Employee Engagement

What is Employee Engagement?

A strong feeling of commitment to both a job and an organization that causes an employee to do whatever it takes to make him/her and the organization successful
Is your company reaping the benefits from having a large percentage of your employees engaged?

  • Lack of employee engagement costs companies $500 billion+ annually (Gallup)
  • Companies with high levels of employee engagement experience a 28% growth in EPS versus a decline of 11.8% for those with low engagement (Towers Perrin)
  • Only about 1 in 4 workers are engaged (Gallup)
  • Lowe’s found a direct relationship between increased engagement levels and sales volume and customer loyalty scores in their stores

What do engaged employees do?

  • Look forward to coming to work and take the initiative to do things without being told
  • Go above and beyond what is minimally acceptable
  • Deliver outstanding customer service
  • Look for opportunities to drive continuous improvement
  • Are significantly less likely to leave

What drives employee commitment to the job?

  • A personal and caring relationship with the immediate manager who provides frequent recognition and appreciation for their efforts and cares about them as individuals
  • As much autonomy (empowerment) as possible to perform the job
  • Opportunities to improve and develop their skills
  • A clear understanding of what is expected
  • The resources necessary to perform the job
  • Collaborative and pleasant relationships with coworkers

What drives commitment to the organization?

  • Trust and integrity from all levels of management
  • Seeing a clear connection between their efforts and the success of the company
  • Opportunities for career growth
  • Embracing the mission/values of the company

How can New Level Coaching help your organization to increase the engagement of your employees?

  • Survey to assess employee perceptions of the presence or absence of factors that affect job and company commitment.  The importance of each factor is also assesses to allow for effective prioritization of action steps.  The survey can segment employees by department, function, and job title.
  • Analyze and Report Results along with actionable recommendations
  • Action Planning
  • Implementation of Action Plans
  • Measurement of Results—Options include
    • Resurvey employees
    • Measure business results
      • Profitability
      • Turnover
      • Customer loyalty scores

Click here to have a New Level Coaching engagement expert contact you to discuss how you can drive business improvements through increased employee engagement.