Highly engagedemployees are those who develop a strong emotional attachment to their organisation and its values and express a keen desire to work effectively with colleagues.1,2,3
It’s now well recognised that employee engagement is a force that drives business outcomes.
Engaged employees are more productive. They’re more customer-focused, more profitable, more likely to resist temptation to leave their organisation and they act as advocates for their company’s products and services. Here are just some of the facts:
Engaged employees are 18% more productive than their disengaged colleagues4
Engaged employees take an average of 2.7 sick days per year; the disengaged take 6.25
Engaged employees are 87% less likely to leave the organisation than the disengaged6
67% of engaged employees act as advocates for their company or organisation versus only 3% of the disengaged7
78% of highly engaged people would recommend their company’s products of services, against 13% of the disengaged8
We can help you boost engagement
We offer a number of programmes that can boost employee engagement. In fact, we believe it’s so important, it’s become part of everything we do.
We help our clients design the best people strategy for their organisation. We integrate employee engagement, wellbeing and leadership into one approach. Why? Because we believe all three are critical for long-term success. We offer a strategy design kit which includes a unique self-assessment questionnaire and a step-by-step implementation guide that will show you how to deliver a strategy that really works. We offer a FREE consultation to identify opportunities to strengthen your strategy. Want to learn more? Call us on +44 (0)20 8673 5587.
We run an essential training course for leaders: Creating an Environment of Engagement which introduces the concept of engagement, offers a wealth of tools and techniques for boosting engagement and leaves delegates feeling confident, motivated and fully equipped to make changes in their own area of responsibility. Learn more.
We’ve also built employee engagement into our personal development courses. For example, in Desiging Your Future, delegates have an opportunity to explore their personal values and see how these link to the values of their organisation. Understanding the concept of values and the alignment of personal and organisational values is a key contributor to engagement.
In Applying Strengths for Success, participants identify their ‘character strengths’ and then explore ways to apply them in work and outside of work. This exercise links directly to one of the key elements of engagement: ‘I have an opportunity to do what I do best everyday.’
One-to-one coaching can make a real difference to employee engagement. High engagement occurs when employees know what is expected of them at work and when they have the opportunity to learn, grow and develop. All of these things are supported by our coaching. Learn more.
1. CIPD Factsheet: Employee Engagement (2012). Read more.
2. Institute of Employment Studies. Robinson, D., Perryman S., & Hayday, S. The drivers of employee engagement. IES Report 408 (2004) .
3. Department for Business, Innovation and Skills. D., McLeod and N., Clarke, ‘Engaging for Success’ – A report to the UK government (July 2009).
4. Gallup Consulting (2010). Employee Engagement What’s Your Engagement Ratio?
5. Gallup (2003) cited in Melcrum, Employee Engagement: How to Build A High Performance Workforce (2005).
6. Corporate Leadership Council, Corporate Executive Board (2004) ‘Driving Performance and Retention through Employee Engagement: a quantitative analysis of effective engagement strategies’.