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Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010
Engage To Retain Azshrm Presentation 2010

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Engage To Retain Azshrm Presentation 2010

27 de Sep de 2010••
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Employee Engagement - What\'s the Business case?

Karen Loftus
Director of Leadership Development em AZ School Boards Associaiton
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Engage To Retain Azshrm Presentation 2010

  1. Employee Engagement What’s the business case? OR “ Why should I care?” Presented by Karen Loftus, MBA/SPHR Engage To Retain
  7. Source: The Gallup Organization
  17. Questions? Comments? Karen Loftus, MBA/SPHR Engage to Retain www.EngageToRetain.com 480-335-2367 [email_address] Complimentary 30 min consultation

Notas do Editor

  1. A global workforce study conducted by Towers Perrin (now Towers Watson ) surveyed 90,000 employees in 18 countries about a number of topics, including what drives engagement. The financial results of 50 multinational companies were compared.
  2. employee engagement is typically described as a high level of employee involvement, commitment to the organization and job satisfaction . Engaged employees value, enjoy and have pride in their work. They are more willing to help each other and the organization succeed; take additional responsibility; invest more effort in their jobs; share information with other employees; and remain with the organization than employees who are less engaged (Lazear 1989; LePine, Erez and Johnson 2002; Riketta 2002, 2008)
  3. Engagement results from the fulfillment of 12 universal human needs. And when those needs are met, workers are engaged
  4. Hay Group cross-industry analysis of over 400 companies found that    while organizations in the top quartile on engagement demonstrate revenue growth 2.5 times that of organizations in the bottom quartile,     companies in the top quartile on both engagement and enablement achieve revenue growth 4.5 times greater than those in the bottom quartile.   The corresponding figures for organizations that have both high engagement and high enablement are 50 percent, 54 percent and 89 percent.
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