This survey was conducted in the first quarter of 2019 of 532 participants most of whom were HR professionals in the US; 40% of respondents represent organizations with 500 or more employees.

Employee engagement continues to be a primary organizational and HR concern. As a result, many employers are collecting, analyzing and acting on engagement data. To give HR professionals a point of reference HR.com conducted this second annual study on the state of employee engagement. Major findings include:

• Attaining high employee engagement levels continues to be a challenge.
• Leaders and immediate supervisors make the biggest difference in engagement with trust of leaders & relationship with supervisor as having the highest impact on engagement.
• Engagement might be improved through more frequent measurement, better employee recognition, greater career growth opportunities, and more HR involvement.
• Engagement is still widely viewed as being linked to overall company performance.

While 72% of large organizations and 54% of all organizations measure engagement, there remains challenges with impacting engagement through group survey data. Key takeaways include:

• Involve leadership in a discussion of what engagement is and what it does for the organization.
• Measure engagement more than once a year and use multiple measurement methods.
• Use the lens of overall employee experience to focus engagement initiatives.
• Use a range of recognition programs.
• Instill good leadership behaviors and provide opportunities for career growth.
• Emphasize clear communication.
• Keep leaders as well as HR involved.

Harrison Assessments Engagement & Retention Analysis with Fulfillment