Can Mentorship Close the Gap on Employee Engagement?

FORBES ran an article in October 2013, reporting the results of a worldwide GALLUP poll. It indicated that only 13% of workers feel engaged by their jobs. To varying degrees, 87% of workers felt they were “emotionally disconnected from their workplaces and less likely to be productive.”

While it may seem like the battle to build the CAPACITY of our places of work is all but lost, don’t give up hope yet! That same GALLUP report and the FORBES article provide some clues on where improvements might be found. Examine the 12 key things against which workers were asked to rate their workplace experience against:

1. I know what is expected of me at work
2. I have the material and equipment I need to do my work right.
3. At work, I have the opportunity to do what I do best every day.
4. In the last seven days, I have received recognition or praise for doing good work.
5. My supervisor, or someone at work, seems to care about me as a person.
6. There is someone at work who encourages my development.
7. At work, my opinions seem to count.
8. The mission or purpose of my company makes me feel my job is important.
9. My associates or fellow employees are committed to doing quality work.
10. I have a best friend at work.
11. In the last six months, someone at work has talked to me about my progress.
12. This last year, I have had opportunities at work to learn and grow.

So, when I look at that list, I see things that can be improved when employers create workplace environments that value their people and proactively take steps that develop their potential. While there are certainly larger issues touching on job descriptions, supervision, productivity and human resource management, I also see a number of aspects that one would expect to see within a positive MENTORSHIP relationship. What do you see?

Can MENTORSHIP help to CLOSE the GAP when it comes to the level of employee engagement?  

Please feel free to provide some comments regarding this question, on your experience in the workplace and reaction to any of the above. Let us know your thoughts on the Forbes article and Gallup poll that we’ve mentioned here.


CLICK HERE for the link to the Forbes article by Susan Adams:
“Unhappy Employees Outnumber Happy Ones By Two To One Worldwide”

 
Here the preamble as it was seen on the Gallup website, followed by a link to the “State of the Global Workplace” report:

The State of the Global Workplace: Employee Engagement Insights for Business Leaders Worldwide report highlights findings from Gallup's ongoing study of workplaces in more than 140 countries from 2011 through 2012. This is a continuation of Gallup's previous report on employee engagement worldwide, which covered data from 2009 through 2010. This latest report provides insights into what leaders can do to improve employee engagement and performance in their companies. It includes regional analyses of employee engagement data, country-level insights from Gallup consultants around the globe, a look at the impact of engagement on organizational and individual performance, and information about how companies can accelerate employee engagement.

CLICK HERE for the link to the Gallup report: State of the Global Workplace