About Engagement
Introduction
Welcome to the Employee Engagement Resource Center at the SacSewer/ Regional San. Created by Engagement Champions, this page will be a resource to support leaders, managers, and individual contributors to create new openings for engagement and performance with active steps, supporting tools, and ongoing dialogue. Champions advocate for the creation of an engaging workplace that provides expertise and support for engagement and the Q12 Survey.
Why Engagement?
More than ever, teams rely on the involvement, enthusiasm and commitment of their employees to be successful. Many of the most important and greatest discoveries, accomplishments and innovations can be reached only by the discretionary effort of individual contributors working together.
According to Gallup’s State of the Global Workplace: 2021 Report, only 20% of employees worldwide are engaged in their jobs — that is, they are emotionally invested in and focused on creating value for their teams and organizations every day. Gallup’s global study of employee engagement continues to show that actively disengaged workers — i.e., those who are negative and potentially hostile to their team, organization or customers — make up 19% of the workforce.
Globally, managers are missing out on the full potential of 80% of their employees. More than half of employees are just showing up for work, and worse, just less than 20% are showing up and making their team members miserable.
- On average, about half of workers are not completely clear about what they are supposed to do at work.
- On average, only one in three workers strongly agree that they have told their manager the one thing they need most to get their work done and why.
- When an employee’s manager helps him or her set performance goals, active disengagement nearly disappears, and engagement hits nearly 70%.
Engaged employees are highly involved in and enthusiastic about their work and workplace. They are psychological owners who drive performance and innovation and move the organization forward.
Engagement Champions Defined
Engagement Champions are change agents for an organization. They help create an engaging culture by promoting engagement, offering advice, collecting best practices, and educating leaders, managers and teams about engagement.
Five things Engagement Champions do that strongly influence an organization’s engagement and performance:
• Promote and advocate for workplace engagement
• Guide managers through the engagement process over time
• Provide ongoing support to managers throughout the year
• Provide engagement-focused consulting and coaching
• Educate leaders, managers and teams on the actions and behaviors that create engaging teams
Mission and Purpose of Engagement Champions
Engagement Champions provide encouragement and support to leaders, managers and teams for the purpose of promoting and facilitating the creation of highly engaging and productive teams.
Engagement Champions are here to support leaders, managers, and individual contributors to create new openings for engagement and performance with active steps, supporting tools, and ongoing dialogue. Champions advocate for the creation of an engaging workplace that provides expertise and support for engagement and the Q12 Survey.
In addition, Engagement Champions:
- Communicate engagement goals and expectations
- Help leaders and managers stay focused on engaging actions and behaviors throughout the year
- Answer questions, facilitate coaching conversations, and provide tools and insights for managers to better integrate the Q12 into their team conversations and processes
- Help leaders and managers interpret their Q12 results and understand how to make sense of those results over time
Champions collaborate with managers to help them inspire employee engagement by reading, analyzing and making sense of their engagement results to create a positive change in workplace culture. This type of support provides necessary direction and ensures that every leader and manager is connected to and aware of the team’s and the organization’s engagement levels.
