This document discusses three levels of employee engagement - actively disengaged, disengaged, and engaged. Most American workers are disengaged. Gallup research found the least engaged groups are middle-aged, college-educated American men. The document recommends ways for employers to improve engagement, such as making employees' expectations and responsibilities clear, providing tools for success, valuing their opinions, and frequently recognizing good work. Non-financial motivators like praise from managers are more effective than financial incentives at engaging employees.

1. How Can You Keep Employees
Motivated at Work?
OPERATION:
EMPLOYEE ENGAGEMENT

2. According to Gallup, there are three levels of employee engagement that are
key indicators of a worker’s satisfaction.
WHERE DO YOUR EMPLOYEES FIT IN?
SOURCE: Gallup, “State of the Global Worker Report,” 2013.
ACTIVELY DISENAGED:
These workers have detached
from your organization and
stopped producing high
quality work.
1. 2. 3.ENGAGED:
These workers are
committed to your
company and want
to drive innovation.
DISENGAGED:
These workers lost the
passion and energy they
once showed towards
your organization.

3. DISENGAGED
THE SAD TRUTH: MOST AMERICAN WORKERS ARE DISENGAGED
WHO ARE THE LEAST ENGAGED IN THE WORKFORCE TODAY?
Age
72% Men
66%
High school
or less
67%
Technical,
vocational, or
some college
72%
College
graduate
70%
Postgraduate
Millenials
30% 52% 18%
SOURCE: Gallup, “State of the Global Worker Report,” 2013.
PERCENT WHO ARE DISENGAGED/ACTIVELY DISENGAGED
ENGAGED ACTIVELY DISENGAGED
67% Women
67%
72%
73%
59%Traditionalists
Baby Boomers
Generation X
MIDDLE-AGED...COLLEGE-EDUCATED... AMERICAN MEN...

4. SOURCE: Gallup, “Work and Education Survey,” 2013.
ENGAGED
NOT ENGAGED
ACTIVELY DISENGAGED
CONTINUE IN CURRENT JOB TAKE A DIFFERENT JOB STOP WORKING
41% 40%
25% 33%
12% 25%63%
42%
20%
PRODUCTIVITY GOES UP... AND SO DOES LOYALTY...
of U.S. employees say they’re
motivated to work harder
when their boss shows
appreciation for their work.
More than half of U.S. employees
report they would stay longer at
their company if they felt more
appreciation from their boss.
81% 53%
WHEN YOUR EMPLOYEES ARE APPRECIATED AND CAPTIVATED AT WORK...
ENGAGED WORKERS WOULD EVEN STAY IF THEY WON THE LOTTERY
If you won $10 million dollars in the lottery, would you continue to work?

5. Praise and acknowledgment have been shown to have a more positive effect
on employee engagement than financial motivators such as cash bonuses.
THE CURE TO OFFICE DETACHMENT: A “JOB WELL DONE”
SOURCE: Badgeville, “Employee Recognition Study,” 2013.
FINANCIAL
MOTIVATORS
NON-FINANCIAL
MOTIVATORS
PRAISE AND
RECOGNITION
FROM A MANAGER
PRAISE AND
RECOGNITION
FROM PEERS
OPPORTUNITIES
FOR GROW TH
Only 14% said they would prefer
to be recognized with a reward or
a gift over $1,000.
88%
76%
76%

6. 4 Easy Ways to Improve Employee Engagement
THE NEXT STEPS:
Make sure employees
know what is expected
from them at work.
Give them the best
tools to be successful
at their jobs.
Ensure them that
their opinions matter.
Provide frequent
recognition to them
for a job well done.
SOURCE: Gallup,“State of the Global Worker Report,” 2013.
Listening to your employees and gathering feedback
is a main component of increasing engagement.
One way to accomplish this is with an enterprise
social network that fosters real-time communication
and better opportunities for recognition.
1. 2. 3. 4.

7. To find out how Socialcast can help you praise and recognize your employees
and foster an engaged work enviroment
CHECK OUT BLOG.SOCIALCAST.COM