The 2023 FIFA Women’s World Cup, held on home soil, saw an extraordinary display of resilience, determination, and teamwork from the Australian Matildas. The impact of their remarkable journey is still fresh in our memories as we watch this inspiring group of women prepare for their next major challenge – the 2024 Olympic Games.

Their success is no accident; it is the culmination of hard work, dedication, and a shared commitment to excellence. Their coach, Tony Gustavsson, emphasizes the importance of fostering a positive and supportive environment where players feel valued and empowered. This approach creates a sense of unity and purpose, propelling the team to new heights and elevating them to the level they are at today.

The Matildas’ journey to date provides a powerful analogy for the transformative impact of employee engagement on business success. Just as the Matildas’ collective efforts continue to fuel their remarkable achievements, employee engagement serves as the driving force behind organisational excellence.

Imagine if the majority of the Matildas squad were disengaged, lacking the passion and drive that fuels their success. On-field performances would be lacklustre, communication breakdowns would hinder strategic plays, and the team’s spirit would crumble under pressure.

This hypothetical scenario mirrors the reality faced by many organisations. Lack of engagement has significant consequences for businesses, as it leads to decreased productivity, increased absenteeism, and higher turnover rates.

On the other hand, engaged employees are the driving force behind organisational success. They are the innovators, the problem solvers, and the brand ambassadors who propel businesses forward. Engaged employees are invested in the company’s mission, values, and goals. They are passionate about their work and committed to achieving common objectives.

A Snapshot of Employee Engagement in Australia

Employee engagement is, and will remain to be, a challenge that is constantly evolving in response to shifting workplace dynamics and demographics, technological advancements, and societal changes. Let’s look at what the most recent data is telling us about the current state of employee engagement in Australia:

• Employees who are engaged and thriving has increased by 2% from 2022 – 2023. These employees are highly involved in and passionate about what they do, driving high performance and moving their organisations forward.
• The unengaged employees are psychologically disconnected from their work and lack passion and energy. Employees who are actively disengaged and are ‘loud quitting’ are visibly unhappy in their roles and are potentially undermining what their engaged co-workers are working to accomplish.

• There has been a noticeable rise in disengagement among new employees over the years. Among those with less than six months of tenure, only 38% expressed an intention to remain with the company for the next three years.
• Many elements could be causing this downturn, including a lacklustre onboarding experience as well as lack of perceived growth opportunities.

Factors that influence employee engagement

Several factors contribute to employee engagement (or disengagement). These include:

• Work-Life Balance
• Meaningful Work
• Empowering Leadership
• Diversity and Inclusion

What is the current state of employee engagement in your business?

Measuring employee engagement is crucial for understanding the current state of employee morale, satisfaction, and commitment in your business.

Employee engagement surveys are an effective tool to gather valuable feedback from your employees, identify areas for improvement, and track progress over time. A few key questions to consider are:

• What are your employees telling you?
  Review the results of your last employee engagement survey and consider the action steps that have been taken. If it has been more than twelve months since your last survey, it may be time to roll out the survey again.

If you’ve not run an engagement survey with your team before, you are potentially missing out on valuable feedback from your team – now is a great time to get started.

• What steps have you taken since your last survey?
  When considering the feedback you received from your last survey, was an action plan put in place to address your opportunity areas? Have the steps you have taken been effective in moving the needle? Ask yourself why (or why not), and again consider whether it is time to conduct another survey.
• Are you communicating with your team?
  You’ve put a solid action plan in place – are you bringing your team along on the journey? Communicating lessons learned along with a clear action plan demonstrates to your employees that you are committed to improving, and that you are listening to them.
• How do you compare?
  What does good look like? Comparing your results with industry benchmarks will give you a clearer picture on where your business sits.

As the Matilda’s gear up for the 2024 Olympics, their unwavering team engagement will once again be their secret weapon. Their success is built on a foundation of engagement, strong leadership, and a culture of inclusivity, your organisation’s success can be fuelled by a similar approach.

Azuhr partners with organisations to design and implement employee engagement strategies that align with their specific goals and challenges. Our experienced team of consultants can help you develop effective employee engagement surveys, analyse feedback, and implement tailored initiatives that drive engagement and foster a thriving work culture. To understand more about how Azuhr can support your business, please contact one of our consultants.

Jessica Martin

HR Consultant
Azuhr
+61 422 215 017
[email protected]

References:

Gallup. (2023). State of the global workplace: 2023 report. Retrieved from https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx

Qualtrics. (2023). 2024 Employee Experience Trends Report. Retrieved from https://www.qualtrics.com/ebooks-guides/employee-experience-trends-2022/