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You have the data you need to transform your organization—you just need to know what to do with it.

It all starts with employee engagement (and understanding why it matters). The term “employee engagement” is often perceived as a measurement of an employee’s happiness with their job. But you need more than happy team, you need a high performing team. We are here to tell you that you can have both. Gallup has been studying employee engagement for decades while also collecting hard financial and analytical data. This means that they can compare similar companies in similar industries to see the true impact of having highly engaged employees. The results are staggering.

32%
Engaged Employees
17%
Greater Productivity
21%
Greater Profitability

In the United States, Gallup measured employee engagement at 32%. This means that 68% of employees are either disengaged or outright toxic at work. Even if a company has twice as much engagement as an average company, is 64% engagement enough?

Employee engagement activities like leadership development or team workshops do much more than create happy employees. The chart below shows the difference in various key performance indicators when comparing companies that perform in the top quartile in employee engagement versus companies that perform in the bottom quartile.

Ready for the Next Step ?

DataJoe collaborates with People Centric to ensure your insights result in positive change throughout your organization.

To change your culture, you need to change your systems.

By focusing on these five systems, you can build a high-performance culture of engagement, focus, and accountability.

People

Get the right people in the right roles. This usually means hiring, onboarding, and role design. Make sure you have passionate people who know what their roles are and how they can use their skills to best exemplify your company’s mission and purpose. This is an essential part of culture. Some ways to ensure you have a strong People System is to:

  • Ensure each team member has a clear job description
  • Revisit the organizational structure and ensure it is designed to get the desired outcomes
  • Have an effective onboarding process that makes people feel welcomed and valued, while also setting clear expectations for their tenure at the company
  • Ensure there is a clear hiring process that helps managers and leaders select the right people for the team

Want to know more? Check out the following resources.

Blog: People Systems—Hiring, Onboarding, and Roles
Blog: 5 Ways to Get More Employee Engagement
Podcast: Job Descriptions and Job Clarity
Podcast: Hiring, Onboarding & Retention

Communication

Ensure people get the right information at the right times. Don’t waste time with ineffective meetings and monotone cadence. From brainstorming sessions to budget meetings, the right tools will allow you to get the most out of any meeting.

  • Carve out intentional time for communication to happen
  • Understand the communication styles of the people on the team and seek to meet those styles
  • Ensure that communication flows from top to bottom, bottom to top, and side to side
  • Practice good meeting integrity with clear agenda, meeting champion, clear outcomes, relevant parties, and defined times.

Want to know more? Check out the following resources.

Blog: Culture Systems—Styles, Meetings, and Teams
Podcast: “I Don’t Understand You.”

Management

Develop and challenge your people while holding them accountable. These processes require a certain kind of balance between leadership team development, management training, and employee check ins.

  • Provide managers with training on how to lead and manage people
  • Educate managers how to delegate
  • Show managers the best practices for having crucial conversations
  • Ensure managers are aligned with the vision, mission, values, and goals of the company

Want to know more? Check out the following resources.

Blog: Management Systems—Training, Check-Ins, and Forums
Podcast: Things Employees Won’t Tell Their Employers

Process

Create reliable, efficient, and effective processes that are steadily improving. Be continually looking for ways to evolve your sales, marketing, and production processes.

  • Identify pain points in current processes and engage relevant parties to solve
  • Create cross functional teams to eliminate siloed processes
  • Change process and identify ways to train and maintain processes
  • Engage the persons who work on the process to adjust processes

Want to know more? Check out the following resources.

Blog: Process Systems—SOPs, Quality, Training, Continuous Improvements
Podcast: Being an Agent of Change

Strategy

Make sure everyone knows what winning looks like for the organization and for their role.

  • Have clear and useable Vision, Mission, and Values
  • Establish clear annual goals that guide the team
  • Understand the story of your financials, not just the bottom line of the financials

Want to know more? Check out the following resources.

Blog: Strategy Systems
Podcast: Vision, Mission, and Values
Podcast: What YOU need to know about Business Financials

Send us a message.

We will help you put people at the center of your organization.