Our employee engagement infographic defines employee engagement and provides a more in-depth view by sharing the employee engagement platform that we use. It later shares improved results by having engaged employees, including engagement levels, and the ROI for Funders for LGBTQ Issues.
Want to know what your employees are thinking? We are one of the top employee engagement survey vendors providing the best employee engagement surveys, tailored to your needs. https://www.protostar-uk.com/employee-surveys.html
Want to know what your employees are thinking? We are one of the top employee engagement survey vendors providing the best employee engagement surveys, tailored to your needs. https://www.protostar-uk.com/employee-surveys.html
There's a lot of nonsense talked about employee engagement and a lot of people think you can get it be throwing a few incentives around. They're wrong.
Ultimately employee engagement is simply a choice. It's a choice between how you want your organisation to thrive.
So ask yourself - do you want to engage your people or eliminate your people? It's up to you.
Employee Engagement Steps: Questions to guide your one-on-one employee engage...Sheila Margolis
To increase employee engagement, after conducting an employee engagement survey, meet one-on-one with each employee you manage. This is one of the first steps you can take to improve engagement. This presentation offers questions to guide your conversations with employees. The questions are organized around the six drivers of employee engagement.
Go to www.SheilaMargolis.com to learn more about employee engagement.
Have you ever wondered why is employee engagement important? What specific research, stats, and facts stand behind the importance of employee engagement?
Well, if yes, then you’ve come to the right place!
In the presentation, we’ve put together the most prominent employee engagement data available today.
Employee Engagement Index: Use Employee Engagement Metrics to Monitor ChangeSheila Margolis
Discover how to create an Employee Engagement Index. Use that Employee Engagement Index to monitor engagement from year-to-year.
Do you create employee engagement metrics to track changes in employee views? These slides provide a step-by-step guide for creating an Employee Engagement Index.
First, administer an Employee Engagement Survey. Next, implement changes to improve engagement. Then, conduct an Employee Engagement Survey a year later, and calculate the Employee Engagement Index. This metric will show if your changes had an impact in improving engagement.
Now it the time to measure employee engagement and monitor change. Create a workplace that engages employees and retains top talent. Ensure that employees and the company prosper!
Go to www.SheilaMargolis.com to learn more about Employee Engagement.
How To Increase Your Culture of Employee EngagementMonster
Is it 5 o’clock yet? As a manager, that is probably not your favorite thing to hear around the office. Although employees show up on time and get their work done, many are counting down the hours, minutes and seconds until they can go home.
Wouldn’t it be great if employees enjoyed their job more? As a manager, there is only so much you can do to Engage an employee who has no interest in being Engaged. The real solution is for the employee to want to be more Engaged. When the responsibility for increasing Engagement is shared, outcomes are much more favorable for the employee and employer.
In this informative online session, participants will learn:
• The joint model of Engagement
• How an Engaged workforce affects business outcomes
• How to educate employees on Engagement
• Employee benefits of being Engaged
• Tips for employees to increase their own Engagement
• How managers can support employees in joint ownership of Engagement
Employees will go from watching the clock to wondering where the day went.
Employee Engagement: What is it? How Do You Improve it? 10 Best Practices fro...Qualtrics
Engaged employees are more productive, contribute more to the bottom line, generate higher customer ratings, and help you attract new talent. On the flip side, actively disengaged employees cost the US approximately half a trillion dollars per year.
Join us to learn the best practices from Mike Schroeder, CEO of TNS Employee Insights, on how to design employee engagement surveys, measure engagement and, most importantly, improve employee engagement in your organization.
Executive Briefing on the value of Employee Engagement and the dangers of dis-engaged and un-engaged employees. Contact Lighthouse Leadership Solutions at 800-592-6510 to learn how we can help you engage your employees.
There's a lot of nonsense talked about employee engagement and a lot of people think you can get it be throwing a few incentives around. They're wrong.
Ultimately employee engagement is simply a choice. It's a choice between how you want your organisation to thrive.
So ask yourself - do you want to engage your people or eliminate your people? It's up to you.
Employee Engagement Steps: Questions to guide your one-on-one employee engage...Sheila Margolis
To increase employee engagement, after conducting an employee engagement survey, meet one-on-one with each employee you manage. This is one of the first steps you can take to improve engagement. This presentation offers questions to guide your conversations with employees. The questions are organized around the six drivers of employee engagement.
