Federal worker satisfaction and commitment are at their lowest levels according to surveys. Only 38% of employees believe survey results will lead to changes, and less than half participated. Scores on leadership questions decreased in 2013, with only 41% saying leaders generate high commitment. Beyond budget issues, engagement is low worldwide with only 30% of American employees actively engaged. Disengaged employees have lower productivity and innovation while actively disengaged employees may have conduct issues. Leaders must understand what motivates employees, model desired behaviors, and actively engage all levels to create shared accountability and engagement.

1. Fostering public service excellence
through fully engaged employees and
committed, purposeful leadership
Passionate Public Service®
Public sector talent development solutions
Engaging on Employee
Disengagement

2. Federal Worker Satisfaction and Commitment
at Lowest Levels Ever
Source: Partnership for Public Service
57.8%
in 2013

3. Survey response rate was up slightly from 2012 . . .
Source: Office of Personnel Management (OPM)
But, only 38% of employees have confidence that anything
will be done with the survey results.
38%
Federal Employee Viewpoint Survey (FEVS)
Less than
half of all
federal
employees
participated

4. Source: Office of Personnel Management (OPM)
And, even fewer are overall satisfied with their
organizations.
56%
Fewer are recommending their organizations as great
places to work . . .
63%
Declining Satisfaction with Organization

5. Source: Office of Personnel Management (OPM)
While sequestration and budget uncertainty have played
a role, those aren’t the only issues . . .
Beyond Budget Troubles
Scores on ALL of the
Leadership questions
decreased in 2013.
Only 41% of employees say
leaders generate high
levels of commitment and
motivation.

6. Source: GALLUP Business Journal
Only 30% of American
employees are actively
engaged at work – this
figure drops to 13% for all
employees worldwide.
Of the other 70% of American
employees:
• 52% - Not Engaged
• 18% - Actively Disengaged
Three Types of Employees

7. DisengagedEngaged
 Productivity
 Customer service
orientation
 Commitment
 Innovation
 Retention
 Resilience
Actively
Disengaged
 Likely poor
performance
 Potential conduct
issues
 Formal and informal
complaints
 Interference
 Resistance
Engagement Impacts

8. Ideas for Positively
Impacting Employee
Engagement
“The greatest asset of any nation is the spirit of its people, and the
greatest danger that can menace any nation is the breakdown of
that spirit – the will to win and the courage to work.”
-- George B. Cortelyou
First Secretary of Labor and Commerce, 1903

9. Engagement is subjective
and begins with a single
employee.
Gaining a better understanding of what motivates people
supports managers in better managing and leaders in
better leading. One size does not fit all all, nor does one
style suit all. Be intentional about discovering what works
and diligent and flexible in applying what you discover.

10. That which we feed grows,
so be intentional about
your focus.
Authentically modeling and rewarding desired
organizational behaviors are exponentially more
effective at bringing about change than highlighting or
emphasizing undesirable behaviors. And, actively
engaging all levels of the organization in identifying and
defining desired behaviors can create a culture of shared
accountability and foster active engagement.

11. Acknowledge what you’ve
heard and commit to act.
Employees are experiencing survey fatigue and have
little confidence that managers are even listening
(reading). Finding constructive ways to engage on
what employees are sharing will positively impact the
usability of the information they share and their
continued willingness to engage.

12. Five Actions for a More Engaged Workforce
Engaged
Employees
Leverage
employees’
perspectives.
Focus at the
work group
level.
Select the
right
managers. Coach and
then hold
managers
accountable.
Weave
engagement
into daily
interactions.

13. Additional Ideas for Managers
Benchmark and
review results
annually – trends
matter.
Compare results
to relevant
comparison
groups for
context.
Leverage other
feedback
sources for
more holistic
view.

14. Not engaging is not an option . . . and, how you engage matters.
BE INTENTIONAL.

15. Pivotal Practices Consulting LLC
“Organizational Consulting for Sustainable Performance Excellence”
Please be in touch if we can support you in
enhancing your organization’s engagement
levels. We offer consulting, coaching and team
engagements targeted to sustainable
performance excellence.
(301) 220-3179 phone
info@pivotalpractices.com email
www.pivotalpractices.com