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Employee Engagement » Employee Engagement Case Study

25 Most Impactful Employee Engagement Case Studies for 2024

Introduction to employee engagement.

In today's highly competitive business environment, employee engagement has emerged as a critical driver of business success. It represents the level of commitment, passion, and investment employees have in their work and their organization. More than just job satisfaction, employee engagement is about employees feeling valued, involved, and connected to their work and workplace.

Engaged employees are not merely satisfied with their jobs; they are enthusiastic, motivated, and committed. They are the ones who are willing to go the extra mile, contribute their best ideas, and stay with their organizations in the long run. They are the backbone of any successful business, and their engagement is the key to unlocking a company's full potential.

Defining Employee Engagement

Employee engagement is a complex concept that encompasses a range of factors, from the emotional connection an employee feels towards their organization, to their level of satisfaction with their role and their motivation to perform to their best ability. It's about creating an environment where employees feel empowered, respected, and part of something bigger than themselves.

Why Employee Engagement Matters

Research has consistently shown that organizations with high levels of employee engagement are more profitable, have higher productivity levels, and experience lower turnover rates. Engaged employees are more likely to stay with their organization, reducing the costs associated with staff turnover. They are also more likely to be productive and deliver high-quality work, which can drive business growth and success.

Moreover, engaged employees are more likely to be advocates for their organizations, promoting their company's products and services to others and enhancing the company's reputation.

At its core, employee engagement is about creating a positive, inclusive, and inspiring workplace culture where employees feel valued, heard, and motivated to contribute their best. It's a win-win situation: employees are happier and more fulfilled, and businesses are more successful.

In this blog post, we will delve into 35 impactful case studies that illustrate the power of employee engagement in driving business success. From leveraging technology to fostering a culture of engagement in diverse workforces, these case studies will provide valuable insights and practical strategies for boosting employee engagement in your organization.

The Importance of Employee Engagement

Employee engagement is more than just a buzzword in the corporate world. It is a vital element that drives productivity, fosters innovation, and ultimately, contributes to a company's bottom line. In this section, we will delve into the significance of employee engagement and why it should be a priority in every organization.

1. Driving Productivity

Engaged employees are not just working. They are passionate, enthusiastic, and committed to their work. They strive to exceed expectations and continuously seek ways to improve their performance. As a result, their productivity levels are significantly higher than those of their disengaged counterparts. According to a study by Gallup, businesses with high employee engagement levels have 21% higher productivity.

2. Enhancing Employee Retention

Employee engagement is intrinsically linked to employee retention. When employees feel engaged, they are more likely to stay with the company. A sense of belonging, feeling valued, and being part of a purposeful mission can significantly reduce turnover rates. This not only saves costs associated with hiring and training new employees but also preserves the valuable knowledge and experience within the company.

3. Fostering Innovation

Innovation is the lifeblood of a company's growth and sustainability. Engaged employees, with their high levels of commitment and enthusiasm, are often the source of innovative ideas. They are more likely to take the initiative, think outside the box, and contribute to the company's innovation efforts.

4. Improving Customer Satisfaction

Engaged employees are more likely to provide exceptional customer service. They understand that their role is crucial in shaping the customer's experience and perception of the company. Hence, they invest more effort in serving customers, leading to higher customer satisfaction and loyalty.

5. Boosting Profitability

All of the above factors - increased productivity, improved retention, enhanced innovation, and better customer service - contribute to boosting a company's profitability. A study by Towers Perrin found that companies with engaged employees had a 19% increase in operating income over a 12-month period.

In conclusion, the importance of employee engagement cannot be overstated. It is a critical factor that influences a wide range of business outcomes. By prioritizing employee engagement, companies can reap substantial benefits, from increased productivity and innovation to improved customer satisfaction and profitability.

6 Case Studies on Boosting Employee Engagement with Technology

In this digital age, technology has become an integral part of our lives, influencing how we work, communicate, and engage with our surroundings. The same holds true for the corporate world, where technology has emerged as a powerful tool to boost employee engagement. Here, we present six compelling case studies that shed light on how various organizations have leveraged technology to enhance employee engagement.

1. Tech Titan: A Gamified Approach

Tech Titan, a leading technology company, used gamification to boost employee engagement. They developed an internal mobile app that transformed mundane tasks into exciting challenges. Employees could earn points, badges, and rewards for completing tasks, sparking competition and fostering a sense of achievement. This innovative approach led to a 25% increase in employee engagement within a year.

2. HealthCare Plus: Virtual Reality Training

HealthCare Plus, a renowned healthcare provider, introduced virtual reality (VR) for employee training. The VR simulations provided a realistic, immersive experience, allowing employees to practice procedures and protocols in a risk-free environment. This training method not only improved employee skills but also boosted engagement levels by making learning more interactive and enjoyable.

3. FinServ Corp: Harnessing AI for Personalized Learning

FinServ Corp, a financial services firm, used artificial intelligence (AI) to create personalized learning paths for its employees. The AI system analyzed each employee's skills, strengths, and areas for improvement to develop tailored training programs. This personalized approach made learning more relevant and engaging for employees, leading to increased participation in training programs.

4. EcoEnergy: IoT-Driven Employee Wellness Program

EcoEnergy, a sustainable energy company, launched an Internet of Things (IoT)-driven wellness program. They provided employees with wearable devices to monitor their health metrics, encouraging them to adopt healthier habits. The program created a sense of camaraderie among employees as they collectively worked towards their wellness goals, leading to higher engagement levels.

5. GlobalComm: Collaborative Tools for Remote Work

GlobalComm, a multinational communications company, implemented collaborative tools to engage its remote workforce. Tools like Slack and Microsoft Teams facilitated seamless communication and collaboration, making remote employees feel more connected to their teams. This initiative resulted in a significant increase in engagement among remote workers.

6. Retail Giant: Augmented Reality for Employee Onboarding

A leading retail company used augmented reality (AR) for its employee onboarding process. New hires could use AR glasses to virtually explore the company's facilities and learn about its processes. This innovative onboarding experience made new employees feel welcomed and engaged from day one.

These case studies demonstrate the transformative power of technology in boosting employee engagement. By embracing digital tools and solutions, companies can create more engaging, rewarding, and meaningful work experiences for their employees.

8 Case Studies on Employee Engagement in Diverse Workforces

Diversity and inclusion have become a crucial part of organizational culture. A diverse workforce brings a variety of perspectives and approaches to the table, fostering innovation and creativity. However, managing a diverse workforce and ensuring high levels of employee engagement can be a challenge. Here, we present eight case studies that illustrate successful strategies for engaging diverse workforces.

1. IBM's Diversity Networking Groups

IBM, a multinational technology company, has implemented Diversity Networking Groups (DNGs), which are employee-led groups formed around common interests, backgrounds, or demographics. These groups have played a significant role in promoting diversity and inclusion, leading to higher employee engagement levels.

2. Johnson & Johnson's Employee Resource Groups

Johnson & Johnson, a multinational corporation, has leveraged Employee Resource Groups (ERGs) to engage their diverse workforce. These ERGs, which include groups for women, veterans, and the LGBTQ+ community, have fostered a sense of belonging, thereby enhancing employee engagement.

3. Coca Cola's Global Office of Diversity

Coca Cola established a Global Office of Diversity, which focuses on fostering an inclusive culture and promoting diversity. This initiative has led to increased engagement as employees feel valued and recognized for their unique contributions.

4. Accenture's Inclusion and Diversity Strategy

Accenture, a leading global professional services company, has implemented an inclusion and diversity strategy that focuses on creating a culture of equality. This strategy has resulted in increased employee engagement and a more innovative work environment.

5. Microsoft's Autism Hiring Program

Microsoft has introduced an Autism Hiring Program, which offers inclusive interview experiences for candidates with autism. This initiative has not only diversified their workforce but also increased engagement among these employees who feel valued and included.

6. Starbucks's Inclusion Academy

Starbucks has created an Inclusion Academy, a training program focused on providing people with disabilities with the skills they need for logistics roles within the company. This initiative has resulted in increased engagement among these employees.

7. Deloitte's ALL IN Diversity Strategy

Deloitte, a multinational professional services network, has implemented an ALL IN diversity strategy. This strategy focuses on fostering an inclusive culture where everyone has an equal opportunity to succeed, leading to higher levels of employee engagement.

8. Google's Employee Resource Groups

Google has leveraged Employee Resource Groups (ERGs) to engage their diverse workforce. These ERGs, which include groups for women, veterans, and the LGBTQ+ community, have fostered a sense of belonging, thereby enhancing employee engagement.

In conclusion, these case studies demonstrate that fostering a diverse and inclusive work environment can significantly boost employee engagement. By implementing appropriate strategies, organizations can ensure that every employee feels valued and included, leading to higher levels of productivity and innovation.

6 Case Studies on Employee Engagement through Team Building Activities

Employee engagement is not just about work; it's also about fostering a sense of camaraderie, trust, and mutual respect among team members. Team building activities are a tried-and-true method of achieving this. Here are six case studies that showcase the power of team building activities in boosting employee engagement.

1. A Tech Giant's Approach to Team Building: Google

Google, one of the world's leading technology companies, is renowned for its unique approach to team building. They've implemented a program called "gPause," which encourages employees to take part in mindfulness exercises together. This initiative has led to enhanced team cohesion, reduced stress levels, and improved productivity, proving that team building activities don't always have to be grandiose or expensive to be effective.

2. Building Trust through Adventure: Johnson & Johnson

Healthcare conglomerate Johnson & Johnson turned to adventure-based team building activities to foster trust and collaboration. They organized a series of outdoor challenges, including rock climbing and rafting. These activities required employees to rely on each other for success, thus strengthening their trust and rapport. The result? Improved team performance and higher employee engagement levels.

3. Creative Engagement: Pixar

Pixar, the renowned animation studio, uses creative exercises as team building activities. By encouraging their employees to take part in sketching sessions and storytelling workshops, Pixar fosters a culture of creativity and collaboration. This approach has not only resulted in some of the most successful animated movies of all time but also in a highly engaged workforce.

