Business People with Thumbs Up on White Background.

The Two Major Factors That Influence Employee Performance: Engagement and Well-Being


Recent Gallup research has found a critical link between Employee Engagement and Well-being that is directly related to performance. Gallup has been measuring employee engagement for decades with a survey that has proven links to performance outcomes.


Current Engagement Levels

Based on engagement survey responses, Gallup groups workers into one of three categories:

  1. Engaged,
  2. Not engaged,
  3. Actively disengaged.

Just 32% of U.S. workers are engaged in their jobs, setting them apart from other workers in terms of their attendance, performance, service quality, safety and likelihood to stay with their current company, among other factors. Many organizations measure and evaluate their employee’s levels of engagement. Others, focus on improving their workers’ well-being. What happens when companies focus on improving both? Can each one be applied to enhance the other?

gallop well being model


Categories and Levels of Well-Being

Based on the results of the Well-Being Index respondents can be classified into the following three categories:

  1. Thriving: well-being that is strong, consistent and progressing in a particular element
  2. Struggling: well-being that is moderate or inconsistent in a particular element
  3. Suffering: well-being that is  low and at high risk in a particular element

In the U.S., 28% of adults aged 18 and older are not thriving in any element, while just 19% are thriving in at least four of the five. For every two U.S. adults who are exhibiting high levels of well-being across most or all elements, there are three who have significant room for improvement across them all.

The Benefits of Adding High Well-Being to High Engagement

Here are some findings from comparing employees who have high engagement but otherwise exhibit low levels of well-being to those who are engaged and who have high well-being in at least four of the five elements:

30% more likely not to miss any workdays because of poor health in any given month.
Miss 70% fewer workdays because of poor health over the course of a year.

Employees who are engaged and have high well-being are . . .
45% more likely to report high levels of adaptability in the presence of change and
59% less likely to look for a job with a different organization in the next 12 months

Source: Gallup

A Cost-Effective Start to Improve Well-Being

The Talent Management Institute provides resources for turning your good people into fully engaged top talent including the Team Stress Quotient™. Workplace stress can have a profound effect on productivity and employee engagement. The Team Stress Quotient™ assessment is a cost-effective tool that measures the following seven factors of team members’ individual and workplace stress that can be readily address to see substantial improvements quickly:

  1. Demands,
  2. Effort/Reward Balance,
  3. Control,
  4. Organizational Change,
  5. Manage/Supervisor
  6. Social Support,
  7. Job Security.


Imagine the positive impact the use of the Team Stress Quotient™ can have on your teams.

Click here to view a short video presentation about the Team Stress Quotient Assessment

Previous Post
Top Talent Blog

Are Millennials Really Difficult To Manage?

Next Post
Right Fit
Top Talent Blog

What or who is to blame for poor talent management?

Leave a Reply

Your email address will not be published.

This site uses Akismet to reduce spam. Learn how your comment data is processed.