38% engaged, 34% disengaged & 28% at risk
The two primary components of employee engagement are attraction and activation. These two dimensions of employees’ state of mind shape their level and typology of employee engagement. Engaged individuals are characterised by strong and balanced activation and attraction. Disengaged individuals have a generally weak relationship with their work and employer on both dimensions.
Whilst 34% of your workforce’s lack of engagement is detrimental to your organisation’s success, 38% see purpose in what they do at work and feel that they matter to your organisation. They are characterised by high levels of activation: they bring much of themselves to work, are optimistic, receptive and enthusiastic about what they do and the organisation for whom they are doing it and take personal pride in it.
The remaining 28% form a diverse typology of deviant work-related behaviours, characterised by unbalanced components of activation and attraction. If left to their own devices, with no constructive intervention, this 28% will gradually become truly disengaged. Their unbalanced position is not sustainable. If activated only, they will face burnout with all its consequences. If attracted only, they will fall into work decadency, a situation that cannot last forever.