The Business of Engagement
Personal Group has always been curious about the connection between happy and engaged employees and their influence on productivity and business performance. So we conducted a series of interviews with 10 UK CEO’s and business leaders, over a 12-month period, to test our hypothesis that happy employees are more engaged employees, and therefore more productive.
UK unemployment is the lowest it’s been for a decade and yet national productivity remains flat. Our interest in the subject of productivity led us to collaborate with Criticaleye and Debi O’Donovan (Founder of Reward and Employee Benefits Association) to conduct a series of 10 interviews with CEO’s and senior leaders across the UK economy. The purpose was to see if these leaders shared our view that productivity and employee engagement are linked. We will be releasing these interview and extracts of the white paper, The Business of Engagement, over the next 3 weeks so follow us on LinkedIn or Twitter to receive all of the content as it is published.
The Business of Engagement: Improving productivity through people
Engaged employees are more likely to remain with their employers for longer, deliver higher levels of customer satisfaction and, ultimately, boost an organisations’ bottom line. Savvy business leaders are positioning employee engagement at the heart of their business strategies, discover how 10 UK business leaders believe employee engagement is critical to commercial success.
The Transformational Business Impact of Employee Engagement
Employee engagement is a concept that describes the extent to which employees are emotionally invested in their work and willing to go the extra mile to get the job done. An engaged employee is generally happy in their work, emotionally attached to their employer, believes in the values of their business in which they are employed, and most importantly, is more productive than their disengaged peers.
Do you know how engaged your employees really are?
The Dangers of a Disengaged Workforce
The flurry of financial and political scandals around the world in recent years means that organisational trust is now more important than ever, so businesses can ill afford for employees to be disengaged. This article explores the possible consequences of disengaged staff, including the negative impact it can have on employee performance, customer satisfaction and productivity levels.
Employee Engagement Surveys are not enough
According to Gallup’s research paper, The Worldwide Employee Engagement Crisis, (January 2016), only 13% of employees are engaged across the world, which it attributes in part to ‘invalidated and unfocused’ annual staff surveys.
Our interviewees believed that whilst employee engagement surveys can provide an invaluable insight into employee attitudes towards their job roles and the business in which they work, they should not be used in isolation, rather they should be an addition to ongoing dialogue between business leaders and their employees.
How is your organisation using the employee survey? Would you describe them as ‘focused’ and ‘validated’?
The Impact of an Engaging Workplace Culture
Employee engagement is about more than a strategy that business leaders roll out to employees when times are hard and shareholder demands are at their greatest. High performing businesses create a culture of engagement, built on a compelling employee value proposition, designed to both attract and retain staff.
Do you truly understand your workplace culture?
How Strong Leadership Drives Employee Engagement
Progressive leaders understand the importance of honest and open dialogue, that considers employees as individuals with careers that are highly likely to extend beyond their current organisation. Effective business leaders fully understand that they are only as good as their people, and that they will only be able to lead to the best of their ability by engaging with, and listening to, these valuable assets.
Does your leadership style help or hinder employee engagement?