We are responsible for answering the question 'so what'.

Research and our experience show employee engagement directly impacts four key organizational areas:

Cost reduction

The most recent Gallup poll indicates that employee engagement is declining. As many as 25% of employees are disengaged (51% are neutral and 24% are engaged). The costs associated with disengagement are too significant to ignore and include increased sick time, employee turnover and loss of productivity. Imagine the cost and lost opportunity if 25% of your workforce has checked out.

Customer service

Employee engagement and the customer experience are directly connected. As employee engagement increases so will customer satisfaction. The quality of a customer’s experience determines if they develop a positive perception, use your products and services, and refer your organization to others.

Managing change

The ease of managing change within your organization reflects the level of employee engagement. Managing change with one or more disengaged employees on your team is exhausting if not impossible. Furthermore, if not properly managed, the stresses of change can erode your overall engagement.

People management

Engagement is about relationships and the most important one is the relationship with the employee’s direct manager. This relationship accounts for up to 80% of an employee’s decision to stay or leave, contribute or contaminate, engage or disengage. Training for all leaders, managers and supervisors is essential for organizations who know they can no longer afford to miss out on the benefits of an engaged workforce.