A recent cover story in the Association for Talent Development highlighted much of what our bread and butter is here at Talmetrix: how a culture of engagement is tied to improved company performance, manager effectiveness, retention, and productivity. Here are a few other noteworthy articles on the topic, including where people analytics will continue to come into play in the future.
Do engaged organizations outperform those that aren’t? Dale Carnegie: “Dale Carnegie and MSW did a study on over 1500 employees, to dig further into what creates engaged employees, and what key attributes are present within these engaged employees. Some startling employee engagement statistics revealed in this study showed that 29 percent of the workforce is engaged, 45 percent are not engaged, and 26 percent are actively disengaged…Companies with engaged employees outperform those without by up to 202 percent.”[clickToTweet tweet=”Companies with engaged employees outperform those without by up to 202%” quote=”Companies with engaged employees outperform those without by up to 202%”]
What do companies do to prioritize engagement to drive business outcomes? Harvard Business Review: “Leading companies devote significant resources to carefully crafting employee engagement surveys so they ask pointed, clear questions that go beyond measuring ‘satisfaction.’ They then pore through the data to find the hidden stories of what’s working and where there are pockets of dissatisfaction. Finally, senior management uses this information to inform strategy and policies going forward.”
Unhealthy and stressed employees are bad for business. Gallup: When it comes to reducing healthcare costs, employee wellbeing has a direct impact on a company’s bottom line…Wellbeing reflects the whole person. The whole person comes to work, not just the worker. So how you manage that person affects key outcomes like new disease burden, sick days, and obesity, which have direct implications on annual health-related costs.”[clickToTweet tweet=”The whole person comes to work, not just the worker.” quote=”The whole person comes to work, not just the worker.”]
The best places to work also make investors happy. The Street: “Good corporate culture can go a long way for public companies — in the form of positive stock price return…New research finds that employees who genuinely like coming to work every day may have a positive impact on a company’s stock performance.”
Positive culture boosts performance. The Wall Street Journal: “Companies that got good grades from employees on culture early in the study generally had higher profits in later years…The payoff from a positive corporate culture doesn’t come quickly, however… [It] can be hard to make sweeping changes in workplace culture, especially for large organizations with complex office dynamics and multiple offices scattered around the globe. What’s more, a company’s culture can vary across different departments.”
With engagement, you have to measure the right things, in the right way. Gallup: “Measurement is the first step companies must take before they can implement meaningful actions to improve engagement. But if they don’t measure the right things in the right way, those actions won’t matter — and they won’t have a measurable impact on business outcomes or the bottom line.”
Analytics-driven HR will pick up speed in driving engagement. Bersin by Deloitte:
“…providing great data and insights is only part of the solution. The real value is in turning these insights into change that delivers business value. The hardest part of people analytics is implementing the changes recommended by the models, which call for people analytics to be accompanied by sound change management practices…”[clickToTweet tweet=”The real value is in turning people analytics into change that delivers business value.” quote=”The real value is in turning people analytics into change that delivers business value.”]
Employee Engagement Steps to Drive Results
“87 percent of the global workforce is disengaged. Clearly, this has a significant impact on both morale and the balance sheet. Employee engagement is no longer an HR strategy, it is a business strategy.” –Chris Powell, Talmetrix CEO
The road to a better employee experience begins with capturing insights, analyzing data, and taking action to drive engagement. In the Art & Science of Employee Engagement: The Definitive Guide, you’ll learn both science (gathering valid data using the principles of scientific research) and (2) the art (embracing the gray area of people management and getting creative to solve problems) of this process. Uncover the best practices to help you plan, capture and analyze employee survey feedback from leading HR practitioners and I/O psychologists.
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