Statistics around the People-Led Cultural Traits, collected from reports around the globe, bundled into 6 categories and outcomes of high people engagement.
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Purpose
Statistic
Source
Year
43% of small business workers say they feel happy at work vs 27% of their peers at large businesses who say they feel happy at work
2016
People care a bit more if their ideas is making the world better (27%) than if they can make money with it (26%)
2019
Only around 1 in 4 Millennials have heard someone talk about how their daily work connects with their organization’s mission and purpose in the past seven days.
2016
71% of Millennials who strongly agree that they know what their organization stands for and what makes it different from its competitors say they plan to stay with their company for at least one year.
2016
85% of adults worldwide are not engaged or are actively disengaged.
2017
15% of employees worldwide are engaged in their job. (31% for US, 15% for Europe)
2017
The global percentage of actively disengagement at work is down going. From 26% in 2009 to 17% in 2016
2017
32% of employees worldwide strongly agree they like what they do each day.
2017
19% of employees either don’t understand their core values or simply don’t know them
2013-19
33% of employees don’t believe their company’s core values align with their personal values.
2013-19
¼ of employees are either indifferent or don’t know much about their company’s mission
2013-19
Talent
Statistic
Source
Year
67% of Global CEOs predict that in five years, workplace talent will focus more on corporate culture and values than they do on pay
2018
91% of talent professionals belives softskills is very important to the future of HR and recruitment.
2019
80% says soft skills are increasingly important to company success
2019
59% of Millennials report that opportunities to learn and grow are extremely important to them when applying for a job.
2016
87% of Millennials rate “professional or career growth and development opportunities” as important to them in a job.
2016
57% of Millennials say that work-life balance and personal well-being in a job is very important to them
2016
80% of respondents aspire to performance management that focuses on task output, not hours worked
2019
77% of respondents know they need to harness their ‘intrapreneurs’ to win (an employee who develops new enterprises or commercially valuable ideas within the corporation)
2019
73% of companies say identifying and building future skills created by the impact of technology is important
2019
41% of employees say the one thing they like most about their job is learning
2013-19
56% of employees believe that they don’t have any career advancement opportunities.
2013-19
53% of employees say they haven’t improved their skills significantly in the past year
2013-19
Leadership
Statistic
Source
Year
37% of people who work at companies that allow remote work believe that working remotely can result in less visibility and less access to leadership.
2018
58% of Millennials say “quality of manager” and “quality of management” are extremely important to them when applying for a new job.
2016
69% of Millennials agree that there is a leader in their life who makes them enthusiastic about the future.
2016
70% of Millennials who strongly agree that their manager focuses on their strengths are engaged.
2016
72% of Millennials who strongly agree that their manager helps them set performance goals are engaged.
2016
31% of employees wish their manager communicated more frequently with them.
2013-19
57% of employees wouldn’t recommend their organization as a good place to work.
2013-19
32 % of employees have to wait more than 3 months to get feedback from their manager
2013-19
96% of employees said that receiving feedback regularly is a good thing
2013-19
83% of employees really appreciate receiving feedback, regardless if it’s positive or negative
2013-19
64% of employees think the quality of the feedback they receive should be improved
2013-19
Empowerment
Statistic
Source
Year
43% of US employers said they plan to allow their employees to have more remote working opportunities in the next year. Only 9% said they plan to offer less.
2019
67% of Global CEOs predict that in five years, workplace talent will focus more on corporate culture and values than they do on pay
2018
Since 2016, the number of job posts on LinkedIn that mention work flexibility rose by over 78%.
2019
Those who work from home at least once a week are 48% more likely to rate their job a “10” on the happiness scale, with 10 being the highest
2016
39% of small business staff said a downside of working remotely is that they work longer hours than they should when they work outside of the office. 9% says they work less.
2018
2.9% of the total U.S. workforce, or 3.9 million U.S. employees, work from home at least half of the time. That’s a 115% increase since 2005, when there were 1.8 million U.S. employees working from home at least half the time.
2017
50% of Millennials state that advancement opportunities are extremely important to them when applying for a new job.
2016
70% of companies say creating worker autonomy is important for the future
2019
26% of respondents say it is important to help workers displaced by technology – but don’t do it today
2019
15% of respondents ‘strongly agree’ they have work– life balance policies that reflect diverse family arrangements and caring responsibilities
2019
71% of respondents say supporting remote and virtual working is important to their future
2019
44% of employees are either constantly sleep-deprived or tend to lack some sleep
2013-19
60% of employees notice that their job is taking a toll on their personal life.
2013-19
23 % of employees leave work feeling drained or very drained. Every day.
2013-19
By 2025, an estimated 70% of the workforce will work remotely at least five days in a month.
2018
Teams
Statistic
Source
Year
Those ages 50 and older are roughly two times more likely to want to work independently than those ages 18 to 34.
2016
The creative process is often perceived as collaborative, yet only 18% of creatives will consult their ideas with friends, family or colleagues.
2019
34% of employees don’t think they have enough social interaction with their colleagues.
2013-19
41% of employees say the one thing they like most about their job is their colleagues
2013-19
62% of employees wish they received more feedback from their colleagues
2013-19
83% of employees think it’s better to give someone praise than a gift
2013-19
Agility
Statistic
Source
Year
56% Identified insufficient follow up as the most frequently cited risk “of never implementing an crowd-sourced idea” from a brainstorm.
2018
Only 16% Currently track end-to-end process from ideation to market launch
2018
77% of respondents who reported “alignment to business strategy” was the most important criteria for moving an idea forward.
2018
47 percent of companies are tracking ROI on some or all actionable ideas
2018
Companies that are highly inclusive in innovation has 33% more adaptability over their low inclusive piers.
2018
Companies who works agile has actionable strategic guidance of 92% where all other workforms only has 52%
2018
Companies who works agile shares vision and purpose 91% at the times where all other workforms comes in at 52%
2018
Agile companies are more than twice as good at continuously learning than their none-agile piers.
2018
Agile companies are 37% better at flexible resource allocations than their none-agile piers.
2018
The more statistics, reports and businesses cases we analyze, the more certain we become in our beliving of the two growth levers of today: Companies that create high employee engagement and distribute ownership grows better, are more agile and moves faster.
5.5x revenue growth from high engagement
GreatPlaceToWork researched 792 companies on the balance between high employee engagement in innovation and revenue growth. The more inclusive the company where, the better it grew. The top quartile grew revenue 5.5x more than the bottom quartile.
The rivers of revenue
The massive 5.5x gap in revenue growth is due to multipel upsides by having highly engaged employees. Gallup made a big study on the relationship between our work engagement and organizational outcomes that gives us even more perspective on the many rivers that leads to revenue. It’s these that are leading the way to higher growth in top and bottom-line.
Unengaged Employees is costing U.S. companies $450 billion to $550 billion per year in lost productivity accordingly to Gallup. To make up for that, they spend over $100 billion annually to improve employee engagement (Deloitte).
The best way to optimize your business for growth happens to align with the way people wants to work. Your people want more ownership, personal development and freedom. All the research on this page indicated, that if you give them this you will grow stronger, adapt better and implement faster – and in the process create a company full of happy people.
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