An engaged workforce is committed to the success of the organization, resulting in stronger performance, retention, creativity, and ultimately, a better bottom line. The problem is that on average, only one in three employees is engaged. To compound this, disengaged employees cost organizations thousands of dollars per year, not only due to their poor performance, but also due to their impact on peers. Disengagement breeds disengagement. As a result, when it comes to increasing workforce effectiveness, employee engagement is the top priority for the majority of HR departments in 2012.
Make the business case to yourself and the leadership team for prioritizing the improvement of your organization’s employee engagement.
Understand the bottom line impact of an engaged workforce.
Make the business case to the leadership team for implementing an annual employee engagement survey as your first step to improving engagement.
Effectively respond to common objections regarding employee engagement surveys to gain the buy-in of the executive team, management team, and employees.
Use an employee engagement survey for purposes beyond just getting an organizational pulse check (and reality check). An effective survey should isolate key areas of concern within the organization that require change, contrast results against past and peers’ results, and act as a kick off point for action.