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✔ MINIMIZE BURN-OUT

✔ MINIMIZE BAD ATTRITION

✔ MAXIMIZE EMPLOYEE ENGAGEMENT

Are your employees unhappy and disengaged at work? 

Do you struggle to understand their needs and concerns?

Are you seeing a drop in productivity or an increase in absenteeism? 

Employee engagement is critical for creating a positive and productive workplace culture. It can help improve retention, boost morale, and enhance overall business performance. 

WE OFFER A RANGE OF PEOPLE ANALYTICS SERVICES TO HELP YOU UNDERSTAND AND IMPROVE EMPLOYEE engagement, INCLUDING:

  • Regular employee surveys to gather feedback and insights 
  • Data-driven analysis to identify the key drivers of engagement and engagement 
  • Action planning support to design targeted interventions 
  • Benchmarking and comparison tools to assess your performance against industry standards 

If you subscribe to our monthly services, you’ll receive a comprehensive employee engagement analysis that includes: 

  • A detailed report on employee engagement and engagement levels, including trends over time 
  • Insights into the factors that are most important to your employees, as well as areas for improvement 
  • Actionable recommendations for improving satisfaction and engagement, tailored to your organization’s unique needs 

Overall, our services can help you create a more engaged and satisfied workforce, leading to improved business outcomes and a more positive workplace culture. 

What is Employee Engagement?

Employee engagement represents the level of enthusiasm and connection employees have with their organization; it’s a measure of how motivated people are to put in extra effort for their workplace, and a sign of how committed they are to staying there.

Why it is necessary?

Engaged employees are more invested in their work, leading to higher productivity and better outcomes.

Regularly measuring engagement can reveal issues before they lead to turnover, saving on rehiring and retraining costs.

Taking action on engagement feedback shows employees they are valued, which can improve morale and job satisfaction.

A focus on engagement helps build a positive company culture, attracting top talent and encouraging existing employees to perform their best.

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Common roadblocks

Ineffective Measurement: Utilizing poorly designed questionnaires that fail to capture the crucial aspects of engagement, resulting in data that doesn’t drive meaningful action.

Low Participation: Failing to secure high participation rates, which skews data and prevents a comprehensive understanding of engagement across the organization.

Overlooking Employee Feedback: Not taking into account the voice of employees may result in ineffective retention measures.

Unrepresentative Sampling: Not ensuring a diverse and representative sample of employees, leading to insights that don’t reflect the entire workforce.

Lack of Timely Analysis: Delaying the analysis of engagement data, which can make the insights outdated and less actionable.

Inadequate Follow-up: Not establishing a consistent follow-up mechanism to address the issues highlighted by engagement surveys, leading to persistent problems and employee disillusionment with the process.

Solution

By leveraging strategic survey design and real-time analytics, we pinpoint and address the core factors of employee engagement, ensuring every level of your organization is aligned and proactive in fostering a committed and productive workforce.

The result

INCREASED PRODUCTIVITY

Engaged employees are more invested in their work, leading to higher levels of productivity and output.

IMPROVED COMPANY CULTURE

Consistent engagement efforts contribute to a positive company culture that attracts top talent.

ENHANCED EMPLOYEE RETENTION

A focus on engagement reduces turnover by fostering a workplace environment that supports and values employees.

BETTER CUSTOMER SATISFACTION

Engaged employees often provide better service, directly influencing customer satisfaction and loyalty.

HIGHER EMPLOYEE engagement

Engagement strategies improve overall job satisfaction, leading to a more content and stable workforce.

GREATER INNOVATION

A highly engaged team is more likely to bring forward innovative ideas and solutions, driving the company forward.

What we offer

STRATEGIC SURVEY DESIGN

Crafting tailored engagement surveys that align with your organization’s strategic objectives and core values to ensure that the insights gained are actionable and relevant.

COMPREHENSIVE DATA ANALYSIS

Utilizing advanced analytical tools to dissect survey data, providing a deep understanding of the current state of employee engagement and identifying key drivers.

ACTIONABLE RECOMMENDATIONS

Offering expert advice on targeted initiatives and best practices to enhance engagement, based on data-driven insights.

Employee engagement

4 795 €​

Basic

Employee engagement survey questionnaire and process recommendation.

9 026 €​

STANDARD

All that is in Basic, plus comprehensive analysis of the results with list of recommendations to improve.

16 359 €​

PREMIUM

All that is in Standard, plus customized dashboards, follow-up survey designed, workshop for managers, integration support in the HR processes.

WHY PEOPLE ANALYTICS

A typical customer journey starts with a consultation to scope the work needed after the project has been completed our clients can continue the partnership with one of the subscriptions.

