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Show Me the Money: The ROI of Employee Engagement - DecisionWise

DecisionWise

The correlative data revealed in their research initiatives is significant. In an article published by Jonathan Pont, the most-engaged workplaces experienced the following performance metrics: 2X higher customer loyalty. IBM Kenexa. Download: Sample Employee Engagement Survey. If only employees would understand that— right?)

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Why Your CEO Doesn’t Care About Employee Engagement (Yet)

Achievers

At the same time, Google data shows that there’s been a steady climb in searches and interest in the topic for the last five years. It’s time to change the way we think about this HR metric, because it needs to become a leading business metric. Yet despite all the attention, it hasn’t really moved the needle. But to what end?

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Talent optimization: making the case for budget

PI Worldwide

Recently, we reviewed the 21st HR Metrics and Analytics Summit report: How to Hire and Retain the Right Talent in 2019. It shed light on HR’s journey with regards to using metrics, data, and people analytics in the workplace. Even though they’ve seen success, HR’s biggest obstacle is getting investment.

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How to Drive Employee Engagement

Zenefits

Kenexa reports that engaged companies outperform disengaged companies by 5X and outrank poorly engaged companies in the stock market by 22%. Measurable: A program that allows the administrator to evaluate the impact on key engagement metrics that you collect in your employee engagement survey. On the upside of this?

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6 employee engagement best practices

PI Worldwide

However, according to research conducted by Towers Perrin and Kenexa, having engaged workers can boost net profit by 6% and multiply shareholder returns fivefold. With feedback data in hand, you can then create a plan to address areas of disengagement. How do you measure employee engagement? Feedback plays a vital role in this process.

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What is a Performance Appraisal, and How Can You Get the Most From It?

Capterra

Rather than the typical let’s-have-a-tense-meeting-every-six-months (you know, the method that stresses out you, your employees, and gives very little meaningful data or actionable feedback), studies have shown that people prefer and benefit from ongoing, consistent information on how they’re doing. We’re doing performance reviews all wrong.

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Talent and Performance Management Survey Summary

HR Daily Advisor

Financial and business metrics. Other common responses were “lack of measurements/metrics for training” (36.6%), “scheduling training” (34.8%), and “lack of management support” (32.4%). Lack of measurements/metrics for training. Information (media, data, telecommunication). of respondents answered “other.” Answer Options.