Employee engagement can differ significantly across the workforce depending on age, gender, profession and career stage, according to new research from Reward Gateway|Edenred.
Its report which looked at engagement levels across the UK public sector found significant variation, and it is calling for HR teams to take a more personalised approach to boost engagement levels.
Overall the report found younger workers feel optimistic while mid-career and older staff are disengaged. This Public Sector Engagement Report found that while 81 per cent of younger employees (18–34) say their organisation’s engagement efforts feel meaningful, this figure drops to just 38 per cent among mid-career workers (35–54) and only 29 per cent among those aged 55 and over — highlighting a major disconnect between early-career optimism and later-career experience.
Older workers (55+) were also the least likely to feel valued in the workplace , with just 29 per cent saying their organisation supports their performance — suggesting HR teams must do more to ensure older staff feel recognised and included.
The report also showed clear gender differences in engagement and wellbeing.
Half of all women (50 per cent) surveyed said they were experiencing burnout, compared with 37 per cent of men. Women were also more likely to prioritise team connection and emotional support, with 55per cent saying appreciation is ‘very important’, versus 43 per cent of men.
However, men were more likely to say they have access to leadership and performance support: 49 per cent of men said their organisation helps them perform well, compared with just 37 per cent of women.
The report also found variations across public sector professions, with frontline and emergency service workers showing the highest signs of strain, suggesting that those working in the private sector may have different engagement levels among those completing different roles with the organisations.
Colin Hodgson, commercial director at Reward Gateway|Edenred says HR leaders can no longer rely on uniform engagement strategies.“We cannot take a ‘one-size-fits-all’ approach when the workforce is made up of many different people, with different needs, experiences and requirements that vary depending on their role, sector, age and gender.
“Whether this is by offering a range of benefits or making appreciation an everyday act, HR and People teams need to make consistent, visible efforts to engage their workforce, regardless of who it’s made up of.”
