8 Questions to Build Employee Engagement

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According to research engaged employees deliver 43% more revenue than disengaged. An engaged workforce means happier employees leading to happier customers and increased revenue. Here are 7 key thoughts to help build engagement in your business:

1. Do your top team really understand engagement and build it into their plans?

2. Does your vision speak to the value set of your employees? People love to feel that they are part of a movement or on a mission. So how does your offer link into their purpose? How does it link into doing good? As one graduate once said to me ‘which companies out there could make me a better person’? Are you helping your employees to deliver on their sense of doing good while they are in their job while nurturing them to become better people?

3. Are your people in the right roles that link to their natural interests and capabilities? Square pegs in round holds restrict performance. Round pegs in round holes often over deliver?

4. What do you do that builds a sense of fun and community in your organization or team? How could you do things better and differently

5. Are your leaders and employees empowered to show appreciation for co-workers who have delivered added value? At Zappos for example employees give a small financial gift to people who have delivered them great service during the past month. How is great service acknowledged?

6. How do you bring the sustainability agenda into your business? Does your company have the right balance between commercialization and humanitarianism? Companies who get the balance right enjoy a premium perception eg BMW, Ritz Carlton …

7. Do you effectively re-motivate or remove employees who bring the organization down and promote those who bring it up?

8. What behaviours and situations in your organization inhibit engagement and what could promote it?

At Chris Cooper we specialize in elevating businesses through ‘engagement’. Do contact us if we can help – [email protected]


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‘I am more than pleased to share my experience of the TEP programme. For me it has been an invaluable part of my own learning and development for several reasons. The books that we have studied have always resonated with the place that I have been at that time. To study a book with a group of like minded individuals, all professional and all keen to develop themselves and others has made me read with a depth that I would normally not use. The result being a richness of understanding that I can apply and want to apply, into my business immediately The guests that you have invited to to talk about their journeys have left their own gift with me – one of them being a depth and breadth of stories to illustrate points on my own programmes. And finally, for me the sense of not being alone, in my loft, in pursuit of my own personal success, but being able to feedback and to celebrate successes together. This is a fantastic community to belong and a commitment to my own personal success and to that of others. Thank you Chris for having and holding the vision’ Carroll Macey, Managing Director CM2C Change Management Consultancy (Nottinghamshire) http://www.cm2c.com. Former Head of Learning and Development at Siemens

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