This dataset of 289,870 people sampled across TikTok, X, and Reddit reveals statistics of employee engagement in 2024 to find out whether employees consider themselves engaged, why they were engaged, what would make them more engaged, and to learn more about their demographics.

This dataset comes from the Biennial City of Tempe Employee Survey questions related to employee engagement. Survey respondents are asked to rate their level of agreement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree".This dataset includes responses to the following statements:I have received fair consideration for advancement & promotion, when available, within City of TempeI have been mentored at workThe City's programs related to professional development & career mobility, such as educational partnerships, Tempe Professional Development Network, etc., are useful to meThe following adequately support my work-related needs: City Manager's OfficeThe following adequately support my work-related needs: Strategic Management & Diversity OfficeI believe my opinions seem to countConflict in my work area is resolved effectivelyI believe exceptional job performance is recognized appropriately by managers/supervisors in my work unitThe amount that I pay for health care benefits is reasonableI think the amount I am paid is adequate for the work I doCommunication between my work unit/pision & work units/pisions OUTSIDE my department is goodEmployees in my department take personal accountability for their actions and work performance (starting in 2018 survey)Participation in the survey is voluntary and confidential.This page provides data for the Employee Engagement performance measure. The performance measure dashboard is available at 2.13 Employee Engagement.Additional InformationSource: paper and digital survey submissionsContact: Aaron PetersonContact E-Mail: Aaron_Peterson@tempe.govData Source Type: ExcelPreparation Method: NAPublish Frequency: biennialPublish Method: ManualData Dictionary

Employee engagement in the world increased from 2011 to 2020, but dropped slightly the next years. It stood at ** percent in 2022 and 2023. It was at its highest in 2020 when it reached ** percent.

Introduction

Employee Engagement Statistics: Employee Engagement is a buzzword flying around workplaces everywhere. But what exactly does it mean, and why should you care? Well, engaged employees are like happy bees in a hive—they're productive and enthusiastic and contribute significantly to the company's success.

This paper describes the best facts related to employment engagement in recent years and what to do to improve engagement rates. Here, we'll delve into some eye-opening employee engagement statistics to shed light on this crucial aspect of the modern workplace.

The engagement of employees in the United States has been decreasing over the last number of years. While engagement peaked in 2020, at 36 percent, it has been trending downwards in the four years since then.

Of the G20 countries, employees in the ************* had the highest levels of engagement at work in 2023. Meanwhile, employees in ***** felt the lowest levels of workplace engagement. A lack of employee engagement can lead to companies worldwide losing trillions of dollars each year.

The Employee Engagement Index (EEI) assesses the critical conditions conducive for employee engagement (e.g., effective leadership, work which provides meaning to employees). The index is comprised of three subfactors: Leaders Lead, Supervisors, and Intrinsic Work Experience.

This page provides information for the Employee Engagement performance measure.

This statistic shows the results of a survey, conducted annually from 2002 to 2012, among American employees regarding their engagement in the workplace. In 2012, 18 percent of respondents stated they were deliberately not engaged in their work, while 30 percent stated they were.

This operations dashboard shows historic and current data related to this performance measure.The performance measure dashboard is available at 2.13 Employee Engagement. Data Dictionary

Employee engagement data from an employee survey conducted by Pierce County and completed voluntarily by employees. Numeric responses correspond with the following answers: 0=N/A, 1=Strongly Disagree, 2=Disagree, 3=Agree, 4=Strongly Agree.

Employee Engagement Enterprise Performance Indicator Data

Global employee engagement increased steadily from 2009 to 2023, but was still at only ** percent. A lack of involvement and enthusiasm of workers at their workplace can cost companies trillions of dollars in lost income.

This study aims to know the influence of employee engagement and job satisfaction on employee performance both partially and simultaneously in telecommunications companies. The method used in this study is quantitative method and uses data analysis techniques, namely descriptive analysis and path analysis. Data collection in this study is by disseminating questionnaires with a six-point likert scale and the number of research statements as many as 52 statements distributed to 227 employees of telecommunications companies in the West Java region. The results showed that employee engagement and job satisfaction have a significant positive influence on employee performance. With a coefficient of determination (R2) of 0.364 or 36.4% showed that employee engagement and job satisfaction were shown to have an influence of 36.4% on employee performance. So that companies that have employees with a good sense of engagement to the company and the needs of employees are met to provide satisfaction for employees, it will be obtained employees who have a high loyalty value and dedicate their time to help the company in achieving its goals.

