Why does engagement matter?

Engaged employees means a productive workforce. Extensive research has produced compelling evidence that proves the link. An engaged workforce has a direct impact on key organisational outcomes: profits; customer satisfaction; productivity; innovation; absence; turnover.

‘Engage for Success’ has conducted the research and produced this handy infographic with lots of killer stats to back it up.

It proves that internal communications is not just about ‘Sending Out Stuff’ and, by influencing staff engagement levels, we can have a positive impact on the things that really matter, especially to your Permanent Secretaries, ministers, chief executives and your leadership team.

Through effective, meaningful, two-way internal communications across a range of channels, we can improve staff engagement and have a positive impact on our organisation’s delivery priorities.

What is ‘Engage for Success’? How can it help?

The research captured in the ‘Engaging for Success’ report to government made it clear that there is no ‘one size fits all’ approach and no single master model for successful employee engagement.

Four themes emerged from the research and, taken together, they include many of the key elements that make successful employee engagement.

These four enablers can help organisations assess the effectiveness of their approaches. Internal communication can and should play an important role in all of them.

The Four Enablers:

  • Visible, empowering leadership providing a strong strategic narrative about the organisation, where it’s come from and where it’s going
  • Engaging managers who focus their people and give them scope, treat their people as individuals and coach and stretch their people
  • There is employee voice throughout the organisation for reinforcing and challenging views, between functions and externally, employees are seen as central to the solution
  • There is organisational integrity – the values on the wall are reflected in day to day behaviours. There is no ‘say –do’ gap