You’ve probably got a couple of rockstar employees who come to mind when you think of “high performers,” but what if all of your employees were working at the top of their game? What could you achieve if all of your employees were high performers? What if you could build a culture at your organization that attracted and retained the talent you desired?

Focusing on your employee experience can help you do that. With everyone talking about culture and alignment and performance today, it’s important to remember that your employee experience is the foundation you can use to build a team of high performers. 

These tips will help you use engagement to build a high-performing organization.



As you track performance across departments and divisions, you start to see the patterns that impact your bottom line. Changes in business performance can be linked to seasonal changes, staffing levels, advertising pushes and a host of other variables. The same goes for employee engagement data — as you measure engagement, you’ll find it’s linked to specific variables. For example, at most organizations, increased engagement is directly linked to employee development. Employees who know they have a future at the organization are more likely to put forth discretionary effort.

To use engagement to drive performance, you’ll need to link your engagement data with other business data and look for patterns and insights. Because engaged employees tend to perform better, you’ll be able to see what boosts engagement and performance at your organization, and what tends to drag the organization down.



Why do employees work for your company? The only answer that many companies hear to this question is “to get a paycheck.” However, this answer should really point back to your employee experience.

Companies that communicate clear goals to employees — whether it’s a production amount, revenue number, growth target or other relevant goal — will make it easier for those employees to determine how their work fits in with a bigger picture.

Pick goals that everyone will find relevant. Someone who moves boxes in a warehouse probably understands how her work helps meet the goal of shipping a certain amount of boxes in a quarter. But a customer service employee may find it more difficult — after all, if the box has already been shipped, why does his work matter? Look for ways to highlight how every person’s effort upholds the goal to ensure high performance across departments.



Managers play a huge role in boosting your employee experience and, in turn, productivity. Make sure managers know how to assign responsibilities and goals to team members, linking everyone’s work back to the organization’s goals. Managers should serve as ambassadors in your employee experience efforts. Train managers to be coaches, leaders and guides when things don’t turn out the way they were supposed to.

Trying to make people work more productively, by means such as speeding up production or requiring longer hours of work, is unsustainable for long-term growth. By taking an approach that fosters engagement across the organization, leaders can instead boost productivity organically, in a way they can manage for maximum potential.


What success stories do you have with creating a high-performing organization? Share below in the comments, or contact us today if you want to learn more about how your company can better attract and retain top talent.


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