Comments on: The Science of Employee Engagement http://www.michaelleestallard.com/the-science-of-employee-engagement Insights on Leadership and Employee Engagement Mon, 19 Dec 2011 19:28:13 -0800 http://wordpress.org/?v=2.8.4 hourly 1 By: The Leadership Development Carnival – Anniversary Edition is up! « TalentedApps http://www.michaelleestallard.com/the-science-of-employee-engagement/comment-page-1#comment-155325 The Leadership Development Carnival – Anniversary Edition is up! « TalentedApps Wed, 07 Apr 2010 18:45:33 +0000 http://www.michaelleestallard.com/?p=2208#comment-155325 [...] Michael Lee Stallard’s The Science of Employee Engagement. [...] [...] Michael Lee Stallard’s The Science of Employee Engagement. [...]

]]> By: Leadership Development Carnival – Anniversary Edition — hr bartender http://www.michaelleestallard.com/the-science-of-employee-engagement/comment-page-1#comment-154571 Leadership Development Carnival – Anniversary Edition — hr bartender Sun, 04 Apr 2010 08:05:50 +0000 http://www.michaelleestallard.com/?p=2208#comment-154571 [...] Michael Lee Stallard at E Pluribus Partners explains that task excellence along isn’t enough.  The answer lies in The Science of Employee Engagement. [...] [...] Michael Lee Stallard at E Pluribus Partners explains that task excellence along isn’t enough.  The answer lies in The Science of Employee Engagement. [...]

]]> By: Michael Lee Stallard http://www.michaelleestallard.com/the-science-of-employee-engagement/comment-page-1#comment-153321 Michael Lee Stallard Sun, 28 Mar 2010 19:20:22 +0000 http://www.michaelleestallard.com/?p=2208#comment-153321 Bret, Sorry it slipped my mind to get back on another study regarding employee engagement and productivity/financial performance. The second study was Towers-Watson's WorkUSA Report. It found that employees with high engagement work at companies that produce 26 percent higher revenue, 13 percent higher total returns to shareholders over five years and a 50 percent higher stock market premium. You can download the report at this link: http://www.watsonwyatt.com/research/resrender.asp?id=2008-US-0232&page=1 Bret,

Sorry it slipped my mind to get back on another study regarding employee engagement and productivity/financial performance. The second study was Towers-Watson’s WorkUSA Report. It found that employees with high engagement work at companies that produce 26 percent higher revenue, 13 percent higher total returns to shareholders over five years and a 50 percent higher stock market premium. You can download the report at this link: http://www.watsonwyatt.com/research/resrender.asp?id=2008-US-0232&page=1

]]> By: Michael Lee Stallard http://www.michaelleestallard.com/the-science-of-employee-engagement/comment-page-1#comment-147886 Michael Lee Stallard Mon, 08 Feb 2010 20:01:16 +0000 http://www.michaelleestallard.com/?p=2208#comment-147886 Martha, Thanks for your post. It's easy to slip into that task rhythm isn't it? I do all the time and have to be intentional about slowing down and focusing on an individual or group of individuals when its important to connect with them. No one is perfect and that's why it helps to let everyone on our team know we are trying to achieve task excellence and a connection culture so they can remind us when we are not acting in a way that's consistent with our aspirations. We all need that honest feedback. Bret, thanks for your question. The source I used was the Corporate Leadership Council (part of the Corporate Executive Board). The study is entitled "Driving performance and retention through employee engagement." (2004). Washington, DC. The CLC and CEB are comprised of industry participants who design and review the research methods of the CLC and CEB so it's very sound even though it isn't submitted to a peer reviewed publication. There is another study that shows a productivity improvement in the high 20% area. I'll get the citation and post it here later this week. I also wrote a related post at this link: http://www.michaelleestallard.com/employee-engagement-assessing-the-evidence Michael Martha, Thanks for your post. It’s easy to slip into that task rhythm isn’t it? I do all the time and have to be intentional about slowing down and focusing on an individual or group of individuals when its important to connect with them. No one is perfect and that’s why it helps to let everyone on our team know we are trying to achieve task excellence and a connection culture so they can remind us when we are not acting in a way that’s consistent with our aspirations. We all need that honest feedback.

Bret, thanks for your question. The source I used was the Corporate Leadership Council (part of the Corporate Executive Board). The study is entitled “Driving performance and retention through employee engagement.” (2004). Washington, DC. The CLC and CEB are comprised of industry participants who design and review the research methods of the CLC and CEB so it’s very sound even though it isn’t submitted to a peer reviewed publication. There is another study that shows a productivity improvement in the high 20% area. I’ll get the citation and post it here later this week. I also wrote a related post at this link: http://www.michaelleestallard.com/employee-engagement-assessing-the-evidence

Michael

]]> By: Bret Simmons http://www.michaelleestallard.com/the-science-of-employee-engagement/comment-page-1#comment-147882 Bret Simmons Mon, 08 Feb 2010 19:04:40 +0000 http://www.michaelleestallard.com/?p=2208#comment-147882 Michael, can you give me the citation for the peer-reviewed studies that support your claims? I am especially interested in the one that shows employees that are engaged are 20% more productive than the average employee. I am unaware of such a peer-reviewed study, so I am very curious how they measured both engagement and productivity. Michael, can you give me the citation for the peer-reviewed studies that support your claims? I am especially interested in the one that shows employees that are engaged are 20% more productive than the average employee. I am unaware of such a peer-reviewed study, so I am very curious how they measured both engagement and productivity.

]]> By: Martha Dorris http://www.michaelleestallard.com/the-science-of-employee-engagement/comment-page-1#comment-147868 Martha Dorris Mon, 08 Feb 2010 15:36:14 +0000 http://www.michaelleestallard.com/?p=2208#comment-147868 I am a huge believer in the benefits of creating an environment where employees feel valued and engaged. It really takes thinking about it everyday since it's so easy to get caught up in the "task" mentality especially when you are under pressure from above. I have to admit that while a believer I am not perfect at it but my goal is to keep working on it. I would love for GSA to be have the most engaged and connected workforce in the government. I am a huge believer in the benefits of creating an environment where employees feel valued and engaged. It really takes thinking about it everyday since it’s so easy to get caught up in the “task” mentality especially when you are under pressure from above. I have to admit that while a believer I am not perfect at it but my goal is to keep working on it. I would love for GSA to be have the most engaged and connected workforce in the government.

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