Only 26% of U.S. Employees are Highly Engaged. How Engaged are Your Employees?

In our latest Employee Engagement Benchmark, we found that only 26% of U.S. employees are highly engaged.

1609ee_fewemployeesarehighlyengagedHow do we measure employee engagement?

Several years ago, we examined the attitudes that drive engagement levels of employees. Our goal was to identify a small group of key drivers and create a simple measurement for employee engagement. That led to the creation of the Temkin Employee Engagement Index (TEEI).

1609ee_teeiThe TEEI is based on the degree to which employees agree with these three statements:

  1. I understand the overall mission of my company
  2. My company asks for my feedback and acts upon my input
  3. My company provides me with the training and the tools that I need to be successful

Our research shows that engaged employees are an enormous asset. Compared with disengaged employees, highly engaged employees are more than four times as likely to recommend the company’s products and services and do something good for the company that is not expected of them, 2.5 times as likely to stay at work late if something needs to be done after the normal workday ends, and seven times as likely to recommend that a friend or relative apply for a job at their company.

If you’re looking for a simple, actionable metric around employee engagement, feel free to use the TEEI. We also have other great content on our Employee Engagement Resources Page.

The bottom line: Are you focusing enough on employee engagement?

About Bruce Temkin, CCXP
I'm an experience (XM) management catalyst; helping organizations improve results by engaging the hearts and minds of their employees, customers, and partners. I enjoy researching and speaking about these topics. I lead the Qualtrics XM Institute, which is the world's best job. We're igniting a global community of XM Professionals who are inspired and empowered to radically improve the human experience. To achieve this goal, my team focuses on thought leadership, training, and community building. My work is driven by a set of fundamental beliefs: 1) Everything starts and ends with human beings, so you need to understand how people think, feel, and behave; 2) XM is a discipline that needs to be woven throughout an organization's entire operating fabric; and 3) Building the XM discipline requires a combination of culture, competency, and technology.

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