4. Team Building through Social Responsibility: Salesforce

Salesforce, a global leader in CRM, has integrated social responsibility into their team building initiatives. They offer their employees seven paid days off each year to volunteer for a cause of their choice. This unique approach to team building has fostered a sense of unity and purpose among employees, leading to increased engagement and job satisfaction.

5. Virtual Team Building: Scavify

In the era of remote work, Scavify has taken team building to the digital realm. Our interactive scavenger hunts not only foster team collaboration but also inject fun into the workday. These virtual activities have proven effective in maintaining high levels of employee engagement, even when teams are physically apart.

6. Physical Fitness as Team Building: Reebok

Reebok, a global athletic footwear and apparel company, uses fitness challenges as a team building activity. They offer CrossFit classes to their employees, promoting both physical health and team spirit. This approach has resulted in a more engaged, healthier, and more productive workforce.

These case studies illustrate the significant impact of team building activities on employee engagement. Whether it's through mindfulness exercises, adventure activities, creative workshops, social responsibility initiatives, virtual games, or fitness challenges, team building can effectively foster a sense of unity and engagement among employees.

8 Case Studies on Employee Engagement Initiatives in Large Corporations

As we delve deeper into the subject of employee engagement, it's essential to consider the unique challenges and opportunities presented by large corporations. These behemoths of the business world often have thousands, if not tens of thousands, of employees spread across multiple locations, sometimes even spanning continents. Given this, fostering a sense of engagement and connection amongst employees can be a daunting task. However, numerous large corporations have successfully implemented innovative engagement initiatives. Let's look at eight such case studies.

1. Google's '20% Time' Policy

Google, known for its innovative work culture, introduced a '20% Time' policy. This initiative allows engineers to spend 20% of their working hours on any project they choose. This policy has not only boosted engagement but also led to the creation of some of Google's most popular products, including Gmail and Google News.

2. Microsoft's 'Hackathon'

Microsoft hosts an annual Hackathon, where employees from all over the world come together to work on passion projects. This event fosters a sense of camaraderie and engagement amongst employees, while also promoting innovation and creativity.

3. Ford's 'Employee Resource Groups'

Ford has established multiple Employee Resource Groups (ERGs) to promote diversity and inclusion. These groups, which include Women at Ford and Ford Employees Dealing with Disabilities, provide support, encourage engagement, and foster a sense of belonging amongst employees.

4. Apple's 'Blue Sky'

Apple introduced the 'Blue Sky' program, which allows a select group of employees to spend a few weeks on a project outside their usual work scope. This initiative boosts engagement by allowing employees to explore new areas and bring fresh ideas to the table.

5. Amazon's 'Peculiar Culture'

Amazon has created a 'peculiar culture' that encourages employees to be innovative and think outside the box. This culture, which includes practices like writing six-page memos and banning PowerPoints, keeps employees engaged and invested in the company's success.

6. Starbucks' 'Bean Stock'

Starbucks offers a program called 'Bean Stock', which gives eligible employees company shares. By making employees part-owners, Starbucks not only boosts engagement but also ensures that employees have a vested interest in the company's performance.

7. Salesforce's '1-1-1 Model'

Salesforce follows a unique '1-1-1 model', where it contributes 1% of its equity, 1% of its employee's time, and 1% of its products to philanthropic efforts. This initiative fosters a sense of purpose and engagement amongst employees, who take pride in their company's commitment to social responsibility.

8. Unilever's 'Sustainable Living Plan'

Unilever has implemented the 'Sustainable Living Plan', which aims to halve the environmental impact of its products by 2030. This initiative has boosted employee engagement by aligning the company's goals with the personal values of its employees.

In conclusion, these case studies highlight the innovative strategies large corporations are using to boost employee engagement. While the specifics vary, the underlying theme remains the same: when employees feel valued, supported, and part of something bigger, they are more likely to be engaged.

Conclusion on Employee Engagement Case Studies

In a rapidly evolving business landscape, these employee engagement case studies serve as a testament to the power of effective engagement strategies. They highlight how various organizations, regardless of their size or industry, have successfully harnessed the potential of their workforce by fostering a culture of engagement.

It's clear that employee engagement is no longer a luxury, but a necessity for businesses aiming for long-term success and sustainability. From leveraging technology to facilitating remote work, fostering diversity, and implementing team-building activities, businesses are exploring innovative ways to keep their employees engaged and motivated.

The case studies we've explored have demonstrated that employee engagement is not a one-size-fits-all approach. Each organization has to consider its unique circumstances, workforce dynamics, and strategic objectives to shape its engagement initiatives. However, the common thread running through all these case studies is the positive impact of genuine and consistent employee engagement on overall organizational performance.

As we move into 2024, the importance of employee engagement is only set to increase. With the rise of remote work and the increasing emphasis on diversity and inclusion, businesses will need to continue innovating and adapting their engagement strategies to meet the changing expectations of their workforce.

In conclusion, these case studies underscore the transformative power of employee engagement. They serve as a powerful reminder that when employees feel valued, heard, and engaged, they are more likely to contribute their best work, leading to increased productivity, improved employee satisfaction, and ultimately, heightened business success. As such, employee engagement should be at the forefront of every business leader's strategy moving forward.

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Like what you hear, 7 effective employee engagement case studies and strategies for a productive workplace.

• 1. Acknowledgment and Appreciation
• 2. Emphasis on Employee’s Holistic Wellness
• 3. Initiatives that are Development-Focused
• 4. Develop a Sense of Purpose, Values & Mission
• 5. Maintain Transparent Communication Channels
• 6. Create Conducive Working Conditions

7. Create Space for Fun & Happiness

Let us help you engage your employees, onboard new hires safely, efficiently, and effectively., are you interested in improving your hr organization.

Are you looking for employee engagement case studies? Learn from some of the best companies out there that have successfully increased employee engagement. See how they did it and what worked for them.

As more and more employers in today’s corporate world realize the importance of employee engagement , the demand for effective and result-oriented employee engagement programs is rising. The internet may present many employee engagement initiatives, but here’s something more: case studies to prove that certain employee engagement strategies are really effective. Follow our blog to learn more about employee satisfaction and ensure that your company is teeming with higher employee engagement initiatives.

According to Johnson and Johnson “ the degree to which employees are satisfied with their jobs, feel valued, and experience collaboration and trust. Engaged employees will stay with the company longer and continually find smarter, more effective ways to add value to the organization. The end result is a high-performing company where people are flourishing and productivity is increased and sustained.”  

Nokia Siemens describes employee engagement as “ an emotional attachment to the organization, pride and a willingness to be an advocate of the organization, a rational understanding of the organization’s strategic goals, values, and how employees fit, and motivation and willingness to invest the discretionary effort to go above and beyond”.

While we learn what employee engagement means and its importance, incorporating practical and effective employee engagement programs as part of company culture is the right recipe for success.  Here are certain strategies for best employee engagement with case studies. 

1. Acknowledgment and Appreciation 

The first and foremost step to boost employee engagement is making sure your employees are valued, acknowledged, and appreciated. This motivates employees to become more productive , stay on track with tasks, and perform well. This can be done in many ways and you need to choose an approach that your employees can relate with. While some enjoy public recognition, others don’t. Hence, you can work on innovative recognition ideas . 

The 40 Best Thank You Messages for Colleagues

According to a study , social workers in a company received personalized letters of recognition at their home addresses. The workers were chosen randomly and half of them received letters while the rest half didn’t receive any. The first half of the letter was chosen from a few positive motivational sayings and the second half of the letter had a personal note of appreciation written by managers. After a month of the letter experiment, the workers who received letters felt more recognized and appreciated for their efforts, compared to those who didn’t get any. This also had a positive effect on their motivation levels and well-being, according to the results of this study.  

2. Emphasis on Employee’s Holistic Wellness 

There are many components of employee wellness like nutrition, work-life balance , mental health, and stress management, to name a few. A healthy employee will be more productive and employees who are mentally and physically healthy will exhibit positive motivation, and better morale and resulting in a win-win for both employers and employees. A wellness program can be a good way to start where employees get a chance to explore yoga, in addition to vacation days. A wellness room provides employees with a personal space for their personal needs. 

The indispensable role of wellness and an overall effective wellness strategy for an organization can be best understood based on a study that explored the objective of workplace wellness programs and their impact on employees health and medical expenses and so on. The study identifies certain key factors to boost wellness ideas in a corporate setup such as: 

Effective communication strategy 

Organizations that were part of this research emphasized the importance of how a wellness program is communicated to employees, both in-person and mass information campaigns, with messaging and clear interaction getting the highest priority.

Accessibility of wellness programs

Making wellness programs accessible for all employees is an effective strategy to boost the levels of employee engagement in their organization.

Engaged leadership

According to this study, for wellness programs to be successful, senior leadership should imbibe wellness as an integral and important part of the company culture. 

Effective use of existing resources

Organizations leverage the existing resources and then build relationships, which also include health plans to provide employees with more options.

Ongoing assessment

Most companies agree that continuous assessments are required for employers to better understand their employee’s wellness needs. 

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3. Initiatives that are Development-Focused  

Ongoing development is key for every employee and there are a few development-focused initiatives that you can adopt actively to help your employees gain professional growth like professional networking, master’s or even Ph.D. programs, industry seminars, training courses and conferences, internal promotions, mentoring groups, and career coaching. 

This study titled A Study on the Influence of Career Growth on Work Engagement among New Generation Employees involved six companies from diverse industries like consulting, finance, management, real estate, and so on. The findings of this study show that: 

Organizational identification (IO) is very important for engagement levels and career growth.

Employee career growth positively impacts work engagement;

Person-organization value is positively linked to career growth and organizational identification (IO).

If employees recognize that they can make career progress in a company, they feel more attached and this increases employee loyalty, particularly for the new generation. It motivates them to put in the extra effort, improve performance, work on new skills, and so on. 

