employee engagement
turbocharging
A Towers Watson Case Study
regardless of the driving conditions, both perform best when they
have strong engines
employee engagement refers to the
broad & trusting connections people have with an organization
an engaged workforce gives an organization the power it needs to climb the hill
to prosperity
...than those with low engagement
companies with a highly engaged employee population have significantly better financial performance...
difference in operating margins
5%7%
9%1%
3%
5.75%difference in net profit margins
5%6%
7%1%
3%
3.44%
they also produced shareholder returns
than the returns for the S&P 500 Index from 2002 - 2006
9.3% higher
we found that employee engagement rises when people experience a combination of...
...effective and
caring leadership
work,interesting
the Towers Watson research uncovered two elements that have a particularly
strong influence
manager-delivered recognition of employee performance
the way a turbo charger cranks up a sports car’s horsepower
boosts engagement
recognition from the immediate manager can give a
to the two principal engagement drivers: opportunity and well-being
powerful lift
departments and work groups, of course, are the supervisor’s home turf, the place where he or she has the
greatest impact as a leader and as a source of appreciation
and the presentation of an commendation award has great power to
increase employee engagement
appreciation for high performance
most organizations have recognition programs or other mechanisms that managers can use to show
execution of the manager
failure results not from the lack of recognition methods, but from the
recognize & appreciate great work
of survey respondents agreed their immediate managers
only 56%
manager’s need to improve their recognition practices of
percent responding favorably
59
INCLUSIVENESSI frequently receive recognition at work
36%
everyone has the opportunity to be recognized at my organization
47%
manager’s need to improve their recognition practices of
percent responding favorably
my immediate supervisor communicates openly
my immediate supervisor encourages me to suggest new ideas and methods for doing things
COMMUNICATION
56%
59%
manager’s need to improve their recognition practices of
percent responding favorably
I trust my immediate supervisor
management trusts the judgement of people at my level in my organization
TRUST
58%
53%
with the right tools and training managers have the ability to
impact employee engagement significantly
companies with higher engaged employees generate
more marketplace power than their competitors
APPRECIATE GREAT WORK
2010 Towers Watson, The Power of Recognition From Managers: The Engagement Engine
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