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factor driving wellness strategies is stress.
“How organisations tackle stress as
part of their wellness programmes can
manifest itself in several ways. Most will
think of wellness programmes as including
some sort of physical activity that will help
with stress, but there also needs to be
a focus on the mental resilience side. In
addition, organisations need to implement
policies that help with the ability to
manage stress, such as flexible working.
“Encompassing all of this should be
the support of leadership. Business leaders
who demonstrate a sincere interest in the
health and wellbeing of their employees
are also the most effective at engaging
their employees.
“Communication is also key to
engagement. In the future, using
technology to communicate and engage
with employees of all types and ages
will be essential. Social media, the use
of personalised information as well
as easing access to data will all assist
communication. Single portals that house
all data for an employee in terms of total
rewards and the support and services
provided by the company are available
now and help enable companies to
increase engagement.”
In the future,
using
technology to
communicate
and engage
with
employees of
all types and
ages
will be
essential.
Boosting Employee
Engagement: Place Matters
Trends 360
Atorganizations throughout theworld,employee
disengagement is like a bad virus—difficult
to diagnose, contagious and tough to cure.
Worldwide, actively disengaged workers
continue tooutnumberengagedonesata rate
of nearly 2-to-1, according to Gallup's most
recent 142-country study, “The State of the
GlobalWorkplace.”Unhappyandunproductive,
disengaged employees are unlikely to make
positive contributions and their negativity
tends to spread with alarming ramifications.
Conversely, engaged employees are more
productive, have lower turnover rates, lower
absenteeism and drive higher profits—they’re
whateveryorganizationneeds to thrive.
85
%
Concentrateeasily
Workplace Satisfaction + Engagement
TheSteelcase-commissioned survey conducted by the global research
firm IPSOS of 10,500 workers shows a strong correlation between
employees’ satisfaction with their work environment and their level
of engagement. Those most engaged were also the most satisfied
with theirwork environment.
33
%
27
%
9
%
20
%
HighlySatisfied
SomewhatSatisfied
Dissatisfied
HighlyDissatisfied
Satisfied
WorkplaceSatisfaction
Engagement
Employeeswhoarenot
fullyengagedatwork
arealso themostunsatisfied
with theirworkenvironment
Gallup’s findings indicate that one important
way to help boost employee engagement is to
focuson theirwellbeing.AndSteelcasestudies
have shown that placematters: The physical
workenvironmentcanhaveastrong impacton
employeewellbeingandengagement.
Data froma recentSteelcasecommissioned
studyconductedby theglobal researchfirm
IPSOS of 10,500 workers in 14 countries
throughout theworldprovideawake-upcall
forany leaderswho thinkworkenvironments
arenotahighpriority—employeeswhoare
highlysatisfiedwith theplaces theyworkare
also themosthighlyengaged.
Formoredetailed informationon the
studyfindings,get the360 iPadAPP
orgo to360.steelcase.com.
69
%
11
%
Highly-disengaged employees are not satisfied with their work environment.
Mywork environment does not allowme to:
France
Germany
Belgium
Netherlands
Spain
UK
Poland
Russia
Turkey
US
Canada
Mexico
India
China
Countriessurveyed :
65
%
Socializeandhave informal,
relaxedconversationswith
colleagues
79
%
Accommodatemobile
workers
59
%
Movearoundeasily through-
out theday
86
%
Choosewhere toworkwithin
theoffice,basedon the task
Iamdoing
57
%
Physicallymoveduring the
dayandchangepostures
87
%
Work in teamswithoutbeing
interruptedordisrupted
85
%
Feel relaxed,calm
84
%
Easilyand freelyexpressand
sharemy ideas
84
%
Feela senseofbelonging
tomycompanyand itsculture
| Issue 09 | steelcase.eu/360
4
steelcase.eu/360 | Issue 09 |
5
owning this cultural change within their
organisation.
“By its very definition, collaboration
is anything that allows people to
communicate and work better together.
Collaboration needs to be about making
technology accessible to everyone but
typically at the moment, collaboration
is not available for everyone in an
organisation, so this will be a key driver of
enhancing teamwork.
“There is not a lot more that individuals
can give, so it’s vital that we do everything
to make teamwork much more natural.
For me, I believe it’s all about creating
applications that make everything else
work better.”
Veerle De Clerck,
Steelcase
Brand
Communication Manager UK
“One of the major business issues that
troubles managers all around the globe
is loss of productivity. It’s the level of
engagement that determines if people are
productive, or less productive or even plain
contra-productive. As you can see in the
infographic (inset), all around the globe
employee engagement is low.
“Businesses count on their
workforce to be creative, communicative,
collaborative, to produce great output and
generate innovation. Compared to 20 years
ago, more people are needed to deliver
output, not the processing of input. That
has been taken over by computers. The
output has become more complex, too, in a
globalised world.
“But when you look at offices, they
have not changed. Many office floor plans
still look the same, even in new buildings,
driven by cost effectiveness. Space matters.
It is for sure not the only factor influencing
engagement and productivity, but it is a
first step.
“Leading organisations capitalise
on that. They make sure they create the
right kind of work environments for their
people. First rule, create diversity so people
can choose where and how they work,
depending on the task at hand or the
work modus (individual work, team work,
learning, socialising, rejuvenation).
“Essentially, the office needs to
become an ecosystem of interconnected
and interdependent spaces that support
the physical, cognitive and emotional
wellbeing of people, and that’s how place
can help to improve engagement and
organisational performance.”
Martyn Anwyl,
Head of Operations,
Corporate Solutions,
Buck Consultants
at Xerox
“More and more employers are looking to
increase employee engagement in order
to improve productivity and maximise the
return on human capital investment.
“The benefits of a more engaged
workforce are clear. A study from Engage
for Success states that organisations in
the top quartile of employee engagement
scores report twice the profit of those in
the lowest quartile. Limeade conducted a
study last year that showed the biggest
factor driving employee engagement was
the ability to manage stress. No wonder,
then, that in Buck Consultants’ recent
Global Wellness Survey
, the number one
A Steelcase-commissioned survey of 10,500 workers conducted by global research firm IPSOS shows a strong
correlation between employee satisfaction with their work environment and their level of engagement.
Those most engaged were also the most satisfied with their work environment.
...continued
Martyn Anwyl,
Head of Operations, Corporate
Solutions,
Buck Consultants at Xerox