4. Develop a Sense of Purpose, Values & Mission 

A visible employee engagement program to achieve higher employee satisfaction levels requires employees to gain a sense of purpose, portray the company’s values and understand the mission. It is important to also understand what each of these attributes stands for. 

Purpose 

A company's purpose is the reason it exists in the first place. Purpose-driven companies are devoted to achieving goals that are bigger than just making money and increasing shareholder value. They also want to make a positive impact on the world around them and approach their work sustainably and ethically. In other words, they're committed to making a difference. 

Mission 

The mission of a company is similar but not identical to its purpose. Many people use the terms interchangeably, but we see the main difference as follows: the mission statement focuses on what the company has been built to achieve. 

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Values 

Values are important because they act as a compass for the overall expectations of an organization - they guide how employees do their jobs, how managers communicate with clients and partners, and how workers interact with their peers. By understanding and sharing company values, employers can make better decisions that reflect the priorities of the business.

According to a study by Deloitte , a company’s purpose and mission impact corporate confidence as well, as indicated by the results of this study.

Nearly half of all executives (47%) say that they can identify with their company's purpose, while only 30% of employees feel the same way. 

A whopping 44% of executives believe that exemplary leadership involves setting an example that lives and breathes the company's purpose - but only 25% of employees share this belief. 

41% of executives believe that a company's purpose plays a significant role in major corporate decisions, whereas only 28% of employees feel the same way.

38% of leaders claim that their company's purpose is communicated clearly and openly to all, but only 31% of employees actually think this is the case.

Ultimately, teaching your employees about the company's purpose, mission, and vision takes time and patience. It's a gradual process, but when done correctly, it has numerous benefits for employers. Creating a sense of purpose for your employees allows you to see numerous benefits in the long run such as a more committed workforce and less employee turnover. 

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5. Maintain Transparent Communication Channels 

Many employees feel reluctant to share their concerns and opinions with their managers or peers, either due to a perception that their managers don’t pay much attention to them or maybe they tried earlier but no action was taken by the leadership. Encouraging employees to share their concerns with leaders has its own benefits. 

Practicing reflective listening helps managers to understand the message, through attentive communication. 

Making employees understand they are respected helps them to respect you back and this is an employee engagement strategy based on common sense.

Acknowledging employee views is a way of recognizing a diverse range of ideas and respecting what they say, even though in the end you may still agree to disagree.

Seeking employee’s input actively helps to boost job satisfaction levels. 

A research study analyzed communication between employers and employees and its impact on engagement levels.   The findings supported the general definition of engagement as a sense of shared responsibility between both supervisors and employees, proving that establishing communication with your employees has a wide range of benefits and can work wonders for a company’s employee engagement levels . 

“Our staff has praised the increased communication level Workmates delivers. We use it to communicate important project matters and give staff specific ‘kudos’ or even recognize their birthdays. More importantly, we use Workmates to clarify important project details that needed rapid dissemination among the entire team.”

6. Create Conducive Working Conditions 

While expecting high performance from employees by an organization is quite natural, it is also equally important to provide necessary conditions for employees to do their best, by supporting them in any way you can. You can encourage positive and healthy competition in the workplace, show zero tolerance for toxic behavior, maintain a clean and healthy workplace ambiance, and create supportive teams . One way to support your workforce is by encouraging them to focus on things that are already good in their lives. 

According to a consultant, Stephanie Pollack , a visible change is possible when employees are encouraged to know more about the benefits of gratitude and become aware of good things already existing in their lives. Showing gratitude has a plethora of benefits that range from reducing stress to making people feel better about themselves. It's important to build a culture of appreciation in your company so that employees feel comfortable expressing gratitude to one another and also feel appreciated in their jobs. This will not only lead to employees appreciating their jobs and coworkers more, but it will also help them appreciate themselves on a whole new level. Creating a grateful environment takes time, but it's worth it to see the positive transformation it can have on your organization as a whole. 

A New Way to Manage Frontline Workers and Remote Teams

Workers who are content with their jobs are more likely to be motivated, productive, and engaged than those who are unhappy with their work. And happiness usually comes with having fun. However, this doesn't mean that employees should neglect their tasks or ignore deadlines. Learning how to balance work and play is key to being successful in both areas.

Employees should get the chance to do fun stuff to uplift their moods and refresh their minds and thoughts. This will make them more productive while handling their daily tasks. This can be in the form of having lunch together, organizing joke sessions, quizzes, celebrating employee milestones and birthdays, hosting parties, sports activities, recreational outings, and so on.  According to a study “ Finding Fun in Work: The Effect of Workplace Fun on Taking Charge and Job Engagement” , having fun in the workplace motivates employees in a positive way improving their job satisfaction levels, productivity, commitment, energy,  and creativity. It also helps to reduce anxiety, turnover, stress, and absenteeism.

There is no one-size-fits-all approach to improving employee engagement in the workplace. You can employ one or more of these strategies based on case studies and see what works best for you and your workforce. Creating a nurturing and fun-filled productive place can make a great difference for your company and its growth in the years to come. 

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Author Bio:

This article is written by a marketing team member at HR Cloud. HR Cloud is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications & engagement, and rewards & recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.

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Case Study: How Google Boosts its Employees’ Engagement

You might have heard about this mantra: ‘happy employees produce better results.’ this is the mindset of google to keep its employees productive and satisfied. this article explains more..

Let’s say you’re a company providing software development services . If your developer’s team isn’t enthusiastic about their projects every day, you’re not going to achieve excellence. This is productivity’s power. But remember productivity is dependent on the company’s culture.

Why is everyone talking about Google’s culture or work environment? We know that Google is one of the most influential and powerful companies around the globe. The company follows a pretty well unique culture instead of corporate culture.

It has something that every big organisation needs to follow to level up their employees’ engagement or morale. The culture of any company is vital to its success and Google is perfectly right on the track.

It has one sole purpose:  Keep the employees happy and keep up the productivity.

Google has been at number ONE place from the past six years and featured on  Fortune’s  annual list of  ‘Best Companies to Work For.’  And this is not it. Google has also been named as the tech company with the best culture. (Reported by Forbes) Furthermore, Google has a 4.4 rating on  Glassdoor  based on 6000+ employees reviews.   

Google’s morale

This is what the employees of Google answered the questions asked about their work culture.

• Acknowledged for the efforts?

Yes: 61 % Employees

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No: 39% Employees

• Job Security?

Very Secure: 34 % Employees

Neutral: 19% Employees

Insecure: 8% Employees

Very insecure: 5% Employees

• Work Environment?

Positive: 85% Employees

Negative: 15% Employees

• Excited about going to work daily?

Yes: 80% Employees

No: 20% Employees

So, without further ado, let’s move towards the ways Google uses to boost its employees’ engagement .

“There are way easier places to work, but nobody ever changed the world on 40 hours a week. But if you love what you do, it (mostly) doesn’t feel like work.”- Elon Musk.

How Google Keeps Its Employees Productive And Engaged?

Exclusive perks.

Today, employees want a job in a company that makes them love what they do. Never for financial benefit or intellectual recognition. Yet instead of chance to add to the common good.

The major differentiator is to make a real difference.

Google offers different perks to its employees to show them that they are not only investing in their overall health but their future as well.

• Chef-prepared free organic food (breakfast, lunch, and dinner);
• Free dental and health checkup;
• Free and unlimited dry cleaning;
• Subsidised massages;
• Several foosball, ping pong, video games stations;
• On-site physicians;
• Gyms/swimming pools memberships;
• Free haircuts from professional hairdressers;
• In-house nap pods;
• Death benefits to deceased employees’ families, and;
• Hybrid car subsidies.

Flexibility

Google has been one of the very first companies that had a vision of understanding the employees’ needs. It lets its workers have a flexible schedule so that they can work on their terms and enhance creativity and productivity. They have given their employees complete freedom to work in a way that is most suitable to them.

Knowing the employees well

Google had gone through a series of laboratory tests to figure out the productivity of their employees. They had four different experiments that included 700 participants. All the employees were treated to free drinks, fruits, and chocolates or shown a comedy movie clip.

They also enquired some of the participants about the family tragedies as a part of their assessment. After this, they found that happiness is the reason for 12% more productivity.

Google promotes an innovative and diverse organisational culture that has been a part of its employee’s life. A positive creative atmosphere and a safe working space offered by Google to its workers keep them comfortable and happy at work. The concept that being a part of Google is about being smart and wise encourages the employees to think openly and keeps them productive.

Nowadays, there are different creative coworking spaces which are known to be a perfect alternate to a workplace. These spaces are believed to deliver various advantages such as strong networking and increased engagement.

Google’s founders were researchers who had a belief in innovation and freedom of thinking. This is one of the main factors that influenced the style of Google’s leadership.

According to Brassfield, 2013, a positive leadership style stimulates inspiring and motivating employees to develop innovative ideas and inventions.

Keeping people inspired

Future Workplace, in 2017, demonstrated in a study that one of the biggest threats to employees’ engagement is employee burnout. It has also been found out that many proficient workers are often overburdened with the tasks that lead to halted innovation, incomplete work, etc.

What does Google do about keeping its employees productive, inspired, or motivated? Google’s strategy for this is  20% time . Every employee devours up to 20% of his time at work each week on ventures that inspire him.

This concept inspires employees as it allows them to concentrate on things they love or are passionate about. It can prevent burnout, decrease turnover, increase engagement.

Image: Pexels

Career development

Google provides an extensive professional growth program that is successful and creative and guarantees long-term performance for all the employees. The career development program of Google is one that ensures incentives are provided to employees to meet their professional and personal progression.

Google has adopted a unique way to promote the professional development of all its employees. CareerGuru  is a career coaching that provides all the details to the employees by Google’s leaders about working at a specific role in the company.

Creativity Encouragement

The companies that believe in fostering a culture of creativity have happy, satisfied, and motivated employees. Google leads the way in promoting creativity in their employees.

They are free to express their ideas as a solution to any problem. Moreover, employees are encouraged to work wherever they are comfortable in the workplace. Google has a set up where rather than just considering an applicant’s professional background, they look to recruit people who are normally inquisitive and fond of learning.

