A 2022 study by the Yale Center for Emotional Intelligence found some startling insights into the mindset of U.S. employees well worth paying attention to.

In a survey of 1,000 U.S. employees, Yale discovered that 2 out of 5 reported high engagement and low burnout, resulting in positive outcomes. On the other hand, the data also showed that 1 in 5 employees is highly engaged and at risk of burnout.

Though the latter were enthusiastic about their work, they reported negative outcomes such as stress and frustration. These employees also had the highest turnover rates of all the employees surveyed.

This points to the idea that companies are at risk of losing some of their most motivated and hardworking employees and may not even see it coming.

And year after year, concerned managers and researchers discuss Gallup’s shocking statistic that 7 out of 10 U.S. employees report feeling unengaged. Figuring out how to increase employee engagement has been a provocative question for companies and consultants across the board.

The concept of employee engagement is still a new idea. In the past, employers were only focused on employee satisfaction, which hinged on monetary rewards like salary and bonuses. Eventually, employers expanded on this by making the workplace more enjoyable and boosting company morale and camaraderie.

Most recently, employers have focused on the need for career development by offering training and development programs. In addition, companies have tried to boost employees’ sense of purpose by giving back to the community through charitable and volunteer programs. Yet, despite these efforts, boosting employee engagement remains a challenge.

So, what else can employers do?

‍Though attempts to boost engagement through monetary incentives, company culture, and career development are helpful, what can help employees most is simple – balance demands and resources. Offer plenty of resources such as support from supervisors and rewards and recognition programs. Give them what they need to do their job well and feel good about it.

In addition to increasing resources, reduce demands to ensure employee workloads are manageable. Make sure that employees are not wasting time and energy on unnecessary tasks, meetings, or bureaucracy.

Accordingly, employees with high-demand work require a higher level of resources such as support, acknowledgment, and recovery. One way to motivate an overwhelmed employee when demands are high is to increase recognition.

Wellness platforms and rewards and recognition programs are highly recommended to provide support for employee well-being and ensure they are recognized for their challenging work.

At All Star Incentive Marketing, we help businesses empower their employees, engage them in business goals and help them to make meaningful contributions. A comprehensive incentive recognition and reward program will develop stronger relationships and increase employee satisfaction throughout your organization.