Chapter 2: employee engagement


Chapter at a glance

The employee Engagement Index score increased from 61% in 2012 to 65% in 2014.

Employees aged 24 years or younger and 65 years or older are more engaged than others.

Engagement levels are highest in workplaces where employees believe their organisations are achieving objectives.

Employees with low levels of engagement are less likely to continue working in the public sector than those who are more engaged.

There is increasing evidence linking high levels of workforce engagement to high performance. This includes the ability to attract and retain top talent, increase productivity and achieve greater customer satisfaction.

At the same time, large numbers of 'disengaged employees' can reduce productivity, create excessive costs and undermine what engaged co‑workers accomplish.13

Research shows that to achieve high levels of engagement, employers need to understand what influences engagement and how to measure it. While measurement methodologies in public and private sectors vary, they span issues such as relationships with managers and colleagues, career progression and pride in an organisation. More recent measures include an employee's desire to derive meaning from work, discretionary effort, and clear lines of communication around roles, responsibilities and goals.

In this section, we provide findings from the 2014 People Matter survey and the Agency survey to show the current state of progress in terms of workforce engagement.


13.Gallup (2013), State of the Global Workplace: employee engagement insights for business leaders worldwide.

The Public Service Commission acknowledges the Gadigal people of the Eora Nation, the traditional custodians of the land on which our office stands.