It is generally accepted that labor efficiency directly depends on the employee's level of involvement. This is also indicated by analytical findings. According to Hewitt Associates, higher employee involvement in an organization leads to an increase in the following indicators:
share prices – by 12%;
annual sales volume per employee - by $27,000;
profit per employee - $3,800;
customer satisfaction levels by 5–10%;
the number of active responses to vacancies has increased approximately twofold.
A similar study by ECOPSY Consulting, conducted at one of the Russian production associations, showed that there is a correlation of 0.82 between the indices of engagement and labor productivity.
Maintaining engagement is how can our overseas chinese in uk data help your business said to open up vast opportunities for improving company performance. In 2008, American researchers concluded that 54% of employees were not interested in their work, 17% were completely indifferent to it, and only 29% of employees were fully immersed in the activity.
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Differences between employee engagement and loyalty
Loyalty usually arises in relation to an individual or a company. To earn it, you should treat employees with respect, they should feel your support and empathy. Material incentives (salary, bonus, compensation of expenses, a delicious lunch, etc.) are also used to increase loyalty.
Such measures lead to loyal employees beginning to view themselves as an integral part of the company, which means they:
less likely to quit;
are ready to tolerate “management’s whims” such as late work hours and excessive workloads;
may show understanding and wait a long time for a salary increase.
Loyalty is of great importance in the life of a team, but nevertheless, it cannot be used to achieve significant improvement in economic performance.
Differences between employee engagement and loyalty
Often, an employee with such a characteristic may not experience the main thing - involvement. Loyalty means employee satisfaction and a sense of his involvement in the company's affairs, while involvement is a broader concept, implying the employee's personal participation in business development. If the first quality speaks about the feelings that specialists have about their work, the second reflects their dedication to their work and the desire to make their efforts to achieve the desired result.
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