Engagement 3.0: Transitioning to Leader-Driven Engagement

Your Challenge

• Most organizations experience very little fluctuation in engagement score year-over-year, seeing only incremental improvement.
• Out of 31 core HR services, CEOs are least satisfied with engagement efforts.
• HR is often assessed on engagement survey scores but has little control over the leadership behaviors that drive engagement results.

Our Advice

Critical Insight

• Engaged employees have performance commitment that is 3 times higher than their neutral and disengaged counterparts.
• While traditional targets of employee engagement – retention and discretionary effort – are important, progressive companies focus engagement directly on business drivers such as agility, cost, quality, and revenue.
• Matching the timing of assessments and management cadence will create more relatable links with business ideas and increase manager accountability.
• Leaders have the single greatest impact on engagement. Successful organizations empower their leaders to integrate effective leadership practices in their daily roles in order to achieve the new engagement paradigm.
• Employee engagement happens at the individual level. Deploy engagement tools that enable action anywhere from the enterprise-level all the way down to mass-customized solutions for individual employees.

Impact and Result

• See an improvement in direct business drivers such as agility, cost, quality, and revenue.
• Generate an environment where the daily actions of leaders engage their teams, creating a positive impact on culture, company potential, empowerment, and rewards & recognition.