STARTS FROM 300€ Monthly

Basic

THIS INCLUDES COMPREHENSIVE HR DASHBOARD WITH CORE KPI-S TAILORED FOR YOUR BUSINESS NEEDS.

STARTS FROM 750€ MONTHLY

STANDARD

THIS INCLUDES MORE ADVANCED ANALYTICS SUCH AS PREDICTIVE MODELING AND MULTI-LEVEL DASHBOARDS.

STARTS FROM 1500€ MONTHLY

PREMIUM

THIS INCLUDES THE HIGHEST LEVEL OF ANALYTICS WITH CUSTOMIZABLE REPORTING LAYOUT

DRILL-DOWN OPPORTUNITY AS WELL AS MONTHLY 3 HOURS OF CONSULTING.

ADD-ON SERVICES

ADD-ON SERVICES SUCH AS AD-HOC REPORTING

DATA-VISUALIZATION

DATA CLEANING ARE PRICED BASED ON TIME AND MATERIAL.

DOWNLOAD OUR PRICING GUIDE AND LEARN MORE.

WHAT IS EMPLOYEE engagement EXACTLY AND WHY IS IT IMPORTANT?

Employee engagement refers to the level of contentment, happiness, and fulfillment that employees experience in their roles within an organization. It encompasses their overall attitudes, feelings, and perceptions about their work, workplace environment, relationships with colleagues and supervisors, compensation, career development opportunities, and work-life balance. 

EMPLOYEE engagement IS IMPORTANT FOR SEVERAL REASONS:

  1. Retention and Employee Engagement: Satisfied employees are more likely to stay with an organization, reducing turnover rates. They are motivated to perform well, exhibit higher levels of commitment, and actively engage in their work. High employee engagement leads to increased productivity, better customer service, and improved organizational performance.

 

  1. Productivity and Performance: Satisfied employees tend to be more productive and perform better in their roles. They have higher levels of job engagement, which positively impacts their work ethic, job involvement, and willingness to go the extra mile to achieve organizational goals. Also they  are more likely to take ownership of their work and contribute to the overall success of the organization.

 

  1. Organizational Culture and Morale: Employee engagement contributes to a positive organizational culture and fosters a sense of pride and morale within the workforce. When employees are satisfied, they are more likely to have positive interactions with colleagues, exhibit teamwork, and contribute to a supportive work environment. A positive culture enhances collaboration, innovation, and overall employee well-being.

 

  1. Talent Attraction and Retention: Organizations with a reputation for high employee engagement are more attractive to top talent. Job seekers actively seek out organizations where employees are satisfied, as it indicates a positive work environment, growth opportunities, and a focus on employee well-being. Employee satisfaction helps in attracting and retaining the best talent, giving organizations a competitive edge in the talent market.

 

  1. Customer engagement: When employees are happy and engaged, they are more likely to provide excellent customer service, build positive relationships with customers, and go above and beyond to meet their needs. They also act as brand ambassadors, positively influencing the organization’s reputation and customer loyalty.

 

  1. Employee Health and Well-being: Employee engagement is closely tied to their health and well-being. Satisfied employees experience lower levels of stress, have better mental health, and experience greater overall job satisfaction. Prioritizing employee satisfaction can contribute to a healthier and more resilient workforce, reducing absenteeism, and improving overall employee well-being.

WHO CAN BENEFIT FROM EMPLOYEE engagement?

Employee engagement is beneficial and important for various stakeholders within an organization: 

 

Employees: The primary beneficiaries of employee engagement are the employees themselves. When employees are satisfied, they experience higher levels of job satisfaction, fulfillment, and overall well-being. They feel valued, supported, and motivated in their work, which leads to increased job performance, personal growth, and a positive work-life balance. 

  

Employers and Organizations: Employers and organizations can benefit from employee engagement in numerous ways as well. Satisfied employees are more likely to stay with the organization, reducing turnover and associated costs. They exhibit higher levels of engagement, productivity, and job performance, contributing to the organization’s overall success. Satisfied employees also positively impact the organization’s culture, reputation, and customer satisfaction, driving customer loyalty and business growth. 

 

Customers: Satisfied employees play a crucial role in delivering excellent customer service and ensuring customer satisfaction. When employees are satisfied and engaged, they are more likely to provide personalized, responsive, and high-quality service to customers. Positive customer experiences lead to customer loyalty, repeat business, and positive word-of-mouth referrals. 

