feels more valued to the company . Low Commitment Lack 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?
  • 6. Corporate Reputation
    • Career Decisions
    • A key element in evaluating career decisions
    • is 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?
  • 7. 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.
  • 8. 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.
  • 9. 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.
  • 10. 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