Report: Employee Engagement Competency & Maturity, 2017

We just published a Temkin Group report, Employee Engagement Competency & Maturity, 2017. Here’s the executive summary of this annual review of employee engagement activities, competencies, and maturity levels for large companies:

Engaged employees are critical assets to their organization. It’s not surprising, therefore, that customer experience leaders have more engaged employees than their peers. To understand how companies are engaging their employees, we surveyed 169 large companies and compared their responses with similar studies we’ve conducted in previous years. We also asked survey respondents to complete Temkin Group’s Employee Engagement Competency & Maturity (EECM) Assessment. Highlights from our analysis of their responses include:

• Front-line employees are viewed as the most highly engaged.
• More than 70% of companies measure employee engagement at least annually, yet only 45% of executives consider taking action on the results a high priority.
• Sixty-four percent of respondents believe that their social media tools have had a positive impact on their employee engagement activities, an increase from last year.
• The top obstacle to employee engagement activities continues to be the lack of an employee engagement strategy.
• While only 23% of companies are in the top two stages of employee engagement maturity, this is still an increase from last year.
• When we compared companies with above average employee engagement maturity to those with lower maturity, we found that employee engagement leaders have better customer experience, enjoy better financial results, are more likely to take action on employee feedback, and face fewer obstacles than their counterparts with less engaged workforces.
• You can use the results of the EECM Assessment to benchmark your own employee engagement activities.

Download report for $195+

Here’s an excerpt from one of the 17 graphics that shows the maturity levels of employee engagement efforts in large companies and their effectiveness across five employee engagement competencies:

Download report for $195+

Report: Employee Engagement Competency & Maturity, 2015

We just published a Temkin Group report, Employee Engagement Competency & Maturity, 2015. Here’s the executive summary of this annual review of employee engagement activities, competencies, and maturity levels for large companies:

Engaged employees are critical assets for any customer experience effort. Our research of more than 200 large companies shows that front-line employees are the most engaged, while back office employees are often neglected in employee engagement efforts. We also found that two-thirds of companies survey their employees at least once a year, but less than half of executives consider acting on the results as a high priority. We used Temkin Group’s Employee Engagement Competency & Maturity Assessment to gauge the maturity levels and efforts of these companies across our five competencies, called the Five I’s of Employee Engagement: Inform, Inspire, Instruct, Involve, and Incent. We found that less than one out of five companies have reached the top two levels of maturity, Enhancing and Maximizing. This percentage of very mature companies is about the same as in 2014, but the percentage of companies in the lowest two levels of maturity has dropped from 67% to 56% since last year. We also found that many companies face challenges when trying to make improvements. The lack of a clear employee engagement strategy remains the number one obstacle that’s been cited by respondents over the previous three years. We compared companies with above average employee engagement maturity with those with lower maturity and found that the leaders deliver better customer experience and also have better financial results than their counterparts.

Download report for $195

Here’s an excerpt from one of the 20 graphics:

Here are some additional highlights form the report:

• The percentage of companies in the top two stages of employee engagement maturity has stayed the same since last year (19%), but the percentage of companies in the lower two sages has declined from 67% in 2014 to 56% on 2015.
• Sixty-nine percent of large companies measure employee engagement at least annually, but only 45% of companies have executives that treat taking action on the results as a high priority.
• The most common obstacle to success identified by respondents is the lack of a clear employee engagement strategy.
• We compared companies with more mature employee engagement efforts with those that have less maturity. Seventy-two percent of the more mature companies have above average customer experience compared with 48% of the other companies.
• Seventy-five percent of the more mature companies had better financial performance than their competitors’ compared with 50% of companies with lower employee engagement maturity.
• Executives in companies with more mature employee engagement efforts are almost 3.5 times more likely to treat taking action on employee engagement studies as a high priority.
• Companies with more mature employee engagement efforts are more than twice as likely to have their customer experience and HR organizations work together on their employee engagement efforts.
• The report includes data for benchmarking your organization’s employee engagement competency and maturity levels.
• Here’s a link to the 2014 study.

Download report for $195

The bottom line: Companies should invest more in employee engagement.