 

Stakeholders and Shareholders: Stakeholders and shareholders benefit from employee engagement indirectly through the positive impact on organizational performance. Satisfied employees contribute to increased productivity, innovation, and customer satisfaction, which ultimately leads to improved financial performance and shareholder value. 

 

Society: A satisfied workforce contributes to the overall well-being and stability of society. Satisfied employees experience better mental health, job satisfaction, and work-life balance, leading to higher levels of overall happiness and quality of life. This positively influences the communities in which employees live and work. 

HOW PEOPLE ANALYTICS CAN HELP WITH EMPLOYEE engagement?

People analytics can play a significant role in improving employee engagement by providing valuable insights and data-driven strategies. Here’s how people analytics can help with employee engagement

 

Identifying Drivers of engagement: People analytics can analyze various data sources, including employee surveys, performance metrics, and feedback, to identify the factors that drive employee engagement. By identifying the key drivers, organizations can focus their efforts on addressing specific areas that impact employee engagement the most, such as compensation, career development, work-life balance, or leadership effectiveness. 

 

Predictive Analytics for Retention: People analytics can leverage predictive modeling techniques to identify employees who are at risk of leaving the organization. By analyzing historical data and identifying patterns, organizations can proactively address potential issues and implement targeted retention strategies to improve employee engagement and reduce turnover. 

 

Feedback and Pulse Surveys: Through people analytics the organizations can gather regular feedback through pulse surveys or real-time feedback mechanisms. These surveys provide insights into employees’ sentiments, engagement levels, and areas of improvement. Organizations can use this data to identify trends, address concerns promptly, and make informed decisions to enhance employee engagement

 

Performance and Development Insights: People analytics can also provide insights into employees’ performance and development needs. By analyzing performance data, organizations can identify high performers, understand factors contributing to their success, and recognize patterns of employee growth and development. This information can inform talent management strategies, such as providing targeted development opportunities and career pathways, contributing to increased employee engagement

 

Diversity and Inclusion: By measuring diversity metrics, identifying representation gaps, and analyzing employee experiences, organizations can take proactive steps to create inclusive environments that promote employee engagement and foster a sense of belonging for all employees. 

 

Manager Effectiveness: By analyzing data related to managerial performance, employee feedback, and team dynamics, organizations can identify areas where managers excel or need support. This information can guide targeted training and development programs for managers, leading to improved leadership effectiveness and higher levels of employee engagement

 

Workforce Planning: People analytics can help organizations align workforce planning with employee engagement. By analyzing data on employee preferences, career aspirations, and mobility patterns, organizations can make informed decisions about staffing, promotions, and job rotations. This enables employees to have opportunities for growth, development, and job satisfaction within the organization. 

 

Overall, people analytics can provide valuable insights into various aspects of employee engagement, such as drivers of engagement, retention risks, feedback, performance, diversity and inclusion, manager effectiveness, and workforce planning. By leveraging these insights, organizations can make data-driven decisions and implement targeted strategies to enhance employee engagement, leading to a more engaged, productive, and satisfied workforce. 

BUSINESS RISK IF EMPLOYEE engagement IS NOT DONE CORRECTLY:

If employee engagement is not effectively managed, it can lead to several business risks and negative impacts for organizations: 

 

  1. High Turnover and Recruitment Costs: Poor employee engagement can result in high turnover rates, as dissatisfied employees are more likely to seek employment elsewhere. High turnover leads to increased recruitment costs, including job postings, candidate assessments, interviews, and onboarding expenses. It also disrupts team dynamics, reduces productivity, and results in the loss of valuable institutional knowledge.

 

  1. Decreased Productivity and Performance: When employees are dissatisfied, their motivation and engagement levels tend to decline. This can result in decreased productivity and subpar performance, leading to missed deadlines, lower quality output, and a negative impact on overall business results. Unsatisfied employees may also exhibit higher absenteeism rates and increased job disengagement, further affecting productivity levels.

 

  1. Negative Organizational Culture and Morale: Low employee engagement can contribute to a negative organizational culture and low morale within the workforce. Disengaged and unhappy employees may spread negativity and disengagement, impacting team dynamics, collaboration, and employee well-being. This can create a toxic work environment, reduce overall employee morale, and impede teamwork and innovation.

 

  1. Customer Dissatisfaction: Unhappy employees may exhibit poor attitudes, lack of engagement, and reduced commitment to meeting customer needs. This can result in decreased customer satisfaction, customer churn, and damage to the organization’s reputation.

 

  1. Increased Absenteeism and Presenteeism: Employee disengagement can contribute to increased absenteeism, where employees are more likely to take unplanned leaves or sick days. Additionally, it can lead to presenteeism, where employees are physically present but mentally disengaged or unproductive. Both absenteeism and presenteeism have financial implications and negatively impact overall business performance.

