Elearning! Feb-Mar

FEB-MAR 2015

Elearning! Magazine: Building Smarter Companies via Learning & Workplace Technologies.

Issue link: https://elmezine.epubxp.com/i/471607

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Page 37 of 52

organizations were (on a scale of 1-10, 1=low and 10=high): the mean score was 5.27. Tis means engagement has not improved much since 2012. We found our respondents maybe a bit better, but only by a small amount. An engagement level of seven or above would be good for most organizations, but only 36 percent of the respondent organizations surveyed hit this benchmark (Fig. 4). Tere is much to improve on, and collaboration plays a big role in it. Organizations are using many techniques to increase engagement (Fig. 3). Much to Google's and Yahoo's dismay, Flexible Work Environments were the solution chosen by 60 percent of those surveyed. Tis was followed closely by Feedback to Company or Team Leaders, Recognition for a Job Well Done, and More Access to Experts and Mentors Across the Organization. It is obvious that techniques that are personal to the employee are those most utilized today. However, it is important to note that rewards, like salary increases and bonuses, did not score high. Our hypothesis was that people were more engaged in "open" or "transparent" cultures. Only 26.7 percent felt they were in a pretty or very open culture (Fig. 2). We asked "What do you think might improve engagement in your organization?" We got all sorts of open- ended responses, like requests for better collaboration tools, but the overwhelming response as (paraphrased from many answers), "If management wants greater engagement, then we want greater interaction, engagement, honesty and Having more meetings Smaller class size or meetings Gamification (rewards, points, badges, ranks, etc.) Making the form of the engagement more "fun" Social projects (outside work hours) i.e. charity Getting more time for your ideas, projects, etc. Job and or project rotations Getting better content to engage with Financial rewards and bonuses Videoconferencing Classes on better interpersonal communications Recieving validation for personal contributions Greater levels of interpersonal interaction Opportunity to promote and grow professionally Access to experts and mentors Ability to provide input to leaders and teams Recognition for a job well done Flexible work environments (time, location, etc.) 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% Fig. 3: Techniques Used to Improve Engagement 47.3% of respondents spend more than one- third of their time collaborating at work. Elearning! February / March 2015 37

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