Employee Engagement Drives Competitive Advantage
Gallup lead the way internationally with engagement research. In their blog they really break down the aspects of a business’s performance that get affected by engagement levels – one way or the other.
“Gallup continues to find that the strong relationships between engagement and these key business outcomes hold true across various industries, economic climates, and regions of the world.”
That’s good to know for me as a New Zealander and it reinforces what I’ve found in my limited forays to other regions. I’m in the middle of 30 or so presentations around New Zealand and, although I’m not specifically speaking about employee engagement, it does crop up. I’m speaking on building winning teams so that’s not surprising. The evidence, as again shown in Gallup’s graph, is consistent that there are demonstrable and significant gains to be had to fostering engagement. What I like about this graph is that it clearly highlights that it’s not just about those who enhance their engagement levels sneaking ahead of the pack. The unengaged workplaces suffer poorer results and the disengaged slide backwards. This double-shift magnifies the improvement in KPIs for those making the effort and reaping the rewards – not because engaged employees are nice-to-have or the-right-thing-to-do in a fluffy and intangible sense. But because IT WORKS – in the tangible bottom line sense.
To me, engagement is one of the more significant levers bosses have to position and differentiate themselves. And if you get a big enough lever, you can shift the world. Next week though, I’m just trying to shift New Plymouth and Lower Hutt…
Posted on July 8, 2013, in Employee Engagement, The Brain-Based Boss and tagged Competitive advantage, employee engagement, Gallup, Key performance indicators, KPIs. Bookmark the permalink. Leave a comment.