Gobs of Facts & Statistics on Employee Engagement, Leadership, & Strengths Based Cultures

Stats & Facts On Leadership & Management

1 in 2 employees have left their job to get away from their manager.

(Source: Gallup study of 7,272 working adults)

 

Only 17% of employees say their managers are actively involved in their career development.

(Source: Right Management-Manpower, study of 616 Canadian & US employees in 2015)

 

⅔ of managers fail to actively engage in their own career development.

(Source: Right Management-Manpower, study of 616 Canadian & US employees in 2015)

 

Teams that focus on strengths every day have 12.5% greater productivity.

(Source: Gallup)

 

The top 2 reasons people get promoted are utterly unrelated to their talent for managing people: 1) because they were successful in a previous role, and 2) because they have a lot of tenure or experience

(Source: Gallup)

 

Employees who are supervised by highly engaged managers are 59% more likely to be engaged than those supervised by actively disengaged managers.

(Source: Gallup study of 2,564 US managers. 35% engaged. 51% not engaged. 14% actively disengaged.)

 

Your team is watching what you model. Moods are contagious. Your team members are biologically wired to unconsciously mimic their leader’s emotions. Studies also show you perform better when you’re in a good mood.

(Source: 1990s research on mirror neurons.)

 

When followers trust their leaders, one in two are engaged. When followers don’t find leaders trustworthy, only one in 12 are engaged at work.

(Source: Gallup study of 10,000 people in "follower" roles from 2005-2008).

 

69% who strongly agreed that their leaders made them “feel enthusiastic about the future” were engaged. Only 1% of those who disagreed with the statement were engaged.

(Source: Gallup study of 10,000 people in "follower" roles from 2005-2008).

 

Stats & Facts On Feedback & Recognition

Employees who receive strengths feedback from their managers have turnover rates that are 14.9% lower than those for employees who do not.

(Source: Gallup)

 

65% of Americans reported receiving zero recognition for good work in the last year.

(Source: Gallup)

51% of employees say they get “no input” or “input only once in awhile” from their bosses.

(Source: 2015 Mercer study of 1,520 US & Canadian employees)

 

Teams that receive strengths feedback have 8.9% greater profitability and 12.5% greater productivity.

(Source: Gallup database of strengths-based interventions)

 

The #1 reason people leave their job is that they don’t feel appreciated.

(Source:US Department of Labor)

 

Stats & Facts On Employee Engagement

People who use their strengths every day are 6x as likely to be engaged on the job.

(Source: Gallup)

 

52.3% of employees are unhappy at work.

(Source: The Conference Board. Data collected by Nielsen, which compiled responses from 1,673 workers.)

 

Managers account for at least 70% of the variance in employee engagement

(Source: Gallup)

 

Gallup estimates that the “not engaged” managers cost US companies between $77 billion to $96 billion annually through their impact on those they manage. When you factor in the impact of “actively disengaged,” those numbers jump to $319 to $398 billion annually.

(Source: Gallup study of 2,564 US managers. 35% engaged. 51% not engaged. 14% actively disengaged.)

 

80% of employees who are dissatisfied with their direct manager are disengaged on the job.

(Source: Dale Carnegie study of 1,500 US employees)

 

For the employees who agree that their manager focuses on their strengths, active disengagement on the team drops to a measly 1%

(Source: Gallup)

 

70% of your payroll goes to people who aren't engaged in their jobs. Yikes! Only 13% of workers worldwide and 30% in the US are fully engaged in their jobs in 2017. It's a huge amount of lost potential.

(Source: Gallup)

 

If your manager focuses primarily on your weaknesses, the likelihood you’ll be Actively Disengaged is 22%; if your manager focuses primarily on your strengths, that likelihood is only 1%

(Source: Gallup)

 

Only 35% of managers are engaged at work. So what happens to the employees who report to the other 65%?

(Source: Gallup study of 2,564 US managers. 35% engaged. 51% not engaged. 14% actively disengaged.)

 

More than ½ of employees who strongly agree that their manager is open and approachable are engaged on the job.

(Source: Gallup)

 

⅔ of employees who strongly agree that their manager helps them set work priorities and goals are engaged on the job.

(Source: Gallup)

 

⅔ of employees who strongly agree that their manager focuses on their strengths or positive characteristics are engaged on the job.

(Source: Gallup)

 

75% of employees are highly or moderately engaged in companies with above average customer experience in their industry. In companies that have below average customer experience, only 34% of employees are highly or moderately engaged.

(Source: 2013 Temkin Group Employee Engagement Benchmark study of 2,400 US Employees)

 

Stats & Facts On Employee Productivity, Retention, and Development

Focusing on strengths improves retention. In organizations that focus on strengths, 85% plan to still be there in 12 months. In those who don’t focus on strengths, only 37% plan to be there.

(Source: Gallup)

 

Employees who learn to use their strengths are 7.8% more productive on the job and have 14.9% lower turnover.