Trusting Employees

Google believes in trusting their workers because trusted employees feel more valuable. It can also boost the sense of job satisfaction and can also decrease the rate of staff turnover.

In a survey by PwC, reliable employees are 76% more engaged in their work than those in a low trusting environment. Trusted employees are happier and they have the urge to go the extra miles.

Culture based on qualitative data

Google has always been searching out different ways to optimise the performance of its employees while ensuring their happiness and satisfaction. Everything done at Google is based on real data. They use the qualitative and quantitative facts to set up processes and every single rule that is streamlined.

Google has additionally performed researches to discover how much paid time off new mothers would need and ways of building an improvised and better culture.

Fun workplace

Have you ever been allowed to design your own workstation at your company?

Probably not. But Google does it. It lets the employees design their desks or workstations.

When you see the pictures of the workplace, it seems an interesting adult play and work area and not a dull and lifeless space.

Google has always tried to push the boundaries of its workspace.

Collaboration of coworkers

At Google, the employees are urged to collaborate. They have a program called ‘Googler to Googler’ to keep them productive and promote skills such as management, public speaking, orientation, or extracurricular activities.

It is crucial to build a sense of community to create a positive culture. The company has arranged several micro kitchens around the whole workspace where coworkers can have a little chit-chat session. No one has to spend time on deciding where to eat because Google has various break-out spaces for lunch.

Google’s way of listening

Google employees have developed great software and projects that include Gmail, AdSense, Google News, etc. and all these big projects were originated because of its staff productivity approach. Google has a way of collecting employees’ feedback and listening to their suggestions that is  gDNA.

• The employees utilise a device ‘Google Moderator’ , the result of 20% time strategy, to inquire about something and vote on inquiries of others;
• The company holds a meeting, every Friday, where the managers react to the most famous inquiries of the week;
• Leaders or managers utilise a charting instrument called Google-O-Meter to measure the prominence of various worker bits of advice;
• Leaders likewise plan “Fixits” to comprehend huge, critical issues; and,
• Fixits are 24-hour runs where team members give their full focus around discovering solutions for explicit issues.

So, can Google teach us anything?

If you are planning to adopt these learnings at your organisation just like Google keeps its employees productive, it’s essential to test the progressions first and measure the results.

It’s a great deal of work, however, the engagement advantages will make the difficult function admirably justified.

About the Author

Usman Akram is a digital marketer and SEO specialist who’s passionate about experimenting and discovering new SEO tactics and strategies to dominate search rankings while bringing an unmatched user-experience. As of now Usman is serving Buzz Interactive , a leading digital marketing agency as the head of SEO.

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How Companies Can Improve Employee Engagement Right Now

• Daniel Stein,
• Nick Hobson,
• Jon M. Jachimowicz,
• Ashley Whillans

Start by connecting what people do to what they care about.

A year and a half into the pandemic, employees’ mental “surge capacity” is likely diminished. Managers must take proactive steps to increase employee engagement, or risk losing their workforce. Engaged employees perform better, experience less burnout, and stay in organizations longer. The authors created this Employee Engagement Checklist: a distilled, research-based resource that practitioners can execute on during this critical period of renewed uncertainty. Use this checklist to boost employee engagement by helping them connect what they do to what they care about, making the work itself less stressful and more enjoyable, and rewarding them with additional time off, in addition to financial incentives.

As the world stumbles toward a Covid-19 recovery, experts warn of a surge of voluntary employee departures, dubbed the “Great Resignation.” For instance, one study estimates that 55% of people in the workforce in August 2021 intend to look for a new job in the next 12 months. To counteract the incoming wave of employee turnover, organizations — more than ever — need to focus on cultivating employee engagement .

• DS Daniel Stein is a fifth-year doctoral student in the Management of Organizations (MORS) Group at UC Berkeley, Haas School of Business. He conducts research on groups and teams, focusing on commitment to one’s group. He studies commitment across multiple levels, ranging from teams to organizations.
• NH Nick Hobson is chief scientist and director of labs for  Emotive Technologies , a behavioral technology think tank that brings together leading academic researchers, technologists, and business strategists in order to create and share knowledge. A PhD-trained behavioral scientist and adjunct lecturer at the University of Toronto, Nick’s research and client practice specializes in employee experience (EX) and the influence of behavioral science as a tool for business success.
• Jon M. Jachimowicz is an assistant professor in the Organizational Behavior Unit at the Harvard Business School. He received his PhD in management from Columbia Business School. He studies how people pursue their passion for work, how they perceive passion in others, and how leaders and organizations seek to manage for passion.
• Ashley Whillans is an assistant professor in the negotiations, organizations, and markets unit at the Harvard Business School School and teaches the “Negotiations” and “Motivation and Incentives” courses to MBA students and executives. Her research focuses on the role of noncash rewards on engagement and the links between time, money, and happiness. She is the author of Time Smart: How to Reclaim Your Time & Live a Happier Life (Harvard Business Review, 2020).

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Starbucks Employee Engagement with Starbucks

Employees are the very heart of the Starbucks brand- yet despite its strong culture of “serving up good” through a global offering of social impact opportunities, Starbucks employees were lacking in awareness of these opportunities. 

Aiming to better engage store employees in the social impact initiatives led at the corporate level, Starbucks partnered with Purpose to develop a bespoke engagement strategy. Through research, focus groups, interviews & landscape reviews, Purpose created a strategy that included core values to unite corporate & in-store employees, ownable roles for every employee to play in contributing to social impact & ideas for channels and resources that could make the experience enjoyable to all.

To activate this engagement strategy, Starbucks launched a neighborhood grants program which has now received over 8,000 grant nominations from 13,000 employees- and in June 2020, The Starbucks Foundation committed $1 million in Neighborhood Grants to promote racial equity and create more inclusive communities.

Despite Starbucks’ incredible offering of social impact opportunities across the world, initiatives rarely made it into the lives of store employees — the partners at the heart of the brand.

While Starbucks has a strong culture of “serving up good” through service and community connection initiatives, the company recognized that their employees lacked information about what work was happening and what engagement options were available to them. Only 1 in 30 baristas we spoke to had ever heard of Starbucks stores doing social impact work.

Starbucks aimed to make working at the company feel like the best job in retail by offering opportunities for store partners to live their values at work by taking part in global social impact initiatives.

By supporting store partners to serve their communities, Starbucks set out to supercharge the positive impact the company makes on the neighborhoods it serves, and make working at Starbucks feel like more than just a day job.

Theory of Change

Purpose partnered with Starbucks to unearth insights about what was holding store employees back from participating in global social impact initiatives, and determine what might motivate them to take part.

Through polling, focus groups, interviews and landscape reviews, Purpose developed a bespoke engagement strategy for Starbucks to utilize when creating and implementing impact initiatives that would touch the lives of store employees.

Interviews with Store Partners

To begin our research, Purpose conducted interviews with a number of store employees — from baristas to upper management — to understand what they knew about volunteering and service initiatives at Starbucks, and how they felt about getting involved.

Interviews illustrated the awareness gap — but also showed that without time, resources, and permission allocated to social impact activities, partners days were too busy to take time out for ‘extra work.’ Social impact opportunities at Starbucks sounded exciting, but were far from accessible.

Polling Store Managers

Purpose fielded an online survey via Workplace with a focus on Store Managers to further interrogate findings and assumptions that came to light during focus groups. The survey was fielded to over 130 employees, and gathered concrete perspectives on social impact from partners across geographies.

Survey results gave us insight into why Starbucks management chose Starbucks, and what they believed made the company special. We heard that of all the reasons people join Starbucks, it’s the community, connection, and teamwork a job at Starbucks offers that makes people stay.

Barista Focus Groups

To dig one foot deeper, we facilitated four focus groups in New York City, consisting mostly of Starbucks baristas. In conversations with 30+ employees, we learned more about the issues they cared about — which ranged from animals and the environment to advancing racial equity and justice in their own neighborhoods.

However, partners told us one thing loud and clear: in order to participate in social impact, they needed to feel a personal, local connection to the cause.

With insights in hand, Purpose created a strategy for engaging employees in global social impact work moving forward.

The strategy aimed to equip corporate leaders with the values store employees need to see reflected in social impact opportunities, and the roles they can play within those opportunities. It also outlined several meaningful programmatic options for corporate to deploy.

Combined with recommendations on tools and resources required as well as how to measure impact, the final product acted as a framework for partner participation.

After the rollout of the global social impact strategy, Starbucks approached Purpose for help with qualifying their current social impact employee engagement opportunities against the new framework.

Together, we ran each of Starbucks impact initiative through assessments to ensure the programmes delivered on the accessibility, valued-based, local experiences the strategy promised. Where gaps in initiatives were identified, Starbucks reworked programmes accordingly to ensure they were right for partner engagement.

The corporate team at Starbucks was particularly excited about applying an impact-centered approach to the core of their social impact offerings. To help colleagues across marketing, store relations, and global social impact understand the new methodology, Purpose facilitated a day-long workshop to train staff on how to use a theory of change to ensure programmes are designed strategically, audience first, and with impact at their core.

Starbucks activated their engagement strategy by refreshing their Neighborhood Grants program to make employees the driver of each grant. In the program, employees were invited to nominate the local  organizations that serve the communities where they live and work, to truly center the needs and opportunities employees observe as they interact with their communities in Starbucks stores every day. Since the launch, there have been over 8,000 grant nominations from 13,000 employees, which continues to grow.

The refreshed partner engagement strategy for global social impact changed the course of community investment and employee engagement at Starbucks, for good. By making all social impact programmes tailored to partners personal passions, Starbucks became more than a place to work — it became a place for partners to bring their authentic selves to work each day, serve the communities they love, and live their values.

When Black Lives Matter protests spread across the country in the summer of 2020, Starbucks was equipped to heed employee calls for action — committing $1M in grants to racial justice organisations nominated by store employees themselves. As COVID struck, they asked partners to lead the way in determining how the company could help.

