Our Programs

Employee Engagement

Creating an Engaged Workforce

The impact of employee engagement on financial performance can be profound. According to a 2009 global HR study, those companies having engaged employees yielded a 19.2% positive impact on operating income. SHAMBAUGH’s sixteen years of experience of improving organizational and human performance has yielded an Engagement Transformation framework which focuses on developing results in three areas; the organization, its leadership and employees.

Engaged organizations have 3.9 times the earnings per share (EPS) growth rate compared to organizations with lower engagement in their same industry.
Source: Gallup Research, 2009 report on Employee Engagement, spanning 152 global organizations

Organizational culture is a significant driver of employee engagement where employees must be expected to work together and provide a voice for the customer within the organization.
Source: The 2008 Forum for People Performance Management, Northwestern University.

Although North America has one of the highest proportions of engaged employees worldwide, fewer than 1 in 3 employees (29%) are fully engaged and 19% are disengaged.
Source: BlessingWhite employee engagement global report, May 2008

75% of high performing companies hold managers accountable for engaging their employees. This is comparison to 35% across the entire study that holds managers accountable.
Source: BestPractices, LLC 2009 report on employee engagement

The top 3 reasons why employees become disengaged and leave (Source: BlessingWhite employee engagement global report, May 2008)

1. Lack of career growth

2. Dislike the job

3. Don’t value their manager

SHAMBAUGH defines Employee Engagement as an organization’s willingness and ability to:

• Sustainably achieve key goals while growing the business

• Cultivate an innovative work environment

• Demonstrate commitment and accountability

• Exert discretionary effort to accomplish what needs to get done

There are three focus areas if organizations want to positively impact Employee Engagement:

1. At an organizational level it’s critical for a business to examine its culture and values to determine the level of readiness acceptance or resistance for successful employee Engagement transformation.

2. An organization’s leadership has the greatest impact on Employee Engagement. What does an enlightened supervisor, manager or executive need to, first, be aware of, and then know in order to create a climate of sustainable employee Engagement?

3. Articulate means to be fully engaged with customers, business partners and suppliers. What does working horizontally across an organization to develop innovative solutions actually look like? Employees need to know what a business culture of Engagement feels like. Once they’ve experienced high performance engagement, then it’s easier to replicate into everyday work experiences.

SHAMBAUGH’s 3 Tiered services and offerings can positively impact the above referenced three levels of Engagement:

Consulting: Using an exclusive organizational engagement readiness (OER) assessment tool, SHAMBAUGH’s consultants can help a company monitor it’s Engagement pulse to determine the level of organizational readiness acceptance or resistance

Coaching: SHAMBAUGH’s certified coaches can help executives, managers and leaders heighten their awareness of what it takes to create a climate of Engagement. Concepts, tool and techniques are discussed and shared to enable leaders to better understand their role in creating a climate of fully engaged employees

Programs: SHAMBAUGH’s offsite retreats, workshops, and webinars can help employees, managers, and executives experience what it feels like to work in an Engaged business climate. Experiential learning, individual reflection and action planning can reduce employee resistance to what’s needed to help take the organization to higher levels of business success.

 

For more information or questions about SHAMBAUGH's Employee Engagement offerings, contact us at:

info@shambaughleadership.com