By Pete Tosh, Founder of The Focus Group

Because several GEA members have had success using our Employee Engagement Survey, we wanted to offer greater insight into the subject through a four-part series of articles

Part One: The Irony of Employee Engagement- Five Facts Every Manager Needs to Know

We have yet to meet a manager who did not agree that engaged employees are essential to achieving enhanced productivity, quality, customer satisfaction & profits. But the irony is that only 30% of U.S. employees are engaged. This irony may be due to some managers not being aware of five facts:

  1. Over 100 employee engagement research projects have been conducted with the economic benefits of having engaged employees have been well substantiated.
  2. Many of the most well-managed service & manufacturing companiesRitz-Carlton, Chick-fil-A, Baptist Health System & Caterpillar – are benefitting from enhanced employee engagement; it is very doable.
  3. Employee engagement is necessary for strategy execution. Every company expends significant resources developing business plans but those plans require engaged employees who want to implement them.
  4. Employees’ engagement needs are reasonable. The employee engagement needs most closely correlated with positive economic outcomes are as straightforward as employees:
    – having a clear understanding of what is expected of them
    – periodically receiving recognition & praise when they have done a good job
    – feeling that their manager wants to help them be successful in their jobs
  5. Supervisors & managers are the key to engaged employees & improved organizational performance. The factor that has the greatest impact on an employee’s degree of engagement is the employee’s relationship with his/her immediate manager. And with a little training any manager – who is willing – can learn to apply practical engagement coaching techniques.

Part Two: Employee Engagement & Commitment = Productivity & Profits

Your management team is tasked with optimizing the performance of your lean workforce – achieving more productivity and profit from fewer employees.

Gallup has found that employees who responded positively to engagement questions worked in business units with:

  • 22% higher profitable
  • 22% higher productivity
  • 10% higher customer satisfaction
  • 51% less employee turnover
  • 48% fewer accidents
  • 41% fewer quality defects
  • 37% less absenteeism


The GEA is helping its members implement the following approaches to enhance their levels of employee engagement, productivity & profitability:

  • Surveying employees to determine their current state of engagement and segmenting the feedback by manager
  • Providing managers with the feedback from their teams and personalized development plans
  • Training managers in the techniques used by the most effective managers
  • Helping managers implement their development plans and thus continually improve the engagement of their teams

Any organization not proactively addressing employee engagement is ‘leaving a lot of money on the table’ – and who can afford that?

Stay tuned for Part Three of the series next week. 

 

Please let the GEA know if you are interested in arranging an Employee Engagement Consultation – at no charge.

 

 

 

 

 

 

 

 

 

 

 

#2 Employee Engagement & Commitment = Productivity & Profits

 

Your management team is tasked with optimizing the performance of your lean workforce – achieving more productivity & profit from fewer employees.

 

Gallup has found that employees who responded positively to engagement questions worked in business units with:

  • 22% higher profitable
  • 22% higher productivity
  • 10% higher customer satisfaction
  • 51% less employee turnover
  • 48% fewer accidents
  • 41% fewer quality defects
  • 37% less absenteeism

 

The GEA is helping its members implement the following approaches to enhance their levels of employee engagement, productivity & profitability:

  • surveying employees to determine their current state of engagement & segmenting the feedback by manager
  • providing managers with the feedback from their teams & personalized, development plans
  • training managers in the techniques used by the most effective managers
  • helping managers implement their development plans & thus continually improve the engagement of their teams

Any organization not proactively addressing employee engagement is ‘leaving a lot of money on the table’ – and who can afford that?