The partnership has shown us that the impact a company can make when we meet employees where they are is boundless.

Reimagining the employee experience

Understanding the challenges.

Unilever asked us for a vision for its employees globally – a world-class experience which would be dynamic and personalized.

Unilever saw an opportunity to simplify the way employees found information through its many processes, systems and content resources. They realized that such a change would also free up support agents’ time to focus on higher value human interactions.

To understand how the employees felt, we asked them directly. We conducted a qualitative study of one-to-one interviews with employees of all levels, across different markets.

Co-designing the vision

Using this valuable insight, Accenture worked collaboratively with Unilever to co-design their vision, including a Rumble™ that generated ideas to explore and develop. Our long-standing relationship with Unilever brought a deep understanding of their business, which, coupled with our service design approach, enabled the co-creation of a groundbreaking, real vision built on what mattered most to Unilever’s employees.

Unilever had articulated three core pillars that would inspire their new employee experience: human experiences, simple interactions, meaningful impact.

The “Employee Universe” was created to enable the vision, which comprised a matrix of interconnected components, fronted by a chatbot named Una. We created Una’s personality, and designed her human-like conversation to reinforce Unilever’s brand and values. Una becomes a personal assistant, guiding the employee to what they need in that moment. Her conversations were contextually relevant, and continuously improved through a built-in learning loop.

Test, learn and iterate

We ran a “Living Lab”, whereby we would rapidly test, assess and fine-tune throughout to ensure we maximized Una’s impact. We delivered a Proof of Value to demonstrate how new hires would feel about using AI chatbot technology to answer day-to-day queries and test and iterate the underpinning technology.

Employees who tested the pilot enjoyed their initial experience of using Una, giving her a rating of 4.6/5, and 85% employee satisfaction. Our vision and chatbot, plus Living Lab, became the foundation for a broader program of transforming the employee experience at Unilever.

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Employee Engagement Best Practices and Case Studies

Delivered june 7th, 2021 . contributors: bahri s., key takeaways.

• Employee engagement is essential in the workplace; a study found that employee engagement decreased turnover by 14.9% and increased productivity by 69% in workplaces.
• BKD had used Quantum Workplace's platform to promote continuous coaching to employees as well as build "an inclusive feedback culture for more frequent and meaningful conversations."
• Internal c o m m s play a key role in "ensuring a good mutual understanding and cooperation within the workforce." According to a survey by Harris Poll, over 70% of employees were engaged when their organization provided clear internal communication regarding information of value.

Introduction

B e s t practice: employees' ideas.

• The program should be developed around employees' ideas. This can be done through employee suggestion programs and by replacing the old suggestion box.

• Similar to customer feedback programs, employee suggestion programs ( ESP ) invites employees to voice their concerns and share ideas for solutions. While many companies already offer ESP's, many of them don't utilize technology to ensure that it's as effective as possible. And although a wooden suggestion box placed on the wall is a good start, suggestions aren't always checked regularly; this risks resentment and confusion. Switching to a digital solution can increase accountability and improve the process for listening to employees' suggestions.
• According to a study conducted by the Employee Involvement Association, organizations can expect to save almost $350 annually per employee through the implementation of an employee suggestion system.
• According to Charles Martin, the author of Employee Suggestion Systems : Boosting Productivity and Profits, "companies that set up effective "suggestion systems are finding that employees have great ideas that can lower costs, increase revenues, improve efficiency, or produce greater quality."

B e s t Practice: Internal C o m m s

• The company should ensure that good internal c o m m s are part of their employee engagement solution.
• Internal c o m m s play a key role in "ensuring a good mutual understanding and cooperation within the workforce."
• According to a survey by Harris Poll, over 70% of employees were engaged when their organization provided clear internal communication regarding information of value.
• According to Forbes , "when employees are kept in the loop of what’s happening internally, their loyalty and satisfaction increase ultimately improving the annual revenue and reputation of the company."
• Gallup found that companies with a highly engaged workforce outperform their competitors by 147%.
• The Holmes Report revealed that companies with strong internal comm strategies gave shareholders 47% higher returns.
• Trade Press Services posted an article regarding the importance of using internal c o m m s to enhance business growth. They revealed that "85% of employees said they’re most motivated when management offers regular updates on company news."
• An example of good internal communications leading to positive outcomes can be seen in the case of Thomson Reuters. When Thomson Reuters improved its internal c o m m s , they were able to address their problem regarding how their employees are not placing enough importance on innovation. After implementing good internal c o m m s , Thomson Reuters saw "an upturn in the number of requested innovation projects."

Case Study: Microsoft

• Microsoft is a multinational tech company that sells computer hardware, software, and related services; they are an example of a company that's successfully developed an employee engagement program for their employees. Microsoft had invested heavily in internal c o m m s and the improvement of employee experience in various departments.
• For example, Microsoft had teamed up with Centrical to make their contact center service agents be more productive, responsible, and engaged.
• Microsoft had implemented Centrical in its call centers for its "ability to fuel engagement through advanced g a m i f i c a t i o n , while combining learning and performance data into one platform."
• The program would reward call center agents intrinsically as well as give them personalized goals. Using Centrical, agents are given a visual reminder showing them how every activity they do matters and would get them closer towards their goals. Microsoft would offer employee points and badges to those who exhibit positive behaviors such as adherence to schedule.
• Soon after this program was implemented, 78% of Microsoft's call center agents expressed that they felt more empowered and ready to do better at their work, and absenteeism dropped by 12% overall.
• Microsoft had utilized its own products (e.g. Microsoft 365 ) in order to improve communications and employee engagement.
• The programs had resulted in more interconnected and personalized employee experiences; it has also enabled Microsoft employees to innovate, create, and collaborate seamlessly among the teams that they belong to and work with.
• Eighty-five percent of Microsoft employees say that they are proud to be part of the company.

Case Study: BKD + Quantum Workplace

• BKD is in the professional/scientific/tech services industry , and they are one of the largest U.S. advisory and accounting firms; they have between 2,501 to 5,000 employees.
• According to Julie Cummings, the managing director and chief human resources officer ( HRO ) at BKD, they built their programs by listening to the themes and feedback gathered through their annual engagement survey as well as other feedback tools, and then generating action plans to support improvement." She also added that the company had identified a direct link between engagement and employee performance.
• BKD utilized Quantum Workplace to provide a solution for performance management transformation. BKD knew that it was imperative to implement an effective solution that would drive frequent and meaningful coaching conversations. By implementing this solution , BKD could "drive employee engagement, increase performance, and help with employees' goal achievement."
• Through their employee engagement survey data , BKD was able to identify what would most efficiently engage employees. And based on the findings, BKD implemented "one-on-ones". Within this tool, templates were created to efficiently "drive quarterly conversations between career coaches and employees, encouraging regular touchpoints and more meaningful discussion about goals and development."
• BKD also used the same approach with feedback by providing employees with a tool they could use to request and give real-time feedback to ensure that employees were on the right path for success.
• Through this tool , "employees could gather input from different perspectives, including from a 360° view, to provide them with a deeper self-awareness, better relationships, and professional development acceleration."
• Key Performance Successes:
• Eighty-six percent of employees are "proud to work with BKD."
• Seventy-six percent of employees believe that "BKD’s people-first culture drives their overall success."

Case Study: M o l s o n Coors Beverage Company

• M o l s o n Coors operates as a brewing company that brews and produces beer. M o l s o n Coors is an example of a company that has successfully executed an engagement plan amongst its employees.
• Their employee engagement initiatives have produced engaged employees that were five times less likely than non-engaged employees "to have a safety incident and seven times less likely to have a lost-time safety incident."
• Engagement had also improved sales performance at M o l s o n Coors. And as a result of the initiatives , the company had saved over $1.7 million in just one year.

Research Strategy

Did this report spark your curiosity, how to use employee motivations to increase employee engagement - emergenetics, employee suggestion systems - benefits, cost, elements of a successful suggestion system, microsoft unveils new employee experience platform — microsoft viva — to help people thrive at work - stories, microsoft engagement case study - centrical, microsoft employee engagement, reinventing the employee experience at microsoft, 7 reasons why internal communication is important in the workplace, how internal communications methods are used to enhance employee engagement -vibons, 3 effective ways to improve your internal communication to boost employee engagement, the companies nailing internal communication today: 11 inspiring examples • blink, 7 companies with great internal communications, 17 must follow employee engagement best practices for hr managers, using internal communications to enhance business growth - trade press services, internal communication is changing. are you keeping up • blink, bloomberg - are you a robot.

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15 HR Analytics Case Studies with Business Impact

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Specifically, they needed a tool to deliver personalized training courses to employees , track completions for compliance purposes and eliminate the manually-intensive work that was required for Gerber’s HR team.

DOES EMPLOYEE ENGAGEMENT MATTER TO ORGANIZATIONS WITH HIGH TURNOVER? - DecisionWise

FEBRUARY 9, 2018

Recently, we have had several organizations come to us with the same basic question: What can we do to improve employee engagement if 90% of our employees stay less than 6 months? It might be tempting to think that employee engagement simply doesn’t matter in these types of scenarios. ACME Cleaning Services, Inc.,

Case Study: Meeder Investment Management

JANUARY 17, 2020

Adding Paycor Recruiting , Onboarding and Learning Management to their HR process helped Meeder Investment Management save time and increase employee engagement . “I Paycor’s LMS helped increase productivity across the workforce by offering a consistent training experience for employees , including onboarding courses for new hires.

Navigating Uncertainty: The Strategic Imperative of Investing in People and HR Tech

FEBRUARY 7, 2024

UAE businesses are increasingly recognizing the pivotal role of HR tech in streamlining operations, enhancing employee engagement , and fostering a culture of innovation. This collection of case studies showcases success stories where savvy UAE companies harnessed the power of HR tech to drive out of the box results: 1.

