According to Gallup in the 2017 State of the Global Workplace survey, 85 per cent of the workforce is disengaged. This figure is staggering.For Jeff Smith, CEO and Founder of the SuportingLines Institute, the benefits of being engaged in your work is significant for all of society and impacts all aspects of our lives. He believes that a high-performance culture can only be obtained when our leaders are effective, we engage our people and everyone is achieving their goals. With a global workforce for the most part is disengaged, this has to be having a direct negative impact on the performance of organizations.
Incomplete data
Although there are several studies on the topic of work engagement, one angle that is not well investigated is the effect on employee engagement when leaders support their people and teams support each other in deliberate and intentional ways. To this end, the SupportingLines Performance Culture & Engagement Survey was launched at the beginning of June.
SupportingLines, a company that leads small businesses and large organizations in creating high-performance culture, is interested in knowing if leaders supporting their people can actually change how employees feel about their work, and how does the degree to which teams support each other impact people’s engagement in their underlying work?
“If we can gain a deeper understanding of the leader/employee relationship, I think we can be in a position to move the dial on engagement,” said Smith. “When we truly understand the problem, we are more likely to craft the right solution.”A holistic assessment of engagement
Felix Hsieh is a business analyst with a certification in organizational coaching from the University of British Columbia and a current student at Alder University´s Graduate program in Organizational Psychology. Four months ago, a faculty member at Alder University introduced Smith, a certified executive coach from Royal Roads University with 15 years of top leadership experience, to Hsieh.
The SupportingLines Performance and Engagement Survey assesses work engagement based on three criteria: the degree of support provided by supervisors, the degree of support provided by peers (both created by Smith), and the Utrecht Work Engagement Scales (UWES), a work engagement assessment tool developed by Utrecht University in the Netherlands.
“By conducting this research, we hope that we can further solidify the concept of creating a supportive work environment to combat this highly distracted society,” said Hsieh.Get engaged
Any individual who is interested in the topic of work engagement, anyone who has a job right now or has had a job before, and any organizational leaders who are interested in improving the level of work engagement in their organizations are encouraged to take the survey. It only takes 10 minutes to complete.
The results will be made available to all survey participants via a whitepaper and webinar upon completion of the research in the fall of 2019.