DISENGAGED EMPLOYEES AND DISSATISFIED COMPROMISERS.
WHAT THEY ARE COSTING YOUR ORGANIZATION AND HOW TO CHANGE IT.
"Companies with high levels of employee engagement earn returns that are more than double those of the overall market"
The Loyalty Engagement Matrix is a distinct feature of Insightlink's 4Cs employee surveys that shows an organization's distribution of employees across four segments:
Committed Loyalists, who are satisfied with their jobs and plan to stay - all organizations should want to maximize their share of Committed Loyalists.So what impact do Dissatisfied Compromisers have on an organization? First of all, based on Insightlink's annual Employee Benchmark study, Dissatisfied Compromisers make up more than one quarter of all U.S. employees, a substantial and alarming proportion:
Dissatisfied Compromisers, who are not satisfied with their jobs but still plan to stay. These employees clearly have a detrimental impact on any organization.
Satisfied Opportunists, who despite being satisfied with their jobs, do not play to stay with the organization. These tend to be a small proportion of employees and are the type of people who are always on the lookout for new opportunities.
Change Seekers, who are not satisfied with their jobs and are making plans to leave. They often do leave, meaning that the combined proportion of Change Seekers and Satisfied Opportunists often a good predictor of turnover at an organization.
Not only do Dissatisfied Compromisers account for one-in-four employees but their ratings are understandably lower on all key measures of Commitment, Culture, Communications and Compensation, the 4Cs that define Insightlink's model of employee engagement.
Dissatisfied Compromisers are especially low in perceptions of morale, including their own sense of morale. Here is a quote from a recent study:
"There are people within our own department who cast a negative pall over much of what we do. Add to that my perception that the organization as a whole is STILL -- despite all claims to the contrary -- highly reactive, rather than proactive, in far too many instances. It's extremely difficult to be upbeat in an atmosphere that seems driven, in large part, by fear and plagued with finger-pointing."
The impact of the Dissatisfied Compromisers dynamic on organizations is considerable. When dissatisfied employees stay for lack of viable options, they are often unable or unwilling to pull their weight, which usually further impacts morale because their co-workers are resentful at having to pick up the slack. If management doesn't address the problem, dissatisfaction can spread to other employees, meaning that productivity and performance may soon be compromised.
The good news, however, is that the Insightlink 4Cs employee engagement study will not only tell how many of your employees are Dissatisfied Compromisers but will also give you clear direction on action to take to address their dissatisfaction. By implementing a strategic action plan based on your 4Cs results, you can make a substantial increase in overall job satisfaction and shift at least some of your Dissatisfied Compromisers into becoming Committed Loyalists.
Clients choose Insightlink's 4Cs survey when they are ready to see what's happening within their organizations, hear about concrete actions designed to impact change and are set to move forward on a meaningful path to improving their organization.
|| Where do you fall within the Loyalty Matrix?
» Committed Loyalist?
» Change Seeker?
What's your guess?
Take our short demo survey and find out now. An Insightlink 4Cs Survey can let you see this valuable data on employee engagement within your organization.
Did You Know?
Our repeat clients who have used our 4Cs Action Planning Workbook average a 7% increase in overall satisfaction on follow-up employee surveys.
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Employee surveys are a low cost investment in the success and profitability of your company. Research shows that companies with higher levels of employee satisfaction financially outperform their peers.
Get a no-obligation quote today and find out how improving employee satisfaction can also improve your bottom line.