Happy employees enjoy or appreciate their job, but don’t have a clear grasp or connection to their duties and therefore are not as productive as they could be.

Disengaged employees are neither satisfied with the work they do, nor are they a productive member of the organization. And their attitude can be highly contagious

Productive employees are

hard working, but their views often

don’t align with the organization’s and therefore do not get personal

satisfaction out of the work they do.

Engaged employees

contribute to the organization’s

success and get great personal

satisfaction out of doing it.

Emp

loye

e’s Satisfactio

n In

The

ir Ro

le

Employee’s Contribution to Company Success

Engaged Happy

Disengaged Productive

YOUR COMPANY HAS FOUR TYPES OF EMPLOYEES

15% Disengaged

11% Productive

10% Happy

63% Engaged

1/3 “Disengaged”

Leave 17%

“Productive” Leave

1 in 10 “Happy” Leaves

3% “Engaged”

Leave

Probably Staying Within 12 Months

½ “Disengaged” Might Leave ½

“Productive” Might Leave

40% “Happy”

Might Leave

¼ “Engaged”

Might Leave

SO WHAT’S THE WORST CASE SCENARIO IF I DON’T ADDRESS ENGAGEMENT?

You could lose up to

80% of your

disengaged employees

within a year.

No. High turnover means high cost. Many disengaged employees can become

engaged through proper training and motivation. This is a much more cost-

effective solution than rehiring.

They should. Even if the majority of disengaged leave, 20% stay. These

employees can turn “happy” or “productive” employees into disengaged

employees if you don’t address them.

The difference between productive and engaged employees is often an allocation of resources. Focusing on these hard workers by providing them will more support and making the job they do important to them can make a big difference.

Many “happy” employees are new to the company or the position and don’t have a grasp on their purpose. These are good employees that can be trained to be fully engaged; they just need some direction.

Isn’t that good? Don’t I want them to

leave?

But HR doesn’t have time to focus

on motivation.

You could lose more than half

of your “happy” or

“productive” employees

within a year.

You could still lose a quarter of

your engaged

employees

25% of engaged employees don’t intend to leave, they are just open to the possibility. That means

higher pay or better benefits could lure them away even if they are perfectly happy where they are.

Replacing employees is expensive. Replacing engaged employees is expensive and difficult.

Just like you must always be competing for business, you must always be competing to keep

your great employees.

But why would they

leave?

But I can’t afford to offer

better benefits.

HOW MANY ENGAGED EMPLOYEES DO I HAVE?

In a 100 EE company, 63 of your employees are engaged

HOW MANY EMPLOYEES WILL I LOSE?

In a 100 EE company, 10 EEs are planning on leaving within a year.

½ of these are disengaged.

HOW MANY EMPLOYEES COULD I LOSE?

In a 100 EE company, only 58 EEs are positive they are

staying for at least one year.

Definitely Staying For At Least 12

Months

PEOs give your HR team the time and resources to hire the right

people and train them properly so they can avoid becoming

disengaged. For those who are unwilling to be coached, PEOs

offer compliance expertise With regard to terminating

employees

PEOs turn paper pushers into strategic planners. Strategic HR

planning links HR management to the organization’s strategic plan. By

giving meaningful roles to “productive” employees and

clear direction to “happy” employees you will have more

engagement and higher retention.

Source:

“Employee Engagement Research Update - 2013”

http://www.blessingwhite.com/content/reports/BlessingWhite_Employee_Engagement_Research_Report_2013.pdf

Even fully engaged employees can be lured away by big companies

offering better benefits. PEOs allow small companies to remain

competitive with “employee pooling.” Through the buying

power of a PEO, small businesses can offer excellent benefit packages

at an affordable cost.