Go to www.SheilaMargolis.com to learn more about employee engagement.
Have you ever wondered why is employee engagement important? What specific research, stats, and facts stand behind the importance of employee engagement?
Well, if yes, then you’ve come to the right place!
In the presentation, we’ve put together the most prominent employee engagement data available today.
Employee Engagement Index: Use Employee Engagement Metrics to Monitor ChangeSheila Margolis
Discover how to create an Employee Engagement Index. Use that Employee Engagement Index to monitor engagement from year-to-year.
Do you create employee engagement metrics to track changes in employee views? These slides provide a step-by-step guide for creating an Employee Engagement Index.
First, administer an Employee Engagement Survey. Next, implement changes to improve engagement. Then, conduct an Employee Engagement Survey a year later, and calculate the Employee Engagement Index. This metric will show if your changes had an impact in improving engagement.
Now it the time to measure employee engagement and monitor change. Create a workplace that engages employees and retains top talent. Ensure that employees and the company prosper!
Go to www.SheilaMargolis.com to learn more about Employee Engagement.
How To Increase Your Culture of Employee EngagementMonster
Is it 5 o’clock yet? As a manager, that is probably not your favorite thing to hear around the office. Although employees show up on time and get their work done, many are counting down the hours, minutes and seconds until they can go home.
Wouldn’t it be great if employees enjoyed their job more? As a manager, there is only so much you can do to Engage an employee who has no interest in being Engaged. The real solution is for the employee to want to be more Engaged. When the responsibility for increasing Engagement is shared, outcomes are much more favorable for the employee and employer.
In this informative online session, participants will learn:
• The joint model of Engagement
• How an Engaged workforce affects business outcomes
• How to educate employees on Engagement
• Employee benefits of being Engaged
• Tips for employees to increase their own Engagement
• How managers can support employees in joint ownership of Engagement
Employees will go from watching the clock to wondering where the day went.
Employee Engagement: What is it? How Do You Improve it? 10 Best Practices fro...Qualtrics
Engaged employees are more productive, contribute more to the bottom line, generate higher customer ratings, and help you attract new talent. On the flip side, actively disengaged employees cost the US approximately half a trillion dollars per year.
Join us to learn the best practices from Mike Schroeder, CEO of TNS Employee Insights, on how to design employee engagement surveys, measure engagement and, most importantly, improve employee engagement in your organization.
Executive Briefing on the value of Employee Engagement and the dangers of dis-engaged and un-engaged employees. Contact Lighthouse Leadership Solutions at 800-592-6510 to learn how we can help you engage your employees.
The Connection Between Employee Engagement and Glassdoor ScoresGlintInc
A recent study illuminates the significant link between employee engagement and both Glassdoor scores and stock value. Dr. Charles Scherbaum discusses the results of this analysis and provides concrete advice for systematically measuring and improving employee engagement in order to improve employer brand and financial outcomes.
Based on our findings, in this year’s report you’ll find a diverse array of workplace and employee quality of life factors represented; these include trends related to the built environment, technological advances and the workforce. Each of the trends, by definition, has the ability to improve the quality of life of people and their communities. As one would expect, however, organizational commitment
to its people — both on a professional and personal level — remains a central theme among all of our trends. With more employees viewing their work and life as one, it can only benefit an organization
to become acquainted with the workplace trends that will engage and retain the workforce of 2014.
51% of Americans revealed that they are actively disengaged at work, meaning they have no real connection to the work they do on a daily basis. New research also correlates employee engagement to retention, and exposes its links to new-hire onboarding. With that said, it’s no surprise why executives are starting to focus more on improving employee engagement within their organizations.
To study the concept of job satisfaction.
To identify factor influencing employees job satisfaction
To examine the most influencing factors of employee satisfaction.
We've been studying employee engagement for the last 25 years. What have we learnt in that time and what is next for the study and practice of employee attitudes and leadership?
