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EMPLOYEE ENGAGEMENT

What is it?

Put simply, engagement concerns how people feel about their work and workplace. Staff who feel positive about what they do, the people they work with, and the organisation they work for behave differently to those who feel negative. These behaviours are valuable to the organisation, and set engaged staff apart from those who are not.
Why is it relevant?

Much academic and commercial research (see our Resources page) has shown that staff who are engaged behave in a way which is beneficial to themselves, to others and to their employer. These behaviours drive individual performance and impact organisational performance in turn, including:
  • higher productivity, quality and revenue
  • better customer service and customer retention
  • better change agility, creativity and adaptability
  • more discretionary effort and taking ownership by employees
  • enhanced company brand and reputation
  • higher employee retention
  • growing human capital (knowledge and skills of the workforce)
  • reduced absenteeism and sickness
What can ThinkingOn do for you?

ThinkingOn is experienced in all aspects of employee engagement planning and execution. We provide bespoke solutions to meet the needs of your organisation, drawing on expertise in all of the following:

  • building employee engagement into your strategic plan
  • starting up an employee engagement programme from scratch
  • measuring employee engagement or giving advice on selecting a measurement tool
  • developing leaders and managers, to grow engagement through enhanced leadership practice at all levels
  • creating communication and development strategies to increase staff involvement in engagement initiatives
  • providing focussed support for teams or groups to address specific needs
  • coaching for individual managers
  • enhancing engagement programmes already underway within your company
  • evaluating the progress and success of engagement activity
What has ThinkingOn done for others?

ThinkingOn has been instrumental in aiding senior teams on their engagement journey, with proven results. In the examples below a combination of techniques was used to meet the specific needs of each situation most effectively. Employee engagement was measured at the start and end of ThinkingOn’s involvement using Gallup’s Q12® Employee Engagement Survey (scored out of 5). 

Here’s what happened:
Context

Department of remote-working advisors and consultants, some were disengaged with their management team

Growing department with regulatory oversight role seeking to retain high engagement

Department with wide variety of employee levels, experience and mixed attitudes to engagement
Support from ThinkingOn

People strategy planning followed by quarterly workshops on understanding engagement, managing reputation, enhancing interpersonal relationships, and collaborative performance

4 sessions on brand and reputation, strengths-based collaboration, joint action planning and mechanisms to review peer performance

Single session on the basics of engagement and ‘understanding my part in it’
Q12 score (change)

4.47 (+0.41)



4.93 (+0.14)



3.65 (+0.20)
“ThinkingOn have been responsive to supporting us and their input has always been professional and pragmatic, clearly demonstrating expert knowledge of the engagement and providing valuable ideas and proposals to meet our needs.”
“Wonderful insight and guidance from subject matter experts.”