Employee Engagement &

The Passion Test for Business™

Creating a Strategic Alliance that Builds an Engaged Workforce

Does your culture promote a competitive advantage in the marketplace?

Is the vision one that excites and engages “passionate performances”?

Are the values an integral part of the decision-making on a daily basis?

Know Your Engagement Challenges

Top-performing, global organizations understand that employee engagement is a force that drives business outcomes. In a 2008 Gallup* cited in its report, Employee Engagement as a Core Strategy, explicit findings that substantiated engaged employees are more productive, more profitable, more customer- focused, safer and more likely to resistance temptation to leave an organization.

Here are three types of Employee Engagement. What percentage of your workforces fits into the following categories?

ENGAGED Employees work with passion and feel a profound connection to their company.They drive innovation and move the organization forward.

NOT-ENGAGED Employees are essentially “checked out.” They’re sleepwalking through their workday, putting time – but not energy or passion – into their work.

ACTIVELY DISENGAGED Employees aren’t just unhappy at work: they’re busy acting out their unhappiness. Every day, these workers undermine what their engaged coworkers accomplish.

  • Gallup estimates that actively disengaged employees cost their companies about $16,000 per year.
  • If we are generous we will say a “not engaged” employee is revenue neutral (and this is probably quite generous).
  • We estimate that an engaged employees creates at least $32,000 per year in additional revenue for the company

Collaborating Minds, Connecting Hearts

There is no one-size fits all solution. Every organization is unique so there must be a solution that can be customized to specific needs. So, how does leadership get clear on its unique steps to build an engaging workforce?

The Passion Test for Business offers the ability to systematically create alignment between employee engagement and the core values of a business. The upshot produces a unified, engaged workforce energized in contributing every day, resulting in positive return in productivity, innovation, retention and bottom-line profits.

Benefits to Leadership for Creating an Engaged Workforce

  • Have a strong, positive effect on customer engagement
  • Grow in their ability to positively affect customers
  • Be more likely to find creative ways to solve problems and suggest ways to improve management or business processes
  • Be more likely to be open to new ideas and innovations from management
  • More likely to respond positively from ideas and suggestion from their coworkers
  • Have a stronger tendency to create a friendly, more inviting work environment

Benefits to Employee for having an Engaged Leadership

  • I love my job.
  • I feel engaged in the work that I do.
  • My work is meaningful.
  • I go the extra mile in my work.
  • The company cares that I am passionate about my work.
  • My manager cares that I am fully engaged.
  • I’ll be able to explore meaningful work with this organization.

Use the form below to request a consultation and discover the untapped potential that lies hidden in your career world.

*NOTE Gallup’s employee engagement finding are based on 30 years of in-depth research involving more than 12 million employees.

Adapted from research by Gallup: http://gmj.gallup.com/content/24880/gallup-study-engaged-employees-inspire-company.aspx