(Source: Gallup database of strengths-based interventions)

 

An Employee who regularly applies her strengths at work is 5.1x as likely to strongly agree that she knows what is expected of her at work.

(Source: Gallup)

 

An Employee who regularly applies her strengths at work is 6.2x as likely to strongly agree that she has the opportunity to do what she does best every day.

(Source: Gallup)

 

¾ say they would stay with their current employer if they knew they had a career path.

(Source: 2015 Mercer study of 1,520 US & Canadian employees. Actual stat is 78%)

 

1 in 3 employees think of their work as a job, not a career.

(Source: 2015 Mercer study of 1,520 US & Canadian employees. Actual stat is 32%)

 

More than ¼ of employees have considered quitting and moving to a competitor within the last 12 months.

(Source: 2015 Mercer study of 1,520 US & Canadian employees. Actual stat is 28%)

 

About 85% of adult workers plan to look for a job in the next year.

(Source: Dan Miller, 48 Days To The Work You Love)

 

In a study on investing in strengths, performance increased by 1.6x when average performers invested in a skill. Compare that to the 8x gain by those who were already naturally talented at that skill.

(Source: Nebraska School Study Council study of 6,000 speed readers, published in Positive Organizational Scholarship)

 

Facts & Stats on How People Impact Company Performance

When asked if their company makes it easy and transparent to understand opportunities for advancement within the organization, 26% say “not at all” or “hardly ever” and another 27% say “only from time to time.”

(Source: 2015 Mercer study of 1,520 US & Canadian employees.)

 

97% believe a lack of alignment within a team directly impacts the outcome of a task or project. That's just about everyone, and that's scary!
(Source: Salesforce)

 

Only 34% of employees would recommend your company to a friend.

(Source: 2010 Bain study of North American & European employees.)

 

Focusing on strengths determines whether employees are willing to recommend your company’s products or services to others. In organizations that focus on strengths, 74% will recommend. In those who don’t focus on strengths, only 29% will.

(Source: Gallup)

 

86% say that lack of collaboration or ineffective communication is what causes workplace failures.
(Source: Salesforce)

 

Stats & Facts About Performance Reviews, Feedback, and Development

Only 62% of employers have a formal leadership development program in place.

(Source: 2014 Towers Watson Global Talent Management and Rewards Study of 1,600 organizations)

 

Only 17% of employees prefer to receive feedback annually. The rest prefer weekly or in the moment. Are your annual performance review cycles leaving them hanging?

(Source: 2013 Globoforce workforce mood tracker survey)

 

53% of employees say performance reviews do not motivate them to work harder. What are you doing to engage them at their best?

(Source: 2013 Globoforce workforce mood tracker survey)

 

60% of companies now offer some form of Telecommuting.

(Source: 2015 SHRM Employee Benefits Report)

 

Stats & Facts On Millennial Employees

44% of Millennials plan to quit their job within the next 2 years.

(Source: 2016 Deloitte Millennial Survey from 7,700 full time Millennial employees in 29 countries)

 

52% of Millennials said that career progression was their #1 attraction when selecting an employer.

(Source: 2011 PWC Deloitte Millennial Survey from 4,364 Millennials in 75 countries.)

 

87% of Millennials say development is important in a job.

(Source: 2016 Gallup “How Millennials Want To Work and Live” Report)

 

Nearly 7 in 10 Millennials are engaged on the job...if they strongly agree their manager helps them establish priorities. For those who don’t strongly agree, only 27% are engaged.

(Source: 2016 Gallup “How Millennials Want To Work and Live” Report)

 

54% of Millennials say they know how to prioritize their responsibilities at work, compared with 71% of non-Millennials.

(Source: 2016 Gallup “How Millennials Want To Work and Live” Report)

 

Millennials whose manager holds regular meetings with them are 2.2x more likely to be engaged at work.

(Source: 2016 Gallup “How Millennials Want To Work and Live” Report)

 

93% of Millennials employees say that the last time they changed roles, they left the company to do it.

(Source: 2016 Gallup “How Millennials Want To Work and Live” Report)

 

21% of Millennials have changed jobs within the last year.

(Source: 2016 Gallup “How Millennials Want To Work and Live” Report)

 

50% of Millennials plan to leave their company by next year.

(Source: 2016 Gallup “How Millennials Want To Work and Live” Report)

 

68% of Millennial job seekers said that a work from home benefit would substantially increase their interest in an employer.

(Source: Nucleus Life. See Millennial remote worker infographic for related stats.)

 

6 in 10 Millennials are open to new job opportunities right now.

(Source: 2016 Gallup “How Millennials Want To Work and Live” Report)

 

Millennials who are engaged at work are 64% less likely to plan to switch jobs next year, even if they believe the job market has improved.

(Source: 2016 Gallup “How Millennials Want To Work and Live” Report)