AIM Members Engaged at Work

AIM Members have a higher rate of employee engagement than other national and international employees, according to a recent global study on employee engagement.

43 per cent of AIM member respondents classified themselves as ‘engaged’ at work, compared with 29 per cent of other Australian respondents, and 30 per cent of international respondents in a three-month employee engagement study compiled by global consulting firm, BlessingWhite.

Proving a strong correlation between engagement and retention, 54 per cent of AIM members surveyed said that they definitely planned on remaining with their current employers for the next 12 months.

The findings, titled ‘The State of Employee Engagement 2010’, were presented to a Members-Only Breakfast Briefing in mid November with BlessingWhite Asia-Pacific Client Partner Reg Polson.

AIM CEO Vivienne Anthon FAIM said that the findings were representative of the AIM membership cohort.

“Almost a third of AIM Queensland members completed the study, so we can have confidence that the results reflect current levels of employee engagement in our membership,” she said.

“The term ‘employee engagement’ means different things to different organisations. BlessingWhite defines employee engagement as an alignment of job satisfaction and job contribution to suit both the individual and organisation,” Ms Anthon explained.

“Engaged employees are ‘enthused and in gear’, using their talents to make a difference in their organisations and drive sustainable business success.

“The Institute is pleased that so many members chose to take part in the study, and the results indicate that members contribute to the success of their organisations and find great satisfaction in their work,” Ms Anthon said.

In the member briefing, Mr Polson discussed what employee engagement can do for business leaders and why managers should care about having an engaged workforce. He also spoke of the engagement challenges organisations face, and the roles and responsibilities that different levels of a workforce need to take in creating an engaged organisation.

The research also found that employees want greater clarity in what the organisation requires of them and why (21.4 per cent), development opportunities and training (19.7 per cent) and increased resources (19.2 per cent) to increase individual employee contributions.

The research sample covered a range of generations as well as industries and functions, with 52 per cent of respondents having leadership responsibilities and a 53 per cent male to 47 per cent female response rate.