The Art & Science of Employee EngagementJustin Zawaly
Best practices and simple tips for business leaders. Learn how to capture, analyze, and take action on employee survey feedback from leading HR practitioners and I/O psychologists
The Employee Engagement Handbook | WorkStrideWorkStride
Learn how creating a positive employee experience can help increase engagement, retention, and productivity. In this guide, we’ll go over five areas to focus on in order to create a positive employee experience: employee engagement, learning and development, company culture, workplace environment, and tools and technology.
How can satisfaction in the workplace be fixed and/or improved? Both employees and employers can take action to increase their job satisfaction. Commitment from both sides leads to understanding and improvement in the workplace. O.C. Tanner provides 5 tips for each to help increase employee satisfaction and retain top talent.
Our measurement map shows how we use our leading indicators to link to our strategic goals and investment goals. It also shows how we link all of these data points to business results.
This 14th edition of the tracking report finds that LGBTQ grantmaking reached a new record high of $160.7 million! The report notes significant increases in funding for trans communities, grantmaking to address criminalization and criminal justice reform, and support for LGBTQ communities in the U.S. South.
LGBTQ Criminalization and Criminal Justice ReformMarvin Webb
This infographic raises awareness about how LGBTQ people are disproportionately represented in the criminal justice system. It notes that biased policing and aggressive sentencing make LGBTQ people more likely to face time in prison, where they often face poor treatment and abuse. It also explores funding for LGBTQ criminalization and criminal justice reform, which, while still small, is growing.
LGBTQ Criminalization and Criminal Justice ReformMarvin Webb
This infographic raises awareness about how LGBTQ people are disproportionately represented in the criminal justice system. It notes that biased policing and aggressive sentencing make LGBTQ people more likely to face time in prison, where they often face poor treatment and abuse. It also explores funding for LGBTQ criminalization and criminal justice reform, which, while still small, is growing.
1. Funders for LGBTQ Issues Advice Guide
Employee Engagement
CultureAmp considers employee
engagement to be “the levels of
enthusiasm and connection employees
have with their organization. It’s a measure
of how motivated people are to put in extra
effort for their organization, and a sign of
how committed they are to staying there.”
— CULTUREAMP.COM
SurveyMonkey Engage considers
employee engagement to be “the
health of the relationship between an
employee and their workplace.”
— ENGAGE.SURVEYMONKEY.COM
BambooHR considers employee
engagement to be “about setting
people free to do great work. When
people are free to do great work, they
are more engaged while they are on the
job. This makes them more happy and
productive people both at work and at
home.” — BAMBOOHR.COM
As employers look to do more with limited resources and employees continue to evolve in what they
expect from employers, employee engagement offers companies and organizations the opportunity to
enter into a productive dialogue with their workforce to improve the workplace for all stakeholders.
Funders for LGBTQ Issues details inside its preferred employee engagement platform, what an engaged
employee looks like, what can happen to your organization, and an employee engagement checklist.
Engaging employees annually has resulted in:
$228,930 PRODUCTIVITY SAVINGS
($25,437 PER EMPLOYEE)*
*FOR MORE ON RESULTS SEE THE FINAL PAGE.
HIGHER
JOB
SATISFACTION
INCREASED
UNDERSTANDING
OF YOUR
WORKFORCE
HIGHER
PRODUCTIVITY
EMPLOYEE ENGAGEMENT =
Society for Human Resource
Management (SHRM) considers
employee engagement to be
“the level of an employee’s
commitment and connection to
an organization.” — SHRM.ORG
2. 1 From Insights – The Anatomy of an Engaged Employee
2 From Visix Employee Engagement – By the Numbers
WHAT RESULTS CAN OCCUR WITH ENGAGED
EMPLOYEES (JUST A FEW)? 2
INCREASED PRODUCTIVITY
Investing in employee engagement results in productivity
increases because engaged employees have more energy
and less stress than disengaged employees.
LOWER TURNOVER
Organizations with high numbers of engaged employees
experience decreased turnover. Replacing employees
costs your business time and money.
HIGHER PROFITABILITY
Engagement is strongly connected to overall
business success, including profitability.
LOWER ABSENTEEISM
Engaged employees are more likely to come to work
than disengaged employees, affecting productivity and
your company’s bottom line.