In 2021, almost 45 percent of professionals worldwide revealed that employee in their organization are highly engaged in delivering customer experience (CX). During the survey, 25.3 percent of customers rated organizations' CX capability seven out of ten (7/10).

Global employee engagement was highest in the ************* and ******, while it was lowest in Europe. Global employee engagement increased since 2009. A lack of involvement and enthusiasm of workers at their workplace can cost companies trillions of dollars in lost income.

Analysis of ‘2.13 Employee Engagement (overall)’ provided by Analyst-2 (analyst-2.ai), based on source dataset retrieved from https://catalog.data.gov/dataset/a4b2a01e-d0cd-4dd6-819c-4aea4c518e48 on 11 February 2022.

--- Dataset description provided by original source is as follows ---

This dataset comes from the Biennial City of Tempe Employee Survey questions related to employee engagement. Survey respondents are asked to rate their level of agreement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree".

This dataset includes responses to the following statements:

• Overall, I am satisfied with the level of employee engagement in my Department I have been mentored at work.
• Overall, how satisfied are you with your current job?

Participation in the survey is voluntary and confidential.

This page provides data for the Employee Engagement performance measure.

The performance measure dashboard is available at 2.13 Employee Engagement.

Additional Information

Source: paper and digital survey submissions

Contact: Aaron Peterson

Contact E-Mail: Aaron_Peterson@tempe.gov

Data Source Type: Excel

Preparation Method: NA

Publish Frequency: biennial

Publish Method: Manual

Data Dictionary

--- Original source retains full ownership of the source dataset ---

ABOUT THE CITY OF TEMPE EMPLOYEE SURVEY REPORT This report includes the results from the Tempe Employee Survey, conducted every other year, to gather input from employees about issues in six major areas: professional development and career mobility; organizational support; supervisions and working environment; compensation and benefits; employee engagement; and peer relationships. Participation in the survey is voluntary and confidential. Employees are able to complete the survey during work hours or at home, with surveys directly returned to the vendor conducting the survey. In many of the survey questions, survey respondents are asked to rate their agreement level with a given statement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree" (while some questions follow another scale). The survey has a 95% confidence level. PERFORMANCE MEASURES Data collected in this survey applies directly to the following Performance Measures for the City of Tempe: Safe and Secure Communities 1.11 Feeling Safe in City Facilities Strong Community Connections 2.13 Employee Engagement2.25 Employee Work-Related Needs Quality of Life No performance measures in this category presently relate directly to the Employee Survey Sustainable Growth & Development No performance measures in this category presently relate directly to the Employee Survey Financial Stability & VitalityNo performance measures in this category presently relate directly to the Employee Survey The City of Tempe Employee Survey was first conducted in 2016 and occurs every two years. Additional Information Source: Employee Survey Contact (author): Aaron Peterson Contact E-Mail (author): aaron_peterson@tempe.gov Contact (maintainer): Aaron Peterson Contact E-Mail (maintainer): aaron_peterson@tempe.gov Data Source Type: PDF Preparation Method: NA Publish Frequency: Biennial Publish Method: Manual

This dataset comes from the Biennial City of Tempe Employee Survey questions related to employee engagement. Survey respondents are asked to rate their level of agreement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree".This dataset includes responses to the following statements:Overall, I am satisfied with the level of employee engagement in my Department I have been mentored at work. Overall, how satisfied are you with your current job? Participation in the survey is voluntary and confidential.This page provides data for the Employee Engagement performance measure. The performance measure dashboard is available at 2.13 Employee Engagement.Additional Information Source: Community Attitude SurveyContact:  Wydale Holmes Contact E-Mail:  wydale_holmes@tempe.govData Source Type:  ExcelPreparation Method:  Data received from vendor (Community Survey)Publish Frequency:  AnnualPublish Method:  ManualData Dictionary

This page provides data for the Employee Engagement performance measure. The performance measure dashboard is available at 2.13 Employee Engagement.Additional InformationSource: paper and digital survey submissionsContact: Aaron PetersonContact E-Mail: Aaron_Peterson@tempe.govData Source Type: ExcelPreparation Method: NAPublish Frequency: biennial