Big data busts top three myths of employee engagement and leadership
BIG DATA BUSTS TOP 3
AND LEADERSHIP MYTHS
For companies to be successful, employees must be engaged to perform, innovate and
drive business outcomes. We identified three key findings that can challenge some of
the beliefs concerning employee engagement and leadership.
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Employee engagement is low.
Contrary to popular reports, the global state of employee engagement is
actually fairly strong.
of employees around
the world are engaged .
People join companies, but leave
People might leave because of bad managers, but what most employees really need to stay
engaged is senior leaders who provide a clear vision for the future. The top driver of engagement
is directly related to the actions of senior leaders. Driving employee engagement cannot be
delegated to managers alone.
TOP DRIVER OF EMPLOYEE ENGAGEMENT:
Leaders who communicate a motivating vision of the
TOP DETERMINANT OF TURNOVER INTENTIONS:
Employees who cannot achieve career goals at the
organization and do not believe in the organizations future.
Economic conditions negatively impact
employees’ views of leadership
Even in some of the most challenging economic situations, senior leaders are able to inspire
confidence and motivate employees.
In the peak of economic
turmoil in 2009, employees
rated senior leaders more
positively than in 2008.
In addition, leaders in emerging and Q 0
challenged markets are typically rated 0
more favorably by their employees than 1
those in mature markets. i 2
mature emerging challenged
markets markets markets
Mature Markets = United States, United Kingdom, Australia, Germany, Japan, and The Netherlands; Emerging Markets = Brazil, Russia, China,
Mexico, South Africa, and United Arab Emirates; Challenged Markets = Egypt, Spain, and Greece
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these myth busters? :lE! !El:
Download our report for valuable guidance on the
importance of leadership in promoting employee
engagement for organizational success.
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IBM Smarter Workforce ibrn. corr1/srnctrterworktorce