This document discusses the importance of employee engagement for businesses. It defines employee engagement as the emotional attachment employees feel towards their work, role, colleagues, and company culture. Research shows that higher employee engagement leads to increased productivity, customer satisfaction, employee retention, and company profits. The document recommends that businesses focus on senior leadership behavior, manager support, effective communication, and dedicating proper time to employee engagement initiatives in order to create an engaged workforce.

1. growthco.uk
WHY...EMPLOYEE ENGAGEMENT?
Setting the conditions for your people to do their best every day.
growthco.uk

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Definition: Employee engagement is the emotional attachment employees feel
towards their place of work, job role, position within the company, colleagues and
culture and the affect this attachment has on wellbeing and productivity.
WHY… EMPLOYEE ENGAGEMENT?

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But is not just about how happy your people are.
Engagement is more than that. It is how your team members feel about their role
and the contribution they make to your business. It is about how they want to come
to work, interact with colleagues and customers and make a positive difference. It is
how they feel trusted, empowered and confident to do their job well and how they
can go on to challenge, improve and innovate regardless of their job level or remit.

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Research has found that if all UK businesses adopted an improved approach to
people management including employee engagement, the UK economy could
benefit from an efficiency gain of up to £77bn - Impact of Investing in People
Report 2015

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“This is about how we create the conditions in which employees
offer more of their capability and potential”
-David Macleod

6. FACTS & STATS
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Competitive Advantage: 94% of the world’s most admired companies believe their
efforts to engage employees creates competitive advantage - Hay
ROI: Organisations with higher engagement levels posted 22% higher total
shareholder returns than average - AON
Productivity: Engagement scores in the top quartile average 18% higher
productivity - EFS

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Customer Service: 70% of engaged employees indicate they have a good
understanding of how to meet customer needs while only 17% of non-engaged
employees say the same - Engage for Success
Health: Engaged UK employees take an average 2.7 sick days per year, while
disengaged take 6.2 days - CIPD
Loyalty: Engaged employees are 87% less likely to leave than disengaged
employees, helping organisations to hold on to talent and avoid costly recruitment
bills - Engage for Success

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“Highly engaged employees make the customer experience. Disengaged
employees break it.
- Timothy R. Clark

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Creativity: 59% of engaged employees say work brings out their most creative
ideas. Only 3% of disengaged employees agree -Gallup
Economics: The Department for Business, Innovations & Skills (now part of
Department for Business, Energy & Industrial Strategy) calculated that disengaged
employees annually cost the UK economy as much as £64bn

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“To win in the marketplace you must first win in the workplace”
- Doug Conant

11. YOU’VE GOT THE WHY, BUT WHAT’S NEXT?
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Walk the walk, talk the talk: Senior leaders play a really important part in how your
company culture is shaped and in turn how engaged your people feel. They should
be walking and talking your values and behaviours.
Support your managers: Develop your managers and recognise their positive
behaviours. They’re crucial to engagement levels and as they say ‘employees join
great companies, but quit bad bosses’. Ensure they have the skills, behaviours and
resources to deliver supportive management.

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“When people are financially invested, they want a return. When people
are emotionally invested, they want to contribute”
- Simon Sinek

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Communicate: You can’t support improved engagement if you don’t know how
people are feeling. Ensure your people have a voice. Build feedback into your culture
with different ways for your employees to let you know how they’re doing and visa
versa. Make sure your communications are consistent, transparent and in line with
your purpose and values. Otherwise you risk lack of buy-in and trust which is
counter-productive.
Understanding great engagement that’s right for your business: How do your
people want and need to be engaged? How do you know your activities are a
success and having an impact? Your practices need to reflect your environment too
so they become embedded in your culture.

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Give employee engagement the time it deserves: Maintaining interest,
understanding and commitment takes time and dedication. Your people are assets
and if you want your business to be at its best, they need care and attention. Those
leading on engagement need to understand and ‘buy in’ to its importance otherwise
behaviours will tell a very different story.
External impact: See your work to engage employees in the widest sense as its
impact can be much more than an internal interest. High engagement levels can also
lead to wider benefits such as improved customer satisfaction and in turn loyalty.

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• Watch: Engage for Success
• Attend one of our free
breakfast events
• Read: Maxwell’s 5 Levels of
Leadership and the links to
engagement
• Watch: Dan Pink’s TED Talk
about motivation
• Download and share our
Employee Engagement
infographic
• Follow us @growthcouk for all
the latest news, resources and
events
• Watch: Simon Sinek – Start
with Why

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FURTHER SUPPORT FROM US
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• We want to help your organisation be happier, healthier and more sustainable. If
you’d like to talk to us about your approach to employee engagement, please get in
touch
• To find out more about The Growth Company and what we’re all about, visit
www.organisationalimprovement.growthco.uk, call us on 0161 237 4200* or email
orgimprove@growthco.uk