Employee Engagement impact on Business Results or vice versa ?

Is engagement the right measurement to predict future business success or is it the result of the current success of the company that leads to increased employee engagement ? Is there a better factor to measure and to react on ?

According to a study in the 90s at Sears found that ten items on their seventy item employee survey would predict customer satisfaction and, ultimately, revenue. Reference: Effron, Marc; Ort, Miriam: One Page Talent Management; Harvard Business Press, Page 107.

On the opposite a large study published in 2003 that looked at thirty-five companies over eight years found that a company’s performance (earning per share and return on assets) predicted employee satisfaction more strongly than satisfaction predicted performance. Reference: Effron, Marc; Ort, Miriam: One Page Talent Management; Harvard Business Press, Page 112.

How to solve this dilema ?

A recent study of Harvard professor Teresa Amabile of several hundred workers over few years who tracked their day to day activities and rated their motivations and emotions daily showed that making progress in one’s work — even incremental progress — is more frequently associated with positive emotions and high motivation than any other workday event. Reference: http://www.danpink.com/archives/2009/12/harvard-business-review-on-what-really-motives-workers.

This latest finding could open up a new way of understanding engagement. Instead of asking 300 questions maybe just two question will help predict the future performance of acompany.
The first question to ask is on a scale from 1-10 how are you making progress in your work in the current work environment you are in and the second question I would base on the Net Promoter Score (1-10) developed by Fred Reichheld: How likely is that you would recommend your current company to others as a place to work ?

Based on these two questions I have created an open survey on employee engagement and business correlation.

The results as stated below can be used by any researcher in this area. (see description below)
1) Link to survey: https://spreadsheets.google.com/viewform?formkey=dFNyZkJDNmRZU0NJeTB1d0J6VVU5Mnc6MQ

2) Graphical Representation of the results: https://spreadsheets.google.com/viewanalytics?formkey=dFNyZkJDNmRZU0NJeTB1d0J6VVU5Mnc6MQ
3) The results of the survey in spreadsheet format: https://spreadsheets.google.com/ccc?key=0ArQI1UCaBIHOdFNyZkJDNmRZU0NJeTB1d0J6VVU5Mnc&hl=en
You may use the results of this survey for your own analysis under the condition that you explicitly state the source of the data by including the link to this survey and the link to the survey results in your analysis and or publications. This is an anonymous survey. Do not use any means or make any conclusions to associate the data to persons or organizations. The survey was created by Peter Palme only www.linkedin.com/in/peterpalme and has no association to my current employer.


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