Findings from a new study, The State of Employee Engagement: How the UK Is Approaching Engagement and an Action Plan For Change, reveals that nearly one quarter (23 percent) of organizations in the United Kingdom, cite infrastructure and processes as major barriers to improving employee engagement. 

According to the report (produced by HRZone.com and Smith & Henderson, in association with Saba Software), IT systems that support employee collaboration around such talent management pillars as development, performance management, training, and recognition are viewed as secondary obstacles. Management buy-in to employee engagement is cited as the primary obstacle.

Here’s a look at the key findings:

1. Four out of five organisations are committed to improving employee engagement

Four in five organizations are currently focused on improving employee engagement and the primary reasons are to motivate employees to give their best, retain talented employees and improve morale. Although 78 percent are actively running employee engagement activities, a smaller number (57 percent) of these are satisfied with the results.

2. Companies that are highly satisfied with their engagement programs have high levels of buy-in from senior leaders and line managers

More than half (56 percent) of senior leaders and 40 percent of line managers have a ‘good’ or ‘excellent’ understanding of employee engagement. These companies are twice as likely to be satisfied with the results of their employee engagement program. Insufficient buy-in from senior management is also the primary reason why other organizations do not focus on improving employee engagement.

3. Businesses that are satisfied with their engagement efforts have a robust strategy in place

Fewer than one in five companies have a defined business case which describes the benefits of improving employee engagement for their organization and only one third of businesses have a strategy or plan for improving engagement. Those businesses that do, report higher levels of buy-in from senior leaders and managers. They are also more satisfied with the results of their engagement programs.

 4. The top three priorities for engagement activities are improving communication, employee development, and performance management

A large majority (81 percent) of organizations focused on improving employee engagement conduct an employee survey, with most doing so annually. Following their survey, the top four areas which they focus on improving are communication (33 percent), employee development (26 percent), performance management (19 percent) and career development (18 percent).

5. Budget, lack of internal support, and limitations of infrastructure and process are the main barriers to engagement

One-quarter (24 percent) of businesses claim budget constraints are their biggest barrier to improving engagement, with 23 percent highlighting infrastructure and process constraints and 21 percent a lack of buy-in from senior management.  

“From our experience, we knew that IT systems were a major inhibitor to employee engagement and this survey confirms it,” commented Robin Martin, Regional Vice President, Northern Region, Saba Software. “This has been one of the primary drivers behind the development of the Saba Cloud, to provide employees and management with an intelligent application that enables them to flourish in the new world of work.” 

To learn more, download the complete report.