When a trend line falls below 4% it is no longer a trend. It is a fact.
In the technology sector only about 4% of the workforce is highly engaged. IT job satisfaction plummets to all time low.
The CEB’s latest survey found that the willingness of IT employees to “exert high levels of discretionary effort” — put in extra hours to solve a problem, make suggestions for improving processes, and generally seek to play a key role in an organization — has plummeted to its lowest levels since the survey was launched 10 years ago.
In 2007, about 12% of the IT employees fit in category of “highly engaged” workers, but that has since fallen to 4%.
Buying a car? Having a heart operation? Purchasing a ticket for a NBA game? If you discovered that only 4% of the Auto Company’s employees were highly engaged in what they were producing would you still buy that car? If you found out that only 4% of heart surgeons were highly engaged in what they were doing would you then be very, very careful in choosing a doctor? If only 4% of your local basketball team was highly engaged –it works out to be only one player highly motivated to play about ½ the time– would you actually buy that ticket? For most of us the answer would be resounding No.
Why then does this ultra-low statistic (in the real world 4% is about as close to zero as it can be) seem to generate so little concern? I wish I had an answer but I just don’t. However, I can tell you that this situation does remind me of the sub-prime housing market a year before the big crash. If this figure of 4% remains unaltered be prepared to read very soon about big catastrophes resulting from faulty software, hardware, or some combination thereof.
There are many factors — long hours, cuts in pay, few growth opportunities, little or no recognition of work well done—that over time have contributed to this malaise.
How can the industry begin to pull out of this tailspin? Identify the most experienced people on your staff. If you do not have a sufficient level of experienced people internally then seek well seasoned veterans from the outside. Compensate these people what they are worth. Craft challenging opportunities. Recognize their contributions. Start creating your highly engaged workforce now before it is too late. When a trend line falls below 4% it is no longer a trend. It is a fact.
Comments
Leave a Reply
You must be logged in to post a comment.