 

  1. Difficulties in Attracting and Retaining Talent: Organizations with a reputation for low employee engagement may face challenges in attracting and retaining top talent. Job seekers actively seek organizations with positive work environments and strong employee engagement. A negative reputation can limit the pool of qualified candidates and make it harder to attract high-performing employees.

 

  1. Legal and Compliance Risks: Poor employee engagement can also increase the risk of legal and compliance issues. Unhappy employees may be more likely to engage in workplace disputes, file complaints, or take legal action against the organization. Failure to address employee engagement concerns and maintain a positive work environment can result in legal liabilities, reputational damage, and financial penalties.

OBJECTIVE OF EMPLOYEE engagement:

The objectives of employee engagement are centered around creating a positive work environment and fostering employee well-being and engagement. Here are some common objectives of employee engagement

 

  1. Retention and Reduced Turnover: One of the primary objectives of employee engagement is to promote employee retention. Satisfied employees are more likely to stay with the organization, reducing turnover rates. Increasing employee engagement helps organizations retain top talent, preserve institutional knowledge, and minimize recruitment and training costs associated with turnover.

 

  1. Employee Engagement: Employee engagement aims to promote high levels of employee engagement. Engaged employees are emotionally invested in their work, motivated to contribute their best efforts, and aligned with organizational goals. A satisfied workforce leads to increased employee engagement, resulting in improved productivity, quality of work, and overall business performance.

 

  1. Job Satisfaction and Well-being: By focusing on enhancing job satisfaction and overall employee well-being, it aims to create a work environment that provides employees with a sense of purpose, autonomy, growth opportunities, work-life balance, and fair treatment. Satisfied employees experience higher levels of job satisfaction, leading to improved mental health, job fulfillment, and overall well-being.

 

  1. Performance and Productivity: Employee engagement is closely tied to performance and productivity. When employees feel valued and supported, they are more productive, demonstrate higher levels of job performance, and contribute positively to the organization’s success.

 

  1. Collaboration and Teamwork: Satisfied employees are more inclined to work collaboratively, share knowledge, and support their colleagues. Effective teamwork and collaboration lead to improved problem-solving, innovation, and overall team performance.

 

  1. Positive Organizational Culture: Employee engagement contributes to a positive organizational culture. By prioritizing employee engagement, organizations can create a culture that values and respects employees, encourages open communication, promotes trust, and celebrates achievements. A positive culture fosters employee engagement, loyalty, and a sense of belonging.

 

  1. Continuous Improvement and Feedback: Organizations strive to create a feedback-rich environment where employees can voice their opinions, contribute ideas, and provide suggestions for improvement. This facilitates a culture of learning, growth, and adaptability.

COMPANIES WHO HAVE THE BEST EMPLOYEE engagement RATE:

Google: Google is renowned for its employee-centric culture and has consistently been recognized for its high employee engagement. The company offers numerous perks and benefits, such as generous compensation, flexible work arrangements, career development opportunities, and a supportive work environment. Google’s emphasis on employee engagement contributes to a highly engaged and motivated workforce, leading to innovation, productivity, and overall business success. 

 

Southwest Airlines: Southwest Airlines places a strong emphasis on employee engagement and has a reputation for creating a positive work environment. The company focuses on valuing its employees, fostering a family-like culture, and providing opportunities for growth and advancement. The emphasis on employee engagement has translated into high employee engagement, excellent customer service, and sustained profitability for Southwest Airlines. 

 

Salesforce: Salesforce is known for its employee-centric culture and commitment to employee well-being. The company offers competitive compensation, comprehensive benefits, flexible work arrangements, and a strong focus on employee development. Salesforce prioritizes creating a positive and inclusive work environment that fosters collaboration, diversity, and employee engagement. This approach has contributed to their success as a leading customer relationship management (CRM) software company. 

 

Microsoft: Microsoft has invested heavily in employee engagement initiatives, recognizing that happy employees lead to better business outcomes. The company offers comprehensive benefits, competitive compensation, and numerous opportunities for career growth and development. Microsoft’s emphasis on employee engagement has fostered a culture of innovation, collaboration, and high employee engagement, contributing to its success in the technology industry. 

 

HubSpot: HubSpot is known for its strong commitment to employee engagement and work-life balance. The company offers flexible work arrangements, unlimited vacation policies, and comprehensive employee benefits. HubSpot’s culture focuses on trust, transparency, and providing employees with autonomy and ownership over their work. This approach has resulted in high employee engagement, productivity, and a strong employer brand.