Higher Employee Engagement = Better Results

Employee Engagement

Getting Better Employee Engagement

Employee EngagementThe key to business success is effectively executing a good strategy.  And the key to effective execution is having high employee engagement.  An engaged workforce is more diligent, more creative, and more productive.

But engagement isn’t something you do to people. Instead, employee engagement comes from an environment which causes people to want to excel.  Great companies recognize that, and create a leadership style and a culture which bring out the best in their people.  Every effort to improve engagement should be undertaken with the intention of helping each person reach their full potential.

A recent Gallup study reported that organizations with above average employee engagement experienced 147% higher earnings per share compared with their competition in 2011-2012.  (Gallup also estimates that active disengagement costs the U.S. $450 billion to $550 billion per year.)

No company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.
Jack WelchFormer CEOGeneral Electric
Praise for the Power of Engagement

It’s no surprise that a highly engaged workforce produces such significantly better results.  Engaged people are happier, more creative and more productive.  And it should also come as no surprise that the latest research on brain neuroscience and positive psychology confirms that people who are happier are more engaged.  A strong culture creates strong engagement.

Many organizations recognize the importance of improved engagement, but achieving improvement is often a challenge.  The same Gallup study also reported that, despite efforts to improve engagement over the last 10 years, 70% of American workers are still either “not engaged” or “actively disengaged”.  The truth is that Employee Engagement Programs only produce incremental – and usually short-lived – improvement.

The real opportunity lies in addressing the issues that cause disengagement.

Avoid Disengagement

Avoiding Disengagement

Implementing “Employee Engagement Programs” is analogous to a doctor treating someone’s symptoms rather than addressing the underlying problem.  The pain goes away for a while, but the problem remains.  In order for sustained improvement of engagement, the causes of disengagement need to be addressed.

Consider the engagement level of new employees.  If the right people have been hired, new employees are highly engaged.  They’re enthused, eager to contribute, and determined make a difference in the company. But the reality is that engagement declines as people’s expectations aren’t met.  They become increasingly disenchanted, disillusioned, and/or disheartened.

Employee Engagement DrainsThink of engagement as a bucket filled with water.  It starts full, but whenever something happens to cause someone to become disillusioned or disappointed, it creates a hole in the bucket and the level of engagement starts to drop.  As more holes are created, the rate of disengagement begins to accelerate.  Implementing “Engagement Programs” is like pouring some extra water into the bucket.  It helps engagement for a while, but soon the effects drain out.  The key to sustained engagement is to eliminate the issues (holes) draining engagement.

What causes disengagement?  Disengagement is generally caused by two sources: 1) leaders and managers with weak interpersonal skills and 2) a culture which is dysfunctional or unsupportive.

Call us to discuss how we can help you and your organization plug the holes in your bucket and bring engagement back to your workforce.


Our Process

Our Process:

Phase I: How full is the bucket?

Determine the Benchmark Levels of Engagement

Strategic Initiative:

It’s important to know just where your levels of engagement stand and to have a benchmark against which to measure improvement.


We’ll conduct an initial Professional Fulfillment Survey to determine the current level of engagement within your organization.

Phase II: Find the holes in the bucket.

Determine the Causes of Disengagement

Strategic Initiative:

Employee disengagement occurs when a person’s needs are not met – security, social, self-esteem, and self-fulfillment.  In order to be most effective in improving engagement, it’s critical to identify what’s going right and where disengagement is occurring.


We’ll conduct a Company Personality Assessment to determine any underlying causes of engagement decline.  In addition, we’ll conduct 360° Assessments with executive team members.

Phase III: Plug the holes, fill the bucket.

Reverse Disengagement & Leverage Existing Engagement

Strategic Initiative:

Once the issues undermining engagement are identified, we can provide training and coaching to remove or mitigate these engagement drains.  In addition, employee engagement is enhanced when the organization and its leaders earn the respect and trust of the workforce.  We’ll work with your leaders to help them earn greater trust and respect in a practical manner.

  • We’ll work with your leadership to identify and develop the essentials for a positive, engagement boosting culture (values and behaviors).
  • We’ll provide training to your organization on issues relevant to increasing engagement and avoiding disengagement.
  • We’ll provide Executive Coaching to your executive team as needed to elevate their interpersonal competencies and strategies.

Call us to discuss how we can help you and your organization plug the holes in your bucket and bring engagement back to your workforce.