According to Gallup, only about 30% of employees are engaged. That means 70% don’t feel valued and don’t see how their effort is tied to the company’s goals. Research by top former Gallup experts shows that people who feel valuable are 40 times more likely to recommend their company as a great place to work, 15.5 times more likely to spend their career with the organization, and 4.5 times more likely to recommend the company’s products and services. If this is your culture, then change will not only happen with minimal effort - it will stick.
Employee and Client Engagement
If the employees who interact face to face with your customers are engaged in their jobs, they can create the customer experience you want. People who think they don’t have a very good job don’t do a very good job. The lesson here: Employee opinion drives performance. Those who feel engaged have a better opinion of their job, which creates the flexibility that makes them more willing to change. To find out employees’ opinions, it’s useful to conduct surveys and then build solutions to improve the opinion. If you follow that approach, training is always effective.
An employee’s level of engagement represents his or her emotional and psychological commitment to the organization. Fully engaged employees are emotionally and rationally attached to their organizations and are eager to go above and beyond to help their companies thrive.
Building an organization that embraces engagement is not about making employees happy; it is about increasing productivity and profitability, decreasing turnover and absenteeism, and removing the barriers affecting performance.
Evolve Performance Group is passionate about measurement with a purpose; our engagement initiatives measure what matters within your organization so that we can identify specific, data-driven actions that will drive employee engagement and positively impact the bottom line. While engagement initiatives typically start with a company-wide survey, our research has shown that communicating and taking action on the results are the most impactful elements of any survey-related effort. We actively promote post-survey activities and education that ensure accountability and serve to build highly engaged, high-performing work teams.
The engagement level of clients represents their emotional and psychological commitment to the organizations with which they do business. Fully engaged customers are emotionally and rationally attached to the organizations that serve them and are eager to sing their praises.
If you want people to buy into an idea or system, they have to see their own value first. But satisfaction does not create loyalty - not among customers, and not among employees. You can give people exactly what say they want and they can still choose to go a different direction. It’s the experience that creates loyalty. What does it feel like to have you as a boss? What does it feel like to be in one of your stores? Do you prove to people you care by asking questions and making sure they feel heard? Did you do something for them they could not have done themselves?
A dog is not loyal because you feed him and love him and pet him. He’s loyal because you scratch him in places he cannot reach. That’s the truth! What can you do for others that they cannot do for themselves? You can give them clarity... It creates influence.
The how behind their why is about understanding what drives employee and client relationships at your organization. Evolve's scientifically validated employee and client engagement survey instruments tie directly to business performance metrics such as safety, per person productivity, quality, turnover, client loyalty, and revenue.
Evolve's solutions are practical and easy to implement from the boardroom to the front line. The tools they provide are designed to make leveraging engagement the way you conduct business daily.
Evolve’s expertise in harnessing the power of engagement as a leading indicator to business performance is the single most efficient path to organic growth for your organization available today.
Performance consulting is about bridging the gap between engagement data and the specific steps to improved performance. We help organizations optimize their Human Capital and resources to drive results. Evolve consultants are skilled at bringing data to life and customizing solutions that will address your current needs effectively and efficiently.
One size never fits all in performance development, and our flexible combinations of development and coaching options will equip your people to perform at new levels. Evolve Performance Group offers a variety of effective and innovative tools to assist your organization in achieving optimal performance. Our team has expertise in programs and assessments such as StrengthsFinder, Five Behaviors of a Cohesive Team, and Everything DiSC in addition to our own custom programs for manager development, sales force effectiveness, and executive coaching.
A focus on strengths-based development increases performance 36% and virtually eliminates active disengagement
NOT ALL EMPLOYEE SURVEYS ARE CREATED EQUAL
A recent study by Bersin & Associates reported an estimated $720 million spent by organizations each year to improve employee engagement. While this trend is encouraging for those in the engagement business, there is no guarantee that all of those dollars are being spent on the right kind of engagement surveys. How do you know if a survey is right for your company?
Your engagement consultant should be able to tie survey results back to business performance quantitatively, not anecdotally. After all, isn’t the purpose of engagement to improve the bottom line? Fiscally responsible companies want to ensure that they are making the right investments when it comes to engagement. Evolve Performance Group’s data analysis team scientifically concluded that effective, well-crafted engagement surveys are the first step in creating significant long-term results. Through years of using diagnostics to help organizations improve their bottom line, Evolve’s research team has determined that the wrong kind of survey - or a carelessly constructed and conducted survey - can do more harm than good.