Employee engagement


William Kahn provided the first formal definition of personnel engagement as "the harnessing of organisation members' selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances." In recent years the work of David MacLeod and the Engage for Success team have driven our understanding and awareness of the criticality of employee engagement to business success.


MacLeod summarises employee engagement as "a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being....his is about how we create the conditions in which employees offer more of their capability and potential”.


The evidence that Employee Engagement can dramatically affect business performance is overwhelming, here's just a few stats:


  1. Companies with top quartile engagement scores have twice the annual profit of companies with those in the bottom quartile
  2. Organisations in the top quartile of engagement scores demonstrate revenue growth 2.5 times greater than those in the lower quartile
  3. Companies with top engagement scores average 12% higher customer satisfaction scores
  4. Low Performing Organisations have only 34% of engaged employees, high performing organisations have 58% of staff engaged