Employee engagement

Does Your Organization Measure ROI on Employee Engagement?

This question and many more were asked in a recent study done by management consulting firm, DecisionWise.

“In the study we get a comprehensive look at employee engagement best practices from over 200 organizations around the world,” said Charles Rogel, Vice President of Products and Marketing.

The study provides insight into over 20 different employee engagement topics including ROI. If you’ve participated in, or created, an employee engagement initiative within your organization, have you measured its ROI? I’m sure you asked the question, does employee engagement really work? Did you ever wonder what the return on investment was on that employee engagement initiative? This study asked human resources executives and decision makers in over 200 organizations these questions and more finding out that, only 9% of companies measure the ROI of their employee engagement programs. So is it worth investing in employee engagement initiatives? Only 27% of organizations believe that their programs, to improve employee engagement, have produced the ROI they hoped for.

Find out facts like these and more about the current state of employee engagement in the 2016 State of Employee Engagement Report.

 

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Charles Rogel

Charles has an extensive background in international sales and consulting. Prior to DecisionWise, he worked for over 10 years in Sales and Marketing roles at various software companies, including Modus Media International, Parlant Technology, and Plato learning. Due to Charles' unique background in both organization development and technology sales, he is responsible for leading a team that acts as the first point of client contact in providing coaching, 360-degree feedback, employee engagement surveys, and organization change initiatives. He is also called upon to design assessment and organization-wide change processes for a number of DecisionWise global clients. As an expert in employee engagement and 360-degree feedback, Charles has worked with organizations in over 30 countries, including living in Europe for an extended period. Charles holds an M.B.A, as well as a B.A. in Humanities from Brigham Young University. He enjoys running and spending time with his wife and four children.

  • Jim Shaffer

    I’m responding with the classic definition of engagement which is a combination of cognitive identity (I share the same values that my organization espouses) and discretionary effort (willingness to go above and beyond). Engagement isn’t an end result. It’s a means to better performance. It has a cost associated with it. It needs to be directed. You can engage people in taking the customer experience higher. You can engage them in terrorist activity. ROI means for what you spent to engage people, you got an acceptable return. Using engagement techniques, I spent $1,000 to get this team to reduce $4,000 in scrap or rework. That may or may not be an acceptable ROI depending on the organization. But that’s what engagement ROI is technically and operationally. There’s a white paper on my website: http://www.jimshaffergroup.com under free stuff. It’s called “Straight Talk abut Employee Engagement.” I was one of the original folks who studied this in the late nineties.

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