1. What You Don’t Know About Your Environmental Workers
- An Employee Engagement Expose -

2. Engagement Touchpoints
What engages workers?
IMPACT
Engagement Touchpoints
Employee Engagement
Corporate Culture & Communication
Commitment to Results
Management Effectiveness
Training & Development
Treatment, Balance and Respect
Job Satisfaction
Job Security, Remuneration & Benefits
I would recommend my workplace as a good place to work
I’m motivated to do more than what is normally required
My contribution is valued
Heart & Mind
(emotional &
rational
motivators)

3. All and all, it’s worth it
Emotional and Rational Motivators
Environmental employees are more connected to their employers by emotional motivators than the average employed Canadian.
Environmental employees report higher job satisfaction, but are less likely to believe that their job requirements are "worth it”. Remuneration and job security appear to be concerns for environmental employees
Trust
Pride
Job Satisfaction
All and all, it’s worth it
Emotional Motivators
Rational Motivators

4. Years expected to stay at your company
Engagement Among Environmental Employees
Strategic Switchers
Committed
Disgruntled
Detached
Fully Engaged
Engagement Level
Less than Fully
Engaged
Overall environmental employees are more engaged, although only one-half are fully committed and expect to stay with their current company long term.
<3 Years
3+ Years
Years expected to stay at your company

5. Who Exactly is Disengaged?
Strategic Switchers
Committed
Disgruntled
Detached
A higher proportion of Millenials are Disgruntled.
Out of all 3 generations, Baby Boomers are most likely to be in the Committed segment
Employees managing people or projects tend to be the most ‘Committed’ employees.
Subject Matter Experts tend to be ‘Strategic Switchers’ or ‘Detached’. Technologists and Technicians also tend to be 'Detached.

6. The Key Drivers of Employee Engagement
My work and my employer’s goals align with my personal values
I’m motivated to do more than what is required for my job
My contribution is valued by my employer
When I do a good job, my performance is recognized
My company is doing a good job of developing its people to their full potential
Employees are treated with dignity, respect and fairness regardless of their position or background
My job gives me a feeling of accomplishment
I am proud to work at my company
I feel a strong sense of commitment to my company

7. Small to Medium Employers
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Small to Medium Employers
MAXIMIZE
your chances of
EMPLOYEE ENGAGEMENT
by properly supporting staff.
Employees of SME’s need to:
SME’s Engagement Strategy
Understand their customer’s needs
Offer enough flexibility to allow employees to provide good customer service
Brainstorm new & improved methods of productivity
Encourage innovative thinking and dialogue between all employee levels
Access opportunities for training & development
Demonstrate effort in the development of their career; Development plans; Funded PD
Understand their employer’s goals
Focus on action and communication that emphasizes trust
Make processes and effort to hear employee opinions
Maintain open, honest communication
Ensure employees feel treated with dignity, respect and fairness
Encourage work-life balance through flexible schedules & connection to volunteer activities
Feel their value in contributing to a larger cause

8. Large Company Employers
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Large Company Employers
MAXIMIZE
your chances of
EMPLOYEE ENGAGEMENT
by properly supporting staff.
Employees of Large Companies need to:
Large Company Engagement Strategy
Be recognized for contributions
Build recognition programs that provide candid acknowledgment for strong performance
Facilitate strong relationships with peer employees and supervisors
Be fairly treated
Maintain work-life balance
Offer options for flexible work schedules, flex time and opportunities to learn & grow
Feel a commitment to their organization
Support employee connection to the organization’s mission statement; celebrate and share group successes; connect with volunteer opportunities

9. Overall Recommendations to Environmental Organizations
Any organization experiencing staff disengagement should look at the following low-cost efforts that have high-engagement potential.
Develop methods that create feelings of accomplishment and recognition for good performance among staff
Reinforce processes of fair treatment for staff
Enable broad access to opportunities to allow staff to develop themselves to their full potential
Ensure the alignment of work, employer and personal goals for every staff member

10. ECO Canada offers products and services to help you understand your specific human resources needs. To learn more about ECO Canada’s Employee Engagement Program contact
Special thanks are extended to the consultants Ipsos for conducting the research and analyzing the data collected through the survey.