I coach and train business professionals to align their life and work with their personality, purpose, and priorities, so they can live without regrets, make meaningful impact, and have consistent joy
What is Employee Engagement?
Employee engagement is being committed to, dedicated to, and emotionally connected to your work and workplace so you give your best, discretionary effort. The difference between engaged employees and disengaged employees is the amount and quality of work that they do.
Engaged employees give their best; disengaged ones do not. If you're looking for a competitive advantage or to build a consistent workforce, engagement is critical. Which type of employee do you want on your team?
Did You Know?
Disengaged workers are twice as likely to be looking for another job as engaged workers.
Only 34% of American workers are engaged and only 21% of global workers are engaged.
The cost of active disengagement is $3,400 for every $10,000 of salary per employee. For a salary of $60,000, that’s $20,400 per year.
Source: Forbes magazine
10 Ways to Engage
Download our 10 Ways to Engage tip sheet and infographic to learn about practical ways to foster motivation and connection at work.
Benefits of Engagement:
- Foster employee satisfaction
- Enhance home life
- Reduce absenteeism
- Strengthen staff retention
- Improve productivity
- Increase profitability
Source: The QWork Future, “Why is Employee Engagement Important? 14 Benefits Backed By Research”
Six-Factor Employee Engagement Model
Through our work in employee engagement, we've found these critical components are vital to creating a sustainable engagement identity and plan. We can help you develop these ideas and an engagement identity for your context.
My Expertise With Engagement
When I became Chief People Officer for EnergyCAP, one of the first things I did was create an employee engagement program.
From reading the research and literature, I knew that when employees are engaged, it's good for everyone.
We trained managers and employees, measured engagement, and developed tactics to improve engagement. We then periodically measured engagement and adjusted our tactics. Over this time, we saw increases in engagement scores, low employee turnover, and double digit sales growth.
As a result of our success, other organizations invited us to teach them about engagement and I became a regular lecturer at the university level. Eventually the demand by outside organizations became too great, and I resigned from EnergyCAP to become a full-time coach and trainer.
Now my family lives in Charlottesville, VA, where I help organizations to build an engagement identity and start engagement practices.
Want to explore working together?CONTACT ME