Employee engagement is a critical indicator of organisational effectiveness and evidence of our ability to respond to changing employee needs. The ‘Engagement 2024′ study conducted by Enpulse shows that in 2024, the overall engagement rate reached a record level of 66%. More than half of the respondents (54%) can be classified into the group of engaged employees, while one in three (29%) belonged to the group of disappointed or disengaged individuals.
The creators of the Enpulse platform, used for measuring and building engagement, present the results of the latest study of Polish employees’ engagement. The index is based on declarative responses to questions concerning six areas such as reward or work atmosphere. Each of these areas is rated in three dimensions.
The overall engagement rate in 2024 reached a record level of 66%, which indicates an increase compared to previous years. The level was impacted by an increase in the emotional dimension (up by 3 percentage points compared to 2023). The other dimensions – motivational and rational – remained unchanged since 2022.
In 2024, the percentage of engaged employees in companies surveyed by Enpulse was 54%, an increase of 8 percentage points compared to the previous year. This is a positive sign, reflecting the effectiveness of initiatives taken by organisations to increase team engagement. However, it’s worth noting that nearly a third of respondents were either disappointed (15%) or completely unengaged (14%). This shows that not all initiatives undertaken by employers yield expected results, or are effectively implemented.
“Organisations should focus on identifying specific barriers and implementing actions tailored to the needs of each group – both the engaged and disengaged. Effective strategies may involve better communication, more support at work, and programs that strengthen a sense of belonging and job satisfaction,” says Magda Pietkiewicz, a labour market expert and creator of the Enpulse platform, used for research and building employee engagement.
Remuneration is an important factor impacting engagement and employee motivation. An opaque remuneration policy generates a sense of injustice and lack of trust in an organisation. In this context, the decline in satisfaction with remuneration to 55% (down by 8 percentage points compared to last year) is alarming. It’s also worth noting the high percentage of respondents who indicate a lack of transparency in pay policy (40% of indications). Employees who do not understand how their earnings are determined may feel unappreciated, even if their salary is competitive.
In 2024, one-third (32%) of employees did not experience job satisfaction, and 45% of survey participants claim that their organisation undertakes actions aimed at increasing job satisfaction. Job dissatisfaction, lack of motivation, and a sense of underutilised potential are reflected in employee turnover data – 39% of employees considered taking up new employment in 2024.
“Employers should be aware that a lack of adequate motivational activities and initiatives to increase job satisfaction can lead to increased staff turnover. This is confirmed by the latest Randstad recruitment agency surveys, which indicate that job dissatisfaction is the main factor motivating us to change jobs” says Magda Pietkiewicz.
“However, although the employee engagement rate in Poland in 2024 reached a record level, there is still a need to take actions aimed at increasing employee satisfaction and engagement, particularly in areas such as pay, job satisfaction, and the feeling of impact on organisational decisions. The full ‘Engagement 2024’ report is available for download at https://www.enpulse.eu/raport-zaangazowanie-2024” concludes the expert.
Source: https://managerplus.pl/rekordowe-zaangazowanie-polskich-pracownikow-20024
