Thought leadership

There is a “significant link” between employees’ engagement with their job and their well-being, according to the Chartered Institute of Personnel and Development’s (CIPD’s) latest Employee Outlook survey.

The report shows that engaged employees score much more highly against the Office for National Statistics’ ‘happiness index’. The index asked subjective questions relating to life satisfaction and how worthwhile people feel their lives are, on which engaged employees scored more highly, while they also reported lower scores when asked how anxious they felt, compared to employees with neutral engagement or those who are disengaged.

In addition, the report found there to be a strong link between the extent to which employees trust the senior management team in their company and their well-being.

It said: “There is a particularly strong link between employees who strongly agree they trust their senior managers and lower than average levels of anxiety.”

The extent to which employees agree they are consulted by senior managers on important decisions was also found to have a strong correlation with well-being scores.

The CIPD said: “It is in employers’ interests to be interested in the well-being of their staff – not just because they have a duty of care towards them – but because of the link between well-being and employee engagement, as well as lower risks of accidents and lower levels of stress and absence.”

The CIPD said another notable finding from this quarter’s report is the percentage of employees who feel neutral about their engagement at work – this represents 58% of those surveyed and remains consistently high from the previous two quarters.

The study measures employee engagement through a number of factors relating to the level of engagement individuals feel to their organisation beyond pure job satisfaction.

The CIPD said that while people’s satisfaction with their specific jobs is relatively high, this does not extend to overall engagement with their organisation.

The report said: “There are a number of pointers in the research as to why people might be feeling this way – and these mainly relate to how people are managed.

“While satisfaction with immediate managers is generally strong, there are continuous issues around a lack of personal development – including coaching on the job, discussing learning and development and giving feedback on performance.

“Perceptions of leaders also need to improve, with views on leaders’ consultation being particularly poor and trust and confidence in leaders falling further this quarter.”


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