Page 10 - Employee Engagement 2018
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Q3: At work, I have the opportunity to do what I do best every day.
Our overall mean was 3.89, with 71% of us answering our level of
agreement as a 4 or above, using a five-point scale, where 5 means
strongly agree and 1 means strongly disagree with that statement.
Why is it important...
Having the opportunity to develop one’s strengths is more important to success
than the description of the role, a title or even pay. People who are able to focus
on their strengths are 6 times as likely to be engaged in their jobs. People who
receive feedback on their strengths have 7.8% greater productivity.
Q4: In the last 7 days, I have received recognition or praise for
doing good work.
Our overall mean was 3.26, with only 49% of respondents answering
our level of agreement as a 4 or above, using a five-point scale, where 5
means strongly agree and 1 means strongly disagree with that statement.
This is an area we can certainly work to improve.
Why is it important...
Employees who are not adequately recognized at work are 3 times more likely to
say they’ll quit in the next year. Individuals who receive recognition and praise in-
crease their individual productivity, boost engagement among their colleagues, are
more likely to stay with their organization, and receive higher loyalty and satisfac-
tion scores from customers.
Q5: My supervisor, or someone at work, seems to care about me
as a person.
Our overall mean was 4.10, with 76% of us answering our level of agreement as a 4 or above, using a
five-point scale, where 5 means strongly agree and 1 means strongly disagree with that statement.
Kitsap respondents were widely different from our counterparts
nationwide, where only 17% of US workers say that their manager has
made an investment in them. And, importantly, expectations provide
directions on how each person can meet the desired outcomes of his or
her role
