Employee Engagement

According to Gallup’s research, low engagement scores translate into significantly lower productivity, higher absenteeism, higher turnover, and higher patient safety incidents when compared to top quartile teams. Disengaged employees impact organization health, morale, performance and the bottom line. Leaders don’t fully embrace how deflated their staff are, and don’t emphasize employee engagement in their strategy or daily practice, yet countless dollars are spent annually on engagement.

The vertical hierarchical structures of old are being replaced by different kinds of work arrangements: network, cross-functional, adaptive, informal, and horizontal. Yet many organizations function as if frozen in time, leading by control and command and relying on outdated ideas of what matters most to amazing people (purpose, transparency, autonomy, and mastery of skills). Is it any wonder employee engagement surveys show 70% of workers are not engaged in their work?

According to Gallup’s research, low engagement scores translate into significantly lower productivity, higher absenteeism, higher turnover, and higher patient safety incidents when compared to top quartile teams.

Do your staff know what is expected of them? Do they have the materials and equipment to do their work? Do they have the opportunity to do what they do best at least once each day? Have they received recognition or praise in the last week? These are Gallup’s foundational questions to begin looking at how you engage your employees.

Collaborative Leadership will help your leaders lead the way by actively modeling by nurturing, sharing, encouraging their teams to translate your insights into actionable plans with specific outcomes. We will help you examine and align your practices, systems, and organization to support, not hinder, your engagement efforts. The ultimate goal is to delight your customers by satisfying or exceeding their expectations.

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November 30, 2015

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