Graphs from state of american workplace
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- Gallup estimates that active employee disengagement costs the US economy $450-550 billion per year in lost productivity. - Engaged employees are passionate about their work, consistently productive, drive innovation, and focus on improving their organization, while satisfied employees may not be as productive and focus more on what they can get from their job rather than what they can contribute. - The document provides guidance for organizations on Gallup's employee engagement tools and surveys, emphasizing that Gallup's trademarks and copyrights protect the intellectual property in the materials.
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- 1. State of the American Workforce
- 2. Reprinted or used with the permission of Gallup Inc. Copyright © 2013 Gallup, Inc. All rights reserved. 2 Gallup Engagement Survey Prep Source: State of the American Workplace 2013 Gallup estimates that active disengagement costs the US $450 billion to $550 billion per year.
- 3. Reprinted or used with the permission of Gallup Inc. Copyright © 2013 Gallup, Inc. All rights reserved. 3 What is the difference between “Engaged” and “Satisfied”? Engaged Satisfied Work with passion May or may not be productive Performs at consistently high levels Puts time, but not necessarily energy, into work Drives innovation Wait-and-see attitude Active Passive Excited Happy Improvements Status Quo What can I give What can I get Engagement
- 4. Reprinted or used with the permission of Gallup Inc. Copyright © 2013 Gallup, Inc. All rights reserved. 4 Gallup Engagement Survey Prep Source: State of the American Workplace 2013
- 5. Reprinted or used with the permission of Gallup Inc. Copyright © 2013 Gallup, Inc. All rights reserved. 5 Gallup Engagement Survey Prep Source: State of the American Workplace 2013
- 6. Reprinted or used with the permission of Gallup Inc. Copyright © 2013 Gallup, Inc. All rights reserved. 6 Gallup Engagement Survey Prep Source: State of the American Workplace 2013
- 7. Reprinted or used with the permission of Gallup Inc. Copyright © 2013 Gallup, Inc. All rights reserved. COPYRIGHT STANDARDS Gallup’s strengths-based products are offered as a service of Gallup and were created to enable everyone to discover, develop, and apply their strengths in every aspect of their lives. Your use of strengths products or services is governed by these Purchase and Use Terms. You should not use strengths products or services if these terms are unacceptable to you. This document contains proprietary research, copyrighted materials, and literary property of Gallup, Inc. It is for the guidance of your company only and is not to be copied, quoted, published, or divulged to others outside of your organization. Gallup®, StrengthsFinder®, Clifton StrengthsFinder®, and each of the 34 Clifton StrengthsFinder theme names are trademarks of Gallup, Inc. All other trademarks are the property of their respective owners. This document is of great value to both your organization and Gallup, Inc. Accordingly, international and domestic laws and penalties guaranteeing patent, copyright, trademark, and trade secret protection protect the ideas, concepts, and recommendations related within this document. All strengths material published by Gallup included in this presentation deck, including text, photographs, images, illustrations, audio clips, video clips, poll results, trademarks, service marks, logos, training materials, and other material (collectively the “Content”), are protected by U.S. and international copyright and other intellectual property laws and are owned or controlled by Gallup or the party credited as the provider of the Content. For specific trademark and copyright information, please review the Trademark and Copyright Guidelines included in your kit or available on Gallupstrengthscenter.com. Unless explicitly indicated on specific Content, you may not sell or modify the Content or reproduce, display, distribute, or otherwise use the Content in any way for any public or commercial purpose without the written permission of Gallup. If you are purchasing or accessing strengths Content for use by someone other than yourself, you are responsible for complying with the additional Professional Conduct Rules. You must notify all participants in writing of Gallup’s trademarks. An acceptable example is provided below: Gallup®, Clifton StrengthsFinder®, StrengthsFinder®, and each of the 34 Clifton StrengthsFinder theme names are trademarks of Gallup, Inc. Gallup has not granted authority or certified any external consultants to interpret the Clifton StrengthsFinder or any of the Clifton StrengthsFinder themes. Any interpretation by anyone other than Gallup may be inconsistent and incorrect.
Editor's Notes
- Let’s define what we are measuring with this survey; engagement. What is engagement? According to Gallup, engaged employees are committed to their role. They come to work each day and give their best; they go the extra mile. They’re not always perfect, but they acknowledges mistakes, take responsibility, and apologize. Engaged employees will be here longer, are committed, and make improvements.
- Engagement by Gender source: State of the American Workplace 2013. “Engagement Levels for Men and Women: This information is from Gallup Daily tracking, January-December 2012, with random samples of 151,283 adults, aged 18 and older. Margin of sampling error is less than +/- 1 percentage point.” Engagement by Education source: State of the American Workplace 2013. “See “Americans Say Postsecondary Degree Vital, but See Barriers” by Valerie J. Calderon and Shane Lopez, Feb. 5, 2013, on Gallup.com.”
- Engagement by Tenure source: State of the American Workplace 2013. “This information is from an analysis of employee engagement across tenure using a subset of Gallup’s 2012 Q12 Client Database. Sample sizes were 1,343,150 for engagement by tenure level and 1,257,963 for tenure by wave of Q12 administration. Respondents were full and part-time workers, aged 18 and older.” Engagement by Generation source: State of the American Workplace 2013. “Gallup used a Panel Workforce survey administered July-August 2010 to 13,100 US respondents on the Gallup Panel for this analysis. Gallup researchers matched Gallup Panel Workforce surveys from 2007-2010 to generate a longitudinal data set of 5,645 respondents who participated in all four years of the Panel for trend analysis.”
- Strengths and Engagement source: State of the American Workplace 2013. “ See “Making Strengths-Based Development Work” by Jim Asplund and Nikki Blacksmith in the Gallup Business journal, Aug. 4, 2011. Also see “When Americans Use their Strengths More, They Stress Less” by Jim Asplund, Sept. 27, 2012, on Gallup.com.”