Brett Cooper and Dan Schwab of Integris Performance Advisors explain why Employee Engagement creates healthy, high performing organizations at The Leadership Challenge Forum 2013 in Scottsdale, Arizona.
Employee Engagement and Leadership: The Relationship that Changes the World
Employee Engagement & Leadership:
The Relationship That Changes The World
Presented by Brett Cooper & Dan Schwab
The Leadership Challenge Forum 2013 IntegrisPA.com
1 out of 3
Less than 1 out of 3 workers reporting that they are engaged – that
they work with energy and passion, and that they feel an emotional
connection to their organization.
Gallup’s research across hundreds of organizations ﬁnds that
higher employee engagement results in:
- Over 20% more proﬁtability
- Over 20% more productivity
- Almost 50% fewer safety incidents
- Almost 40% less absenteeism
- Over 40% fewer defects and quality issues
Estimates suggest that low engagement is costing the US economy
between $450 and $550 billion in lost productivity.
The point here is that the importance of being engaged at work
goes beyond the bottom line for the organization, and beyond our
economic contribution. The topic of employee engagement is
directly connected to employee well-being.
Studies show a clearly positive correlation. Engaged employees
have lower incidences of chronic health problems such as high
blood pressure, high cholesterol, diabetes, obesity, diagnosed
depression, and heart attacks than actively disengaged employees.
They also eat healthier, exercise more frequently, and consume
more fruits and vegetables than their counterparts who do not
report similar levels of high engagement.
Across a plethora of studies, these four characteristics consistently
rise to the top when explaining high and low levels of employee
engagement. They are all inﬂuenced by the behavior of the leaders
in the organization.
The LPI is an online assessment where leaders receive 360 feedback from
people like their manager, their co-workers, and their direct reports. The LPI
measures leaders against 30 speciﬁc behaviors that fall into, what Jim and
Barry call the Five Practices of Exemplary Leadership.
1. My workgroup has a strong sense of team spirit
2. I am proud to tell others that I work for this organization
3. I am committed to this organization success
4. I would work harder and for longer hours if the job
5. I am highly productive in my job
6. I am clear about what is expected of me in my job
7. I feel that my organization values my work
8. I am eﬀective in meeting the demands of my job
9. Around my workplace, people seem to trust management
10. I feel like I am making a diﬀerence in this organization
Positive Workplace Attitudes (PWA) Survey
Individuals who rank their immediate manager higher on the Five Practices
indicate that they personally have more positive attitudes about