What can working with Churchill Leadership Group do for your company?
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The best-known architect of employee engagement understanding is Hungarian-born University of Chicago Psychology Department Head Mihalyi Csikzentmihalyi. After decades of studying the psychology of engaged workers at all levels, he found a correlation between job satisfaction, profitability and productivity when employees were in a state of engagement he calls “flow.” People in flow are exhilarated and amazingly without stress, even when performing challenging tasks. They lose themselves in the work they love, and feel “out of time.” Their brains work efficiently and precisely. It’s this flow that we seek for every individual, and the synergies this can bring to a team, making the team greater than the sum of its parts.
One of the most effective and sustainable ways to increase employee engagement is to invest in Strength based leadership development and that is the why it is the foundation of “Churchill’s” talent management consulting, leadership development, management training, executive coaching and team development solutions.
Increase employee engagement
Only 31% of employees are actively engaged in their jobs. Increasing engagement produces a heightened level of ownership where employees wants to do their best for the benefit of internal and external customers, and for the success of the organization as a whole.
Increased employee engagement can:
Lower Costs: 68% of highly engaged employees believe they can positively impact costs versus just 19% when disengaged
Improve Customer Service: 72% of highly engaged employees believe they can positively affect customer service, versus 27% of disengaged
Improve Quality: 88% of highly engaged employees believe they can positively impact quality in heir organization, compared with only 38% of the disengaged
Increase Employee Commitment
Engaged employees feel a strong emotional bond to their organization and demonstrate a willingness to recommend the organization to others. They commit time and effort to help the organization succeed. This lowers attrition, hiring & training costs & improves organizational performance. Employees with the highest level of commitment perform 20% better and are 87% less likely to leave the organization, linking engagement to organizational performance.
Increase Organizational Performance
High-commitment organizations (with loyal, dedicated employees) out-performed those with low commitment by 47% and by 200% in a 2002 study of over 100 large organizations by Watson Wyatt. The most striking findingis the 52% gap in operating income between companies with highly engaged employees and companies whose employees have low-engagement scores. High-engagement companies improved 19.2% while low-engagement companies declined 32.7% in operating income during the study period.
In a study of professional service firms, the Hay Group found that offices with engaged employees were up to 43% more productive.
Increase Safety and Lower Lost Time
At the beverage company of MolsonCoors, it was found that engaged employees were 5x less likely than non-engaged employees to have a safety incident and 7x less likely to have a lost-time safety incident. In fact, the average cost of a safety incident for an engaged employee was $63, compared with $392 for a non-engaged employee.