Studies have proven the correlation between employee engagement and organizational performance for decades.  Yet many organizations still struggle with low employee morale, low productivity, and loss of talent.  

Here is one example of how things go wrong.  Employee surveys often indicate that communication is an area for improvement.  But what do employees mean when they say they want better communication?  Do you start a newsletter?  Launch an intranet?  Hold quarterly Town Hall meetings?  All these initiatives are helpful, of course.  But they may miss the mark.

Often, if you ask employees what they meant when they said they wanted better communication, they will say they want their managers to tell them what the !@#$ is going on.  

For this to happen, their managers must know what’s going on.  But too often, managers will reply, “I don’t know, nobody around here tells me anything.”  This, of course, is damaging to the employees’ view of the company.  And it also undermines employees’ faith in their manager, since they have little power to make things better. 

There are many other such examples.  

I help you to understand the real drivers of employee engagement in your organization, so you can develop action plans that will have the greatest impact to inspire employee commitment and make your company into a truly high-performance organization.