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Download: Sample Employee Engagement Survey. Here are some findings: Earnings Per Share & Turnover. Organizations in the bottom quartile of engagement scores experience 41% higher turnover.*. Customer Loyalty, Productivity, and Turnover. 2X lower turnover. This involves getting to work. 2X higher productivity.
The World Health Organization (WHO) has officially recognized burnout as an occupational phenomenon , linking it to decreased productivity, higher turnover, and absenteeism. Traditional metrics, such as surveys, often fail to capture the full impact these skills have on organizational performance.
The first thing many leaders do when they get that annual feedback survey from employees is say, “Oh, no, engagement is down. Some leaders check engagement scores as if they were the latest sales figures or turnover statistics. Engagement is Not a Program. Let’s create a program to push engagement up!”. Good luck with that.
. ———————————————————— “Organizations with high employee engagement levels outperform their low engagement counterparts in total shareholder returns and higher annual net income.” — Kenexa.
Organizations with an effective engagement strategy in place can better realize their employees’ potential, resulting in improved profit margins and retention rates. The organization’s employer brand may also suffer due to increased turnover rates, low job satisfaction, and poor word of mouth. Engagement surveys.
A Stanford survey found that the employees flexibly working from home raised their productivity levels by almost 13%. Better Retention In Companies That Offer Flexible Working Hours. I don’t need to state the importance of employee retention. And how expensive employee turnover can be.
Leaders have an overwhelming amount of responsibilities and accountabilities to focus on at any given time – with many of the biggest concerns centering on employee retention and engagement. In addition to production delays and drops in morale, high turnover rates can lead to unnecessary costs.
As the economy grows and the job market gets hotter, employee engagement and retention have become a top priority. Why is there such a wide variation in employee engagement and retention? While most employees don’t really trust that surveys are anonymous (after all, they did arrive in my email inbox!),
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