Background
Engaged employees are not only more productive but happier, more satisfied, take less sick leave, and are less likely to leave (e.g. Towers Perrin- ISR, 2006).
However, employee engagement can be a complex, individual concept, which includes both a cognitive and an emotional element. Even once an engagement survey has been conducted, it can be difficult to know exactly how to address risk areas and build on strengths.
I specialise in helping organisations work out how to get their people to engage in work, rather than just turn up for work and my work is always based on evidence-based best practice.
Associates
I often work with partners – experts in their respective fields – to help deliver exceptional events which build engagement. I’ve worked with with academics, actors, therapists, statisticians, sleep specialists and nutritionists to provide the very best engagement services possible to clients.
What we do
- Scientifically identify the key drivers of engagement in your organisation using surveys and focus groups.
- Implement coherent and enjoyable strategies to increase employee engagement.
- Discover and strengthen organisational values to allow a stronger culture to emerge.
- Organise innovative workshops and events to build engagement and encourage the development of high performing teams.
- Measure engagement and the predictors of engagement to identify areas for progression