Employee Engagement: A Powerful Team Building Activity
In our upcoming Webinar for HR.Com we will be talking about how to boost employee engagement the TIGERS Way by first using the TIGERS 360 Team Behavior Survey and then catalyzing employee suggestions for improving trust, interdependence, genuineness, empathy, risk and success in the workplace. It comes under the heading Talent Management and we will be demonstrating a powerful team building activity.
Here is a sneak peak at some of the data from our research.
- 75% of people voluntarily leaving jobs don’t quit their jobs; they quit their bosses.
- 90% of leaders think an engagement strategy positively impacts business success, but only 25% have a strategy.
- Only 40% of the workforce knew about their company’s goals, strategies and tactics.
- Companies with engages employees earn 2.5x more revenue vs their competitors with low engagement levels.
We know how powerful the TIGERS Team Wheel Team Building Exercise is for catalyzing employee engagement. The key is to get the leadership team on board first to develop a strategy for rolling out the plan prior to engaging employees.
The first bullet point above (75% of people voluntarily leaving jobs don’t quit their jobs; they quit their bosses. This is something one of our TIGERS Licensed Consultants is tracking now.
The consultant surveyed a company under the direction of the company’s Board of Directors and discovered that the problem for low trust, genuineness, and risk was a management issue. The CEO of the company was hired to build and maintain a system for this rapidly growing start up. Once the system was built, he discouraged comments or suggestions on how to make the system better and to build cooperation between departments. However, the company values promoted open dialogue, being trustworthy, etc. and what was being experienced by employees was a disconnect between the values of the company and culture behavior. People were shutting down.
Unwilling to budge on the status quo, the CEO was replaced by a new CEO and the company transformation in one year is remarkable. Pam has run the comparison survey for the company and not only do we see improvements in trust and other TIGERS principles, which reflect the improved level of engagement, the company is also showing improvements in both cost savings (employee driven actions that are saving the company money) and productivity.
Of course, the board is really pleased with what is transpiring. This company is off to a roar this year.
Here are a few info graphics provided to us by blog.surveyanalytics.com.
Copyright TIGERS Success Series by Dianne Crampton
TIGERS is a researched-based group development model that helps leaders build teams of employees who love coming to work on Monday morning. TIGERS is based on six principles that build high performance teams. These principles are trust, interdependence, genuineness, empathy, risk and success.
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