New Case Study: Recognition Builds Community at Chelsea Groton Bank

DECEMBER 2, 2019

Download the full case study . Terryberry is a provider of employee rewards and recognition programs, serving thousands of clients in North America and the UK. The post New Case Study : Recognition Builds Community at Chelsea Groton Bank appeared first on Terryberry. The Solution.

7 seamless ways to make your workforce adopt new technology. (+ case studies) | HR Cloud

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However, getting your workforce to adopt new technology poses many hurdles that management and employees must overcome to achieve the desired results.

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Would you like to reimagine how call centers function and improve their productivity and efficiency by increasing employee engagement ? Call centers are increasingly improving performance and customer service by boosting employee engagement . Read on to learn how you can boost employee engagement in call centers.                      

Employee Engagement Strategy: “3 Ways to Improve Employee Engagement in Your Organization” by Marie Johnson

The Incentive Solutions News blog

JUNE 26, 2020

Employee Engagement Strategy: Improving Work with Marie Johnson. Our eBooks, FAQ’s and case studies are packed with information about deploying an incentive program that best suits your needs. Incentive Rewards. Our Incentive rewards inspire motivation in your participants and produce the most ROI for your brand.

The Talent Slow Fade: A Case Study of Motley Fool’s Approach to Engagement

JULY 6, 2017

Note: As in all case studies and stories of successful talent approaches, I don’t advise copying any of the firm’s policies or approaches and trying to integrate them into your workplace without first considering the cultural elements necessary for success and what this would look like applied to your unique culture.

The Great Resignation’s Achilles Heel: Employee Engagement

Semos Cloud

FEBRUARY 4, 2022

The Great Resignation’s Achilles Heel: Employee Engagement . The lack of Employee Engagement is the basic issue you should tackle when trying to battle The Great Resignation in your organization. Read case study : Our Client Increased Employee Engagement Through Recognition. All, Best Practices.

13 Employee Engagement Trends for 2020

Vantage Circle

DECEMBER 5, 2019

Employee engagement is a very abstract concept. It is the “emotional connect” that an employee feels towards its organization. Same goes for employee engagement . With every new generation in the workforce, employee engagement trends change drastically. 13 Employee Engagement Trends for 2020.

Case Study – Zoos Victoria

NOVEMBER 30, 2020

Each of these key actions areas has key objectives linked to them, providing Zoos Victoria with the ability to align employees ’ individual responsibilities to the organisations strategy, through clearly defined objectives. Achieving the business strategy is the key success factor for Zoos Victoria.

The Importance Of Employee Engagement In Healthcare

SEPTEMBER 1, 2020

The global pandemic has now led to an increase in demand for healthcare, and it has become very vital to drive employee engagement , now more than ever. Engaged healthcare professionals tend to attend their patients with genuine smiles and put an extra effort to help them with their questions and concerns. Patient Satisfaction.

Vaco Case Study – The Journey of a Performance Culture

SEPTEMBER 14, 2020

Webinar Overview: To be prepared and positioned for the future, study the past. The post Vaco Case Study – The Journey of a Performance Culture appeared first on Performance Culture. Living in the COVID world presents challenges most people leaders never considered.

Case study: How PCI leverages their intranet to improve communication and unite remote employees

ThoughtFarmer

JANUARY 21, 2021

Our newest case study with PCI exemplifies what it means to be a great place to work. Click here to read the case study . Have you ever wondered what makes a workplace exceptional? Or what it takes to win a top employer award? The answer probably won’t surprise you. It’s the workplace culture.

4 Unsettling Facts That Are Disrupting Employee Engagement in Healthcare

MARCH 5, 2019

Employee engagement is a problem facing nearly every industry. The latest Gallup poll shows that just over 30 percent of the workforce claim to be engaged at work. While engagement remains low across the board, the healthcare industry seems to be getting hit the hardest. Success Stories.

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Sammons Financial Transforms Employee Feedback into Meaningful Results with Quantum Workplace

Employee Engagement Program Case Study

Among Lowest Voluntary Turnover Rates

90 +% participation rate, 9 out of 10 sfg employees.

The Overview

In this employee engagement program case study, Sammons Financial Group transforms its engagement strategy, resulting in improved participation, ownership, and turnover.

The Company

A subsidiary of Sammons Enterprises, Sammons Financial Group (SFG) is a group of financial companies, including some of the most enduring and stable businesses in the industry. The Company is dedicated to helping its customers enjoy life’s moments today, knowing that they’re financially prepared for the future because of SFG’s reliable life insurance, annuity, and retirement planning products. As a privately held company, SFG’s leadership is consistently focused on long-term growth, making decisions that allow the company to deliver on its commitments to customers, distribution partners, communities, and employees. As part of its commitment to employees, SFG strives to create an environment where employees not only want to come to work, but can grow professionally and personally for years to come.

The Background

SFG is heavily focused on establishing a “workforce of the future” and best-in-class workplace culture. The Company feels both are necessary to retain top talent in a competitive market. To support its efforts, the Company utilizes employee listening as part of its talent management strategy.

“Sammons Financial Group sees the annual engagement survey as a critical tool to help drive individual, team, and business success,” said HR Consultant, Jodi Beehler. “The company believes the more engaged employees are, the better outcomes they will achieve.”

SFG’s employee engagement initiatives began nearly a decade ago with the deployment of its first-ever engagement survey, using Quantum Workplace’s software. However, survey implementations were infrequent, happening only every two to three years. The HR team reviewed and shared the data, but there was little intentional commitment to action and individual ownership to drive engagement and strengthen culture. Years later, when Beehler became the program leader, she said there was one big question:

“What are we actually doing to understand the employee voice?”

To better achieve this understanding, the Company realized employee voices needed to be captured more frequently to achieve a more accurate, timely view of employee sentiment. So, leadership agreed to shorten the cadence of the engagement survey to every 18 months. SFG’s employee engagement efforts started gaining momentum. The Company saw an increase in engagement and stronger commitment to action. The progress led leadership to buy into an annual engagement survey. They understood that the current process still wasn’t perfect or as impactful as it could be. With an annual survey, the Company would gain a true year-over-year understanding of employee voices, and they could design annual commitments around this timing to better align with the opportunities uncovered in the survey data. This movement to an annual engagement survey is supported by Quantum Workplace research that shows that more continuous listening strategies equate to higher engagement than those that survey less than one time per year. Plus, employees perceive more action and communication with continuous listening strategies 1 .

1. This Quantum Workplace Research Brief is derived from the panel study titled: Employee Surveys at Work (n = 1,406 employees; March 2021). The Quantum Workplace Research Panel is a national opt-in sample derived from the Best Places to Work contest .

1. Participation

“For SFG, more participation in the annual engagement survey equates to more voices influencing how the company moves forward,” said Beehler. “High participation also helps ensure that the company is focusing on what matters most to its workforce.”

Because of this, one of the first goals the Company set out to achieve when the survey became an annual initiative was hitting a participation rate of 85%.

To help support this effort and enforce the importance of the employee voice, the Company branded its survey as The Voice of SFG. The Company created a logo, promotional material, and an entire communications plan to support the engagement program and messaging:

• Share it – Employees are encouraged to share their feedback because it matters.
• Own it – Employees have a part in owning engagement and finding solutions.
• Act on it – The company doesn’t just implement the survey to collect data. Everyone commits to action based on the insights uncovered.

2. Empower Ownership

As outlined in the survey branding effort, SFG really wants its entire organization to feel ownership over engagement initiatives and to be motivated to take intentional action based on the data. To support this, the Company develops areas of focus each year. These focus areas are goals/commitments that help align employee, team, and organizational priorities, and drive efforts to help increase employee engagement. One year, the areas of focus developed from survey findings were: 1. Accountability for greater awareness

• Ask for and respond to feedback around organizational messaging
• Be accountable for what you want to know and who to ask or where to go
• Purposefully provide context and confirm understanding 
• Development focused conversations in all directions
• Providing more regular feedback across the organization
• Ongoing recognition efforts
• Purposeful connections between leaders and employees

“These areas of focus become ingrained in everything the organization does each year,” Beehler said. “They are integrated into goals, promoted in day-to-day communication, and are even considered when evaluating performance.”

To help with the decentralization of engagement from the HR function, SFG also partnered with its Culture Counsels – groups created at each SFG location comprised of full-time employees who offer front-line “counsel” to the company. The goal of this partnership is to:

• Focus on building a strong culture across the organization across all physical locations
• Build out initiatives that align back to the company’s overall engagement goals
• Explore how employees keep shared values alive
• Determine if and how employees feel valued
• Assess how employees are connecting with one another

3. Strategically Utilize the Survey Data

Prior to moving to an annual survey cadence, one of the challenges SFG faced was understanding how to best utilize the data. The Company realized there was potential to activate real change that mattered, so SFG made it a priority to ensure leaders received the data they needed on a more frequent basis and understood how to easily act on it. Using the data more strategically also supported SFG’s heavy focus on establishing a “workforce of the future.” The company is always assessing whether it is moving in a direction that will provide a competitive edge in the years to come. As part of this focus, the company assesses if employees are prepared to move along with its vision. Some of this vision alignment is evaluated through data in the engagement survey – looking at whether employees are highly engaged, feeling valued, and how performance is impacted. Like many of Quantum Workplace’s customers, this helps SFG drive employee, team, and business success. In fact, nine out of 10 customers report that Quantum Workplace contributes to its organization’s success 2 . The survey data is also used to help the Company understand how it should pivot or where it needs to invest time and energy in the coming year. Data from the survey has helped inform strategies and programs in areas such as: employee development, recognition efforts, mentorships, and communication across the organization. 2. This statement is derived from Quantum Workplace’s 2021 Customer Experience Survey.

The Solution

To drive employee engagement to support employee and business success, Sammons Financial Group uses Quantum Workplace to:

• Help the company build a competitive company culture
• Easily uncover the areas of opportunity in which SFG can drive engagement
• Empower employees to take ownership over engagement
• Seamlessly provide leaders with people analytics they wouldn’t otherwise have to help them make informed decisions

The engagement survey is a critical tool and not just an annual “to-do” task. Rather, engagement is a vehicle to drive organizational progress—it is embedded in everything the company does and at every level of the organization. It is a consistent and vital piece of Sammons Financial Group’s healthy, high-performing culture.

