Engaged workers are more than just satisfied. They act like owners. They are committed to the business and “fit” with their companies’ values. They work well with their managers and teams. They are your competitive advantage.  They see a career path ahead of them and are 61% less likely to leave an organization.  In fact the top three satisfaction drivers for employees across all engagement levels are:

• "Career development opportunities and training"
• "More opportunities to do what I do best"
• "I like working for my manager"
  

When employees are doing what they love and passionate about it, they go "above and beyond" to exceed performance expectations.  The result is a purposeful culture, an engaged workforce and increased business results.

The Survey
Our survey measures key drivers of engagement including strategy alignment, values, trust in leadership, relationship with managers and co-workers, loyalty and the desire to exceed expectations.   The most important part of the survey process is the action plan for strategic workforce initiatives ranked by effort and impact.

Outcomes
Using our 5 factor engagement diagnostic, we’ll identify:

• Percentage of workforce that are engaged, as well as the percentage with low levels of commitment.
• Drivers of engagement among various demographic groups.
• Impact of management on engagement levels.
• Workforce segment that presents the greatest leverage.
• Correlatation of engagement to key business results, i.e. customer satisfaction and sales.

Where to Begin?

• Make engagement a key business strategy.
• Segment talent – identify key impact positions and “A” players.
• Measure it – correlate engagement to business results/customer satisfaction.
• Do something with the findings.
• Create a purposeful culture that engages your employees.
• Hire engaged employees.
• Measure progress of initiatives.

Performance Management Partners, Inc.   |  6400 Main Street, Suite 150  |  Williamsville, NY 14221   |  716.204.2590