21%
65%
22%
37%
WHAT DOES AN ENGAGED EMPLOYEE LOOK LIKE? 1
An engaged employee can have profound impact upon an organization and its goals. You and your team will need to
discover what makes your employees engaged. Of course, you can do this through employee engagement surveys
but you will also need to know your employees. That may mean getting to know them as people as well as employees.
It may be easier to view what fully engaged employee looks like and then work back from there in combination with
your employee engagement survey.
ENGAGED EMPLOYEES…
…UNDERSTAND
…LISTEN
…LOVE WHAT THEY DO
…RUN WITH AN IDEA
…HAVE A VOICE IN THEIR
ORGANIZATION
…GET THEIR HANDS DIRTY
They know the strategy of the business, what customers want and what’s expected
of them by their manager.
They listen to the needs of the business and let that guide their work and performance.
They love their job, their company, their colleagues, and their customers.
They dig in and go above and beyond what’s expected of them frequently.
They feel heard.
They don’t do the bare minimum – they come up with new solutions, then put
them into action.
3. 3 From Engagement Survey Template via CultureAmp
4 From CultureAmp’s Modern HR Playbook
FUNDERS FOR LGBTQ ISSUES USES CULTUREAMP 3
AS ITS EMPLOYEE ENGAGEMENT COLLECTION TOOL
>> The platform starts with 60 rating questions + 4 text questions which can be increased.
>> Price starts at $3,000 for a company with less than 200 employees.
COMPANYCONFIDENCE
INNOVATION
LEADERSHIP
ENABLEM
ENT
FEEDBACK
&
RECOGNITION
LEARNING &
DEVELOPMENT
TEAM
OWNERSHIP
MANAGEMENT
WORK & LIFE BLEND
COLLABORATION &
COMMUNICATION
ALIGNM
ENT
&
INVOLVEM
ENT
ACTION
SOCIALCONNECTION
SERVICE&
QUALITYFOCUS
PLATFORM
STRUCTURE
DEEPER BEHAVIORS AND
ATTITUDE FOCI
GENERAL TOPICS FOR
STANDARD QUESTIONS
FEELINGS
ATTITUDES
BEHAVIORS
CONNECTION
COMMITMENT
MOTIVATION
EMPLOYEE ENGAGEMENT CHECKLIST
Employee engagement involves people analytics, “collecting and analyzing data, giving (the organization the information
it needs) to make decisions, measure success, calibrate, and improve.”4
Most organizations already collect and analyze
data related to clients, members, suppliers, stakeholders, users, and more. Why not collect data on your staff?
BUILD CONSENSUS WITHIN YOUR LEADERSHIP
AND TEAM THAT EMPLOYEE ENGAGEMENT IS
IMPORTANT
At Funders for LGBTQ Issues, the President and the Director
of Finance and Administration led the charge with employee
engagement being an important part of our mission.
IDENTIFY AND SELECT AN APPROPRIATE PLATFORM
We used SurveyMonkey for the first year and CultureAmp for the
second year. CultureAmp provides us with more detailed employee
knowledge which allows us to develop proper action plans.
BUILD THE PLATFORM TO SUIT YOUR
ORGANIZATIONS NEEDS
We augmented the standard questions with mission related
questions so as to gauge how staff related to how the organization
operated within the framework of it mission. This allowed us to align
our strategic plan with our staff output.
PREPARE STAFF OF SURVEY’S ARRIVAL AND
EXECUTE SURVEY
We announced the survey and shared its importance for the
betterment of the organization.
GIVE STAFF AMPLE TIME TO COMPLETE SURVEY
We allowed 2 weeks to complete the survey. This allows introverted
staff to participate at their own pace and not be left out.
CLOSE SURVEY AND REVIEW RESULTS; LOOK FOR
AREAS OF SUCCESSES AND CHALLENGES
We reviewed the results and searched for successes, challenges,
opportunities, and threats.
SHARE RESULTS WITH STAFF AND SET GOALS TO
IMPROVE AREAS OF CHALLENGE
We shared results with staff individually, as we have a small staff,
and then presented the results with the full staff where we presented
areas of challenge.
REPEAT SMALLER PULSE SURVEYS ON AREAS OF
CHALLENGE
We did not perform intermittent pulse surveys. But we did interview
staff individually to see where we were on the challenges.
1 5
3
7
2
6
4
8