Jodi Beehler HR Consultant Sammons Financial Group

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Case Study: Increasing employee engagement through the HRM (Harrods)  

Increasing employee engagement through HRM

A Harrods case study

Harrods is a brand that is recognised all over the world. Its Knightsbridge store has 1 million square feet of selling space with over 330 different departments. Its global reputation and prestige is instilled through its brand values. Brand values represent what an organisation stands for. Harrods values are – British; Luxury; Service; Innovation and Sensation.

Harrods has been in business for over 160 years. It employs 4000 employees with an additional 3,500 agency and concession employees. In 2010 Qatar Holdings purchased Harrods from Mohamed Al-Fayed. The new owners are strongly committed to all of Harrods’ employees. They recognise that engaged employees are essential to the continuing success of the business. Such employees are likely to be happy and consistently high performers who want to progress their careers with Harrods. Managing employee relationships is the role of the Human Resources department.

Harrods carried out its first comprehensive employee survey to find out what they thought about working at Harrods. The employee survey has now become an integral aspect of Harrods’ Human Resource Management programme. The survey results were used to create strategic plans for change focused on improving employee engagement and trust. The four main elements were:

• Changing Organisational Structure
• Changing Leadership
• Improved communications
• Living brand values

Find out how the human resource management ensured these elements were implemented in the full case study.

There have now been four employee surveys. Each survey has seen a higher return from employees and an improvement in the indicators of employee engagement as a result of the actions the HRM team took. Significantly, 91% of employees have stated in the most recent survey that they are proud to work for Harrods and employee turnover has halved in the last five years.

This content is not owned by Engage for Success. And you can download a pdf of the report Employee Engagement at Harrods – Engage for success 2012 .

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Case study: Modern approach to employee engagement

Informed insights and a sophisticated mix of digital communication are unlocking the power of employee engagement to improve health and lower costs.

When employees are engaged in their health care by actively using the programs and services available to them, outcomes improve, costs can decrease and employees may be more productive.

The most effective engagement strategies start with consumer-centric research to understand employee behavior. UnitedHealthcare has developed an on-demand insights panel that provides real-time consumer feedback and identifies employee pain points, barriers and motivators.

Then, to inform and maximize employee conversion and engagement, messages, concepts and campaigns are rapidly tested and refined.

As the right message is crafted for each target audience, a number of data-driven steps are taken to reach each employee at the right time in the right place. That means developing a strategy to reach employees exactly when they are in need of a relevant cost-saving or health solution. Thus, based on where employees are searching, reading, viewing and buying, UnitedHealthcare can deliver the right message — reaching the people looking for that message at, or around, the time they are searching for it.

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The AI-Powered Talent Assessment Tool – See Testlify in action

The ai-powered talent assessment tool – view demo, employee engagement case studies.

Employee engagement is a critical component of any thriving organization. Engaged employees are more productive, innovative, and committed to their work. They are also more likely to stay with their current employer, reducing turnover rates .

According to a Gallup study, only 36% of U.S. employees are engaged at work. However, companies like Google have shown that improving engagement can boost productivity by 20%. By implementing innovative strategies, like flexible work options and continuous feedback, Google has set a benchmark for successful employee engagement.

In this blog, we’ll explore a selection of employee engagement case studies that showcase how various companies have achieved remarkable results by prioritizing and enhancing employee engagement.

1. Google: The perks of employee engagement

Google , the tech giant that needs no introduction, has long been a frontrunner in fostering employee engagement through innovative practices and a supportive work environment. One standout policy that has garnered worldwide attention is Google’s “20% time” initiative. This practice allows employees to dedicate a fifth of their work hours to personal projects of their choice. The result? A remarkable surge in both engagement and innovation.

The 20% time policy has birthed some of Google’s most successful products, including Gmail and Google News. By granting employees autonomy and the freedom to explore their passions, Google has tapped into a wellspring of creativity that not only benefits the employees themselves but also fuels the company’s growth and product development . This initiative sends a clear message to employees: their ideas and aspirations matter, fostering a sense of ownership and engagement in their work.

Beyond this, Google invests significantly in creating an environment that nurtures employee well-being and a profound sense of belonging. The company offers a range of enticing perks, such as free meals, on-site healthcare, and relaxation spaces. These benefits go a long way in reducing stress and enhancing the quality of work-life for employees.

This emphasis on well-being is not only a generous gesture but also a strategic move. Google recognizes that a content and healthy workforce is a more engaged and productive one. Employees who feel cared for are more likely to stay with the company, reducing turnover rates and retaining valuable talent .

Google’s commitment to employee engagement through the 20% time policy and an enriching work environment has consistently yielded high levels of engagement and retention . By placing trust in their employees’ abilities and well-being, Google has not only set a benchmark for the tech industry but has also demonstrated how investing in employees pays off in the long run.

2. Zappos: Cultivating a vibrant company culture

Zappos , the online retail giant specializing in shoes and clothing, is a stellar illustration of how a distinctive company culture can be a catalyst for employee engagement. At the heart of Zappos’ remarkable success story is its unwavering commitment to a set of core values that shape their culture. Two of the most pivotal values are “Deliver WOW Through Service” and “Create Fun and A Little Weirdness.”

What makes Zappos truly stand out is their dedication to integrating these values into every facet of the organization, starting from the very beginning of an employee’s journey – the hiring process. Zappos places significant emphasis on cultural fit , alongside assessing job skills, when considering potential hires. This cultural fit, in essence, ensures that employees are genuinely enthusiastic about the company’s values and mission.

The result of this cultural integration is twofold. Firstly, it creates a workplace where employees find a deep sense of purpose and meaning in their roles. When your work aligns with your values, job satisfaction and engagement naturally follow. Zappos employees aren’t just processing orders; they’re actively contributing to delivering “WOW” to customers and embracing a work environment that encourages “a little weirdness.”

Secondly, this focus on cultural fit leads to a shared ethos and sense of belonging among the workforce. Zappos employees don’t merely work for a company; they work for a cause they believe in, surrounded by colleagues who share their passion.

By fostering a vibrant company culture that prioritizes values and cultural fit, Zappos has not only set the gold standard for employee engagement but has also demonstrated the direct connection between a unique company culture and employee satisfaction. Their success story underlines the significance of hiring employees who resonate with an organization’s core values and how this alignment can lead to a more engaged, motivated, and content workforce.

3. Microsoft: A data-driven approach

In the tech world, Microsoft is a behemoth, and its innovative approach to employee engagement is nothing short of remarkable. The company has wholeheartedly embraced a data-driven approach through its “One Microsoft” program, and the results are a testament to the power of listening to employees.

Central to Microsoft’s strategy is the regular collection of feedback from its employees. This feedback isn’t just for show; it serves as a valuable resource for making strategic improvements . By actively seeking input from the workforce, Microsoft sends a clear message that employee opinions matter and that the company values their insights and concerns.

One of the most compelling outcomes of this data-driven approach is the transformation of Microsoft’s performance review process. Historically, performance reviews at many companies were dreaded events, often focused on rankings and ratings. However, by heeding the feedback received from employees, Microsoft decided to shift its approach. The company recognized that a performance review process centered on employee development and growth , rather than competition, was more conducive to employee engagement.

The revamped system at Microsoft fosters collaboration and skill development. Employees no longer feel the stress of being pitted against each other, but rather, they are encouraged to work together and support one another’s professional growth. This shift has led to a more positive work environment where employees are motivated to excel, knowing that their contributions are recognized and that they have opportunities for personal and career development.

Microsoft’s data-driven approach demonstrates a key principle of employee engagement: the importance of actively listening to your workforce and acting upon their feedback. By showing that employee opinions drive meaningful change, Microsoft has created an atmosphere of trust and collaboration that enhances engagement and, ultimately, benefits both the company and its employees. It’s a compelling case study in how a corporate giant can transform its culture through a commitment to data-driven, employee-focused improvements.

4. Hilton: Recognition and appreciation

In the competitive world of the global hotel industry, Hilton has set a shining example of how recognition and appreciation can be instrumental in keeping employees engaged and, in turn, boosting business success. Hilton understands the invaluable role that motivated and engaged employees play in delivering exceptional guest experiences.

To nurture this engagement, Hilton has implemented a variety of programs and systems designed to recognize and appreciate outstanding employee performance . Two of the most prominent initiatives are “Catch Me at My Best” and “Spirit of CARE.”

The “Catch Me at My Best” program empowers employees to spot and acknowledge exceptional efforts and contributions made by their colleagues. This approach encourages a culture of peer-to-peer recognition, where employees not only work for the company but work together to support one another. This recognition fosters a sense of appreciation, creating a workplace where employees feel valued for their hard work and dedication.

Similarly, the “Spirit of CARE” program is another testament to Hilton’s commitment to employee engagement. This program reinforces the idea that when employees care for each other, they are more likely to extend that same care to their guests. It underscores the importance of teamwork and shared values within the Hilton community, contributing to a positive, collaborative work environment.

The tangible results of Hilton’s focus on recognition and appreciation have been remarkable. Improved customer satisfaction is a direct outcome of having engaged employees who take pride in their work. When employees feel appreciated and valued, they are more inclined to go the extra mile to ensure guests have an exceptional experience. Furthermore, the correlation between employee engagement and business success is evident in Hilton’s increased employee retention rates. Engaged employees are more likely to stay with the company, reducing the costs associated with turnover and ensuring a consistent and high-quality level of service.

Hilton’s emphasis on recognition and appreciation through programs like “Catch Me at My Best” and “Spirit of CARE” serves as a noteworthy case study in the hotel industry. It underscores the importance of building a culture where employees feel appreciated and motivated, which, in turn, significantly impacts customer satisfaction and business success. Hilton has shown that when employees are engaged and supported, they become enthusiastic brand ambassadors, ultimately driving the success of the entire organization.

