Employee engagement is the lifeblood of successful organizations. When employees are deeply connected to their organization, they share the vision of their employer and commit to achieving overall goals and objectives while often going above expectations.
Halley Bock, CEO of Fierce, Inc., describes engagement as a key leading indicator for forecasting gains and predicting results. “If you want to know how your organization will perform in a year,” said Bock, “measure employee engagement today.”
While the financial rewards of engagement are indisputable, many organizations continue to sacrifice long-term investments in employees for short-term financial gains. Organizations that focus on growing their employees and helping them build strong relationships at all levels reap the rewards of an engaged and committed workforce. Yet development is frequently one of the first cuts made during times of economic strain.
This white paper provides concrete data on the financial rewards of employee engagement and details how to build organizational relationships, and ultimately increase engagement, by targeting, setting expectations and maintaining continuous support in three key areas:
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