Employee Engagement

Since a couple of years it is very fashionable to develop an active employee engagement policy. A lot of organizations want to know how engaged their people are, and not so much (anymore) how satisfied they are. Engaged people create a special atmosphere within the organization, they are very involved in achieving results, and they spontaneously provide extra-ordinary effort to contribute to the success of the entire organization. It is more pleasant to work with them, not only for the management, but also for colleagues. Teamwork becomes easier.

A few companies and research organizations investigated these past few years what engagement really entails, and what its impact is on the 'hard' results the organization tries to achieve. The conclusions of this type of research are very clear. There seems to be a strong correlation between high employee engagement levels and the so called bottom line , or the organization's business performance (profit, revenue, or productivity). Gallup and Hewitt publish remarkable statistics each year in this respect. Financial results increase with higher employee engagement levels: it is that simple !

Moreover, it also seems to be clear that the immediate manager has a tremendous impact on engagement levels. The immediate boss determines to a large extent how (good) people feel in the workplace, and how well they develop their talents and use their energy. How can you measure employee engagement levels in the organization, what is engagement really, and how can you influence it, develop it, increase it ? We have worked with a number of important organizations these past few years on employee engagement. Read more or contact us for more information.