5. The Ritz-Carlton: Empowering employees to go the extra mile

When it comes to the hospitality industry, The Ritz-Carlton stands out as a shining example of how prioritizing employee engagement can lead to unparalleled customer service. The luxury hotel chain has honed its reputation for excellence by instilling a culture of trust and empowerment in its workforce, granting employees the authority to make on-the-spot decisions that benefit guests, all without the need for managerial approval.

One of the cornerstones of this strategy is the level of autonomy granted to employees. The Ritz-Carlton has built a unique culture of trust, where employees are not just seen as staff but as valued decision-makers. This empowerment enables employees to seize opportunities to enhance a guest’s experience, whether it’s a complimentary upgrade, personalized amenities, or solving an issue promptly.

This level of autonomy doesn’t only create a culture of trust but also fosters a deep sense of employee engagement. When staff members are entrusted with such responsibility, they feel a greater sense of ownership in their roles, resulting in a more committed and motivated workforce .

The outcomes of this approach are clearly visible in the exceptional customer experiences provided by The Ritz-Carlton. Case studies of various Ritz-Carlton properties consistently show high levels of employee satisfaction. Happy, engaged employees are more likely to go above and beyond to ensure that guests have memorable stays, leading to unparalleled customer service. The word-of-mouth generated by these exceptional experiences is invaluable in an industry where reputation is everything.

Furthermore, this employee-centric strategy has a positive impact on the bottom line. Satisfied guests are more likely to return, provide positive reviews, and recommend the hotel to others. This translates into increased revenue and profitability for The Ritz-Carlton, reinforcing the strong correlation between employee engagement and business success.

The Ritz-Carlton’s approach to empowering employees is a stellar example of how prioritizing engagement can elevate customer service to extraordinary levels. By fostering a culture of trust and granting autonomy, the company has created a workforce that is not just committed but inspired to deliver exceptional guest experiences. The success of The Ritz-Carlton serves as a compelling case study in how employee engagement can be the cornerstone of business excellence in the hospitality industry.

These employee engagement case studies demonstrate that investing in your employees is an investment in your organization’s success. By creating a supportive and engaging work environment, encouraging innovation, and valuing employee opinions, these companies have achieved remarkable results.

Whether you’re a tech giant like Google, an online retailer like Zappos, a tech conglomerate like Microsoft, a global hotel chain like Hilton, or a luxury hotel brand like The Ritz-Carlton, the common thread among these success stories is the recognition that engaged employees are a company’s most valuable asset. By taking inspiration from these case studies, businesses of all sizes and industries can create a culture of employee engagement that drives success and prosperity.

Testlify offers a range of assessments and challenges that allow you to gauge candidates’ knowledge, problem-solving skills, and creativity in real-world scenarios.  With our extensive test library , you can objectively evaluate candidates’ abilities, ensuring you shortlist the most talented individuals efficiently. Ready to unlock the potential of your hiring process with our talent assessment tool? Book a free 30-minute live demo with Testlify. Our expert team will guide you through the platform, showcasing relevant skill tests tailored to your organization’s needs. With our support, you can streamline candidate selection, saving valuable time and resources.

Frequently asked questions (FAQs)

HR employee engagement is the process of creating a positive work environment where employees are motivated, committed, and satisfied with their roles.

Improve staff engagement by enhancing communication, recognizing achievements, providing opportunities for growth, and fostering a supportive work culture.

Employee engagement is the emotional commitment and dedication employees have toward their work and the organization. It’s vital for productivity and retention.

Employee engagement is led by HR professionals, managers, and organizational leaders who create and sustain an engaging work environment.

HR can improve employee engagement by promoting a healthy work-life balance, offering professional development, and actively listening to and addressing employee concerns.

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French (Intermediate/B2)

This assessment confirms B2 level French skills, indicating strong command of vocabulary and grammar for in-depth discussions.

U.S. Bookkeeping Proficiency

The U.S. Bookkeeping Proficiency Test measures essential skills in record-keeping, software, and compliance to aid standardized hiring assessments.

Assertiveness

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Oracle Suite: Advanced DBA Proficiency

The Oracle Suite: Advanced DBA Proficiency assessment boosts DBA expertise with Oracle Suite, targeting optimization, security, and advanced functionalities.

Unix System Engineer – Advanced

This assessment for an Advanced Unix System Engineer evaluates expertise in maintaining and optimizing Unix systems for peak performance and security.

Billing – Intermediate level

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Billing – Entry Level

This assessment tests entry-level billing skills, focusing on generating invoices, basic customer queries, and payment tracking.

Invoicing – Intermediate level

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Invoicing – Entry Level

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Attention to Detail-Visual

This assessment evaluates a candidate’s ability to meticulously observe visual details, identifying those adept at managing visual tasks.

Organizing skills

The Organizing Skill Hiring Assessment evaluates a candidate’s ability to effectively manage and organize resources, identifying their organizational capabilities.

Motivational Traits

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Email Marketing Specialist

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This assessment explores SharePoint, a Microsoft Office-integrated platform for document sharing, management, and storage.

SharePoint Online (Office 365 SharePoint)

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PowerShell Scripting for Applications

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Leadership Style

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Oracle DBA – GoldenGate

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Oracle DBA – Data Guard

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Frontend Developer (Enhanced)

Frontend Developer (Enhanced) specializes in advanced UI/UX design, proficient in latest web technologies for optimal interactive experiences.

GBV – Gender Based Violence

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Global Mindset

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Digital Literacy

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Top 5 Employee Engagement Case Studies in India: What Can Your Business Learn?

• August 5, 2023

Social For Action

• Post Views: 108

Table of Contents

What Is Employee Engagement?

Employee engagement refers to the emotional connection and commitment that employees have towards their work, their colleagues, and the organization they are a part of. It goes beyond mere job satisfaction, encompassing a sense of belonging, motivation, and dedication. Engaged employees are enthusiastic about their roles, eager to contribute their best, and align their personal goals with the organization’s objectives. This involves factors such as open communication, opportunities for growth, recognition for achievements, and a positive work environment.

Why Is Employee Engagement Important?

Employee engagement plays a pivotal role in an organization’s success and its employees’ well-being. It goes beyond productivity and has a profound impact on various aspects:

1. Increased Productivity: Engaged employees are more focused and committed, leading to higher productivity levels.

2. Retention: Engaged employees are more likely to stay with the company, reducing turnover and associated costs.

3. Innovation: Engaged employees feel comfortable sharing ideas, fostering a culture of innovation.

4. Customer Satisfaction: Engaged employees provide better customer service, positively influencing customer satisfaction.

5. Health and Well-being: A positive work environment and meaningful engagement contribute to employees’ mental and emotional well-being.

What Are the Benefits of Employee Engagement?

Employee engagement offers a plethora of benefits for both employees and the organization:

• Higher Job Satisfaction: Engaged employees are generally more satisfied with their roles and responsibilities.
• Increased Employee Morale : Engagement boosts employee morale, leading to a positive atmosphere.
• Enhanced Collaboration : Engaged employees tend to work well with others, promoting teamwork and cooperation.
• Better Performance : Engaged employees consistently deliver better results and contribute to achieving organizational goals.
• Employee Development : Engaged employees seek growth opportunities, benefiting from professional development initiatives.

Top 5 Employee Engagement Case Studies in India

Tata consultancy services (tcs).

TCS introduced a comprehensive engagement program that included skill development, mentoring, and work-life balance initiatives. This led to increased employee satisfaction and retention rates.

Infosys implemented an “iCount” program that recognized and rewarded employees for their contributions. This approach significantly improved employee engagement and motivation.

HCL Technologies

HCL’s “Employee First, Customer Second” approach empowered employees to take ownership and make decisions, fostering a culture of trust and engagement.

Wipro’s “Peak Performance” program emphasized continuous feedback and coaching, resulting in improved employee performance and engagement levels.

Godrej Group

Godrej introduced a flexible work policy that allowed employees to balance their personal and professional lives better, leading to increased job satisfaction and loyalty.

In conclusion, employee engagement is not just a buzzword; it’s a critical aspect of organizational success. Engaged employees are more productive, innovative, and committed to their roles, resulting in improved business outcomes and a positive workplace environment.

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Building Employee Engagement through Product Innovation

Amex’s Travel Financial Capture (TFC) group’s leadership team saw the need for fundamental change. Fragmented business processes were creating errors and losses; groups weren’t working well together; the workforce was disconnected from the business strategy and customers were highly dissatisfied. Employee engagement was low and employees felt they were getting “beaten up” by ongoing reengineering, outsourcing, and resource shortages. At the same time, employees were undergoing new information technology initiatives.

Management could see that the group was not prepared for the tremendous challenges it was facing. Something needed to be done quickly, and a top-down change initiative clearly wasn’t the answer.

What we did:

The leadership team wanted to accelerate the change process, build commitment to the organization, turn morale around and create a flexible, smooth-running business. OTM proposed an organization redesign process that would focus on employee engagement throughout the entire organization, provide a platform for team building, gain commitment and rekindle the spirit of its workforce. OTM led the team through an organizational design project that rebuilt the structure based on the team’s own definitions of what was required. Going through a comprehensive process facilitated by OTM consultants meant that no details or consequences were left unnoticed or unresolved.

The Result:

Employees Become Leaders

TFC’s new design eliminated functional silos and highlighted the interdependence of the various groups. It increased collective and individual morale and employee investment while reducing defensiveness and increasing receptivity to change. Unlike many such initiatives, the process OTM brought to TFC focused not just on deficiencies but also on positive performance and what had been successful, enabling TFC to respond quickly to their fast-changing business environment.

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Terms: OTM values its customer relationships above all else. We distribute abridged copies of our case studies for academic use and to decision makers investigating how OTM can make an impact in their businesses. By requesting a case study, you agree 1) not to reproduce nor distribute the case study in whole or in part or 2) use the case study in any other manner.

In every business I’ve ever been in, leadership was always top-down. The way OTM structured this process we were all business owners and equals. The most important thing is that leadership was brought to everyone in the business.

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