Perhaps the greatest reason employee engagement matters is retention. How do employees answer the question, “Do you expect to still be here in a year?” Engagement also drives metrics including profitability, customer ratings, quality defects and safety incidents. Many of these things are related — when there’s high employee turnover and absenteeism, customers are less likely to get a consistent experience, and will be less engaged with the brand as well.

“Do you expect to still be here in a year?”

Engagement is defined as the enthusiasm an employee has for their work. Surveys on engagement ask participants to rate whether they are able to do the type of work they do best, if their development at work is encouraged and if they feel their opinions matter.

Most employees cite their relationship with their direct manager as the driver of engagement (or the culprit for a lack of engagement). Other factors include access to training, and accountability and transparency with senior leadership.

Managers account for at least 70% of variance in employee engagement scores Click To Tweet

The result of good engagement is employees who build strong relationships in the workplace. They might spend more time with coworkers outside of the office, and that in turn develops loyalty with the company.

Does your company have an engagement plan? Check out our graphic to learn more about the state of employee engagement in the workplace.

Want to learn more? Download our e-book on how to build a workplace culture of engagement.