Employee Engagement

Imagine walking into a business each morning that consists only of workers who know exactly what the end goal is. Imagine going to work every day knowing that everyone has bought into the company and will do all they can to make it successful. Productivity would reach its peak, the quality of the work would go sky-high, negativity would never rear its head and as a result, customers would receive nothing but the best products and ultimate customer service. Back in the real world, things are usually rather different. While a good proportion of most workforces are indeed fully on-board…

This featured image was produced by Gavin Whitner via Flickr. One of the toughest challenges in learning and development (L&D) is information retention. And it’s a problem that has existed for an awfully long time; think about how many times you’ve been on a training course only to realise weeks later that you simply can’t recall any of the detail. There’ll be small nuggets of information that will linger – particularly impressive statistics or mini-stories that were engaging enough to be memorable – but on the whole, the stuff you were supposed to leave at the back of your brain for safe…

Studies that look into employee engagement are beginning to move away from using a single metric with which to measure engagement. And this stands to reason; creating one score risks oversimplifying what is a complex aspect of the business. Engagement within the workplace has always been hard to quantify, yet research tells us that it’s chronically low across the globe. In 2013, US analytics firm Gallup revealed that just 13% of employees worldwide are engaged at work. Of perhaps greater concern is that 22% of all UK workers are actively disengaged. Try putting that into context within your own operation;…