Having recently posted talks from Barry Schwartz, Dan Pink and Curt Coffman all focussing on the importance of employee engagement, I got stuck into the Towers Perrin Global Workforce Study for some light reading. It’s a great report, crammed full of useful facts and figures and powerful arguments for employee engagement as a basis for sustainable change. In particular, the analysis on how engagement affects financial and individual performance stood out for me.
This looks like a rare beast, a win win scenario. The more I examine the evidence, the harder I struggle to understand why these principles aren’t more widely understood, and indeed practiced.
I need your help. In your experience, what is it that stops organisations from embracing the connection between employee engagement and improved financial performance, and doing something meaningful about it? Have you got any examples of this in action?