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Trevor Smith | Not Excited About Your Job? You Are Not Alone!

Published:Tuesday | June 5, 2018 | 12:00 AM

- Fifteen per cent of employees worldwide are engaged in their jobs. (Gallup)

- Twelve per cent of businesses are happy with current levels of employee engagement. (CBI)

- Disengaged employees cost organisations between $450 and $550 billion annually. (The Engagement Institute)

Low Employee engagement continues to challenge leadership across the globe. The low engagement issue is not going away.




Organisations have launched a variety of strategies to arrest the downward spiral in employment engagement.

However, the harsh reality is that little ground has been gained.

New approaches are needed to deliver higher levels of employee engagement. The payoff is worth adopting alternative approaches.

- Organisation's with high employee engagement outperform those with low employee engagement by 202 per cent. (Business2Community)

- Employee engagement programmes can increase profits by $2,400 per employee per year. (Workplace Research Foundation)

- Highly engaged business teams result in 21 per cent greater profitability. (Gallup)

- Companies with engaged employees see 233% greater customer loyalty and a 26% greater annual increase in revenue. (Aberdeen)

The Success with People Academy has produced a special report on the employee engagement issue. From it, we address one critical failing of current engagement strategies.


Current strategies of organisations


The most popular methods to manage and drive employee engagement are:

1. Drafting employee engagement surveys (55%)

2. Creating culture committees and events (29%).

3. Offering employee resource groups (20%). (CultureIQ)

Data, committees and resource groups abound. Yet, something is missing.

One fundamental weakness of those strategies is the failure to provide easily-accessible, competent, coaching and mentoring across the organisation.

Engagement is not very responsive to meetings, special events, and policies. Much more traction is achieved when staff is given ready access to trusted coach-mentors who can empathise, guide, motivate, and redirect them. Having those skills available at the team-leader level across the organisation creates impact outside of the reach of committees and traditional resource groups.

The solution is to create cost-effective, conducive circumstances in which more individuals can undertake critical coach-mentor roles.




The need for viable engagement strategies is recognised.

90 per cent of leaders think an engagement strategy would help. Less than 25 per cent have one. (Office Vibe.)

Yet, current strategies miss the point: The secret to boosting engagement is engagement!


A Viable Strategy


1 Provide greater access to empathetic, motivating and empowering coach-mentoring.

- Ninety-two per cent of employees say showing empathy is an important way to advance employee retention. (Businessolver)

- Seventy per cent of employees say that motivation and morale would improve massively with managers saying thank you more. (Reward Gateway)

2 Use learning and development as the centre-piece of this Engagement strategy.

- Forty-two per cent of L&D professionals who indicated their employees were highly engaged in learning found they were also highly engaged overall at the organisation (Find

- Seventy per cent of employees believe training could help them become more focused on the job and better at managing their time, but 66% have never asked their managers for such training (Udemy)

- Thirty-one per cent of retail employees said that training makes them feel extremely engaged (Axonify)

3 Incorporate strong vision alignment through coaching and mentoring

- Eighty per cent of employees felt more engaged when their work was consistent with the core values and mission of their organisation. (IBM)

4 Empower and challenge employees

- Seventy per cent of employees ranked being empowered to take action at work when a problem or opportunity arose as an important element of their engagement. (SHRM)




Smart organisations are solving the low employee engagement challenge through a clever win-win arrangement.

The strategy is driven by a simple three-step plan!

Step 1: Select Coach-Mentor Volunteers

Invite carefully selected team members who have the capacity and interest in coaching and mentoring.

Step 2: Offer the clever win-win arrangement

Offer volunteers behavioural coach certification in return for which they coach and mentor other team members.

Step 3: Drive the done-for-you coach-mentor certification programme

Coach-mentors use prepared resources to empower successive groups of future-leaders including the growing band of millennials.

This three-step plan addresses employee engagement at multiple levels with huge savings!

Data References: RISE | Access Perks | Office Vibe




Download the Special Report: Clever Plan Prepares Volunteer Coaches To Drive Engagement And Retention at

Learn more about the turn-key Coach-Mentor Certification programme here:

Complete your enrolment for the Certified Behavioural Coach programme:

- Trevor E. S. Smith and the Success with People Academy team prepare and certify Leadership Professionals and Coach/Mentors and develop Engaged, High Performing Teams. Hire Smart with their recruitment solutions. Now enrolling coaches in the ICF/SHRM-Accredited Certified Behavioural Coach program. E-mail: