Employee Engagement Articles

Disengaged Employees Are More Motivated Than You Think

The reports that disengaged employees comprise two-thirds of the workforce are deeply flawed because those numbers fail to account for employee motivation. Hence a new report from Leadership IQ, using an advanced statistical technique called k-means cluster analysis, has discovered that 26% of employees are Motivated But Unhappy.  These are people who dislike their company but are still motivated to give 100% effort at work.  And while outmoded statistics might consider them disengaged employees, as this new study shows, Motivated But Unhappy employees are far from being actively disengaged.

Employee Engagement Statistics Are Missing 2 Critical Groups Of Employees

You've undoubtedly seen the traditional employee engagement statistics that categorize people into simple buckets like engaged employees, disengaged employees, actively disengaged, and more.

But these employee engagement statistics are deeply flawed because they're missing 2 large groups of employees: Motivated But Unhappy employees, and Happy But Unmotivated employees. 

Many Companies Aren't Being Truthful With Their Employees About The Challenges They're Facing

Chart of data; reviewing data to inform decisions | Leadership IQEvery company faces challenges, from competitors, industry changes, regulations, staffing shortages and more. But whether those changes are serious or minor, companies are doing a terrible job keeping employees in the loop. And while many leaders think that ignorance is bliss, when employees don’t feel like the company is being honest about the challenges facing it, employees get irritated very quickly.

Study: The Risks Of Ignoring Employee Feedback

Many companies don’t want to hear candid and truthful feedback from their employees. And it’s having a chilling effect on employees’ engagement.
From January-June, 2017, Leadership IQ surveyed 27,048 executives, managers and employees and discovered…

How Good Is Your Employee Engagement Survey?

Many employee engagement surveys are in need of improvement. This quiz will help you diagnose your current employee engagement survey. 

Employee Engagement Survey: 22% Of Companies Are Getting Good Results

It’s nice to conduct an employee engagement survey, but is your survey actually delivering the results you want? There’s new research that suggests most surveys are falling far short.
More than 3,000 HR executives have taken the online quiz “How Good Is Your Employee Engagement Survey?” 

Wall Street Just Exposed Why Employee Engagement Is Such A Joke In Some Companies

A few days ago, American Airlines announced that it was going to raise the pay of pilots and flight attendants to keep pace with competitors Delta and United. Currently, American’s pilots are paid about 8% less than Delta and United while flight attendants are paid about 4% less. In the words of American’s CEO, this is about “doing the right thing.”

Stop Asking These Questions On Your Employee Engagement Survey

Engagement SurveyIf your organization conducts employee engagement surveys, there’s something you really need to know: Never ask a question you don’t know how to fix. Sounds simple, right? Well, some of the most common engagement survey questions violate this simple rule (and one of your survey questions might be on this list).

How Pink Floyd Helped Me Engage A Group Of Disengaged Employees


Last week a newly-hired manager sent me this note about how he was able to connect with his new employees, even though they were bitter and cynical because of their previous leaders (who were awful). I’m sharing this letter because it shows you how employee retention can sometimes be a simple task, if you’re willing to exert just a little bit of personal energy, attention and time.

The Secret To Employee Engagement Is Shoves And Tugs

Here’s one of the most important lessons about employee engagement: Everybody has shoves and tugs. Shoves are those issues that demotivate you, drain your energy, stop you from giving maximum effort, and make you want to quit—they “shove” you out the door. Tugs are those issues that motivate and fulfill you, make you want to give maximum effort, and keep you coming back every day—they “tug” at you to stay.

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