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Why Spend Money Measuring Workplace Engagement?

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“I can’t afford to coddle my employees with an expensive survey, it’s hard enough to turn a profit!”

We hear this a lot, especially when times are tough. Yes, it is a new expense. No, it does not need to be “expensive.” The fact is, increasing employee engagement delivers the highest ROI of any investment made to increase business value.

Of all the things a company can do to increase key business success indicators like the customer experience, productivity, retention, profits, and safety targets, none deliver the kind of returns, per dollar spent, than efforts to increase employee engagement.

Data by Gallup, the Conference Board and other highly regarded research organizations around the world demonstrate a truly remarkable increase in business value correlated with engagement. While there are hundreds of things a company or organization can do to improve the bottom-line, none are as cost effective as creating a high performance organizational culture that nurtures, encourages, and supports employee engagement.

But no matter how impressive the research, CEO’s still cling to neoclassical economics and process analytics in order to squeeze out fractional levels of improvement when double digit increases remain untouched because they don’t trust what has been traditionally referred to as the “soft stuff.”

BEST PRACTICE — You can’t afford NOT to know where and why you are hemorrhaging productivity in your organization.  Stop wasting precious HR resources and find out how you can get increases of 20% and more in productivity in the next 6 months without touching salary and benefits.

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Don Rheem’s presentation on Employee Engagement gets underneath the real “whys” on the behavior of discretionary effort. I found his examples to be relative and understandable. I see how our leaders are making better connections with the hearts of our people, so everyone better understands the goals of the enterprise.

--Peter Rittenhouse, Director of Supply Chain
Nestle Waters
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