{"id":2762,"date":"2012-09-17T05:31:33","date_gmt":"2012-09-17T11:31:33","guid":{"rendered":"http:\/\/corevalues.com\/?p=2762"},"modified":"2012-09-17T05:31:33","modified_gmt":"2012-09-17T11:31:33","slug":"a-study-of-ten-key-factors-that-contribute-to-employee-engagement","status":"publish","type":"post","link":"https:\/\/corevalues.com\/dev\/2012\/09\/17\/a-study-of-ten-key-factors-that-contribute-to-employee-engagement\/","title":{"rendered":"A Study of Ten Key Factors That Contribute To Employee Engagement"},"content":{"rendered":"
\n

\"\"<\/a>What are the keys to employee engagement? What drives employees to come to work on a Monday morning charged up and ready to go? A recent compilation of data received\u00a0from 281 companies and over 970,500 employees points to 10 key factors that contribute to employee engagement.<\/p>\n

The survey was conducted by Peter Barron Stark.\u00a0\u00a0Companies with the most engaged employees have ten specific differentiators that set them apart.<\/p>\n

The following Ten Keys to Workplace Excellence originate from themes that Stark and his team noticed when reviewing statements that had the largest discrepancies in favorable responses between the Best-of-the-Best Benchmark and the Overall Benchmark. Below each of the 10 Keys is the largest differentiating statement within that particular theme.<\/p>\n

The 10 Keys to Workplace Excellence<\/strong><\/p>\n

    \n
  1. A Compelling, Positive Vision with Clear Goals
    \nStatement: \u201cI am clear on the company\u2019s goals and future direction.\u201d
    \nBest-of-the-Best Benchmark: 92.2% favorable
    \nOverall Benchmark: 76.7% favorable
    \nBest-of-the-Best exceed Overall by: 15.4<\/li>\n
  2. Communication
    \nStatement: \u201cI feel\/management at my company communicates opening and honestly with employees.\u201d
    \nBest-of-the-Best Benchmark: 82.0% favorable
    \nOverall Benchmark: 60.1% favorable
    \nBest-of-the-Best exceed Overall by: 21.8<\/li>\n
  3. Hiring the Right People
    \nStatement: \u201cI feel my company hires the best\/most qualified candidates possible.\u201d
    \nBest-of-the-Best Benchmark: 81.3% favorable
    \nOverall Benchmark: 61.1% favorable
    \nBest-of-the-Best exceed Overall by: 20.2<\/li>\n
  4. Teamwork
    \nStatement: \u201cIn my opinion, the departments at my company cooperate well together.\u201d
    \nBest-of-the-Best Benchmark: 83.2% favorable
    \nOverall Benchmark: 65.4% favorable
    \nBest-of-the-Best exceed Overall by: 17.8<\/li>\n
  5. Continuous Improvement and Innovation
    \nStatement: \u201cI am encouraged to take the initiative to improve the quality in my area.\u201d
    \nBest-of-the-Best Benchmark: 93.0% favorable
    \nOverall Benchmark: 70.5% favorable
    \nBest-of-the-Best exceed Overall by: 22.5<\/li>\n
  6. Recognizing and Rewarding Performance
    \nStatement: \u201cI feel my company appropriately rewards the highest achievers.\u201d
    \nBest-of-the-Best Benchmark: 74.8% favorable
    \nOverall Benchmark: 57.0% favorable
    \nBest-of-the-Best exceed Overall by: 17.8<\/li>\n
  7. Accountability
    \nStatement: \u201cJob responsibilities at my Company are clearly defined.\u201d
    \nBest-of-the-Best Benchmark: 88.5% favorable
    \nOverall Benchmark: 74.4% favorable
    \nBest-of-the-Best exceed the Overall by: 14.0<\/li>\n
  8. Continuous Learning and Growth
    \nStatement: \u201cMy company places a high value on training and educating employees.\u201d
    \nBest-of-the-Best Benchmark: 87.7% favorable
    \nOverall Benchmark: 70.3% favorable
    \nBest-of-the-Best exceed Overall by: 17.4<\/li>\n
  9. Problem Solving
    \nStatement: \u201cWhen conflict arises at my company, it is resolved in a timely manner.\u201d
    \nBest-of-the-Best Benchmark: 79.9% favorable
    \nOverall Benchmark: 67.7% favorable
    \nBest-of-the-Best exceed Overall by: 12.3<\/li>\n
  10. Customer Service
    \nStatement: \u201cPeople at my company feel free to communicate up the ladder to get answers to customers\u2019 requests.\u201d
    \nBest-of-the-Best Benchmark: 87.6% favorable
    \nOverall Benchmark: 74.4% favorable
    \nBest-of-the-Best exceed Overall by: 13.1<\/li>\n<\/ol>\n

    We certainly concurr with all these results. We found in our 2012 Survey of 2835\u00a0Global HR Executives <\/a>that trust and communication were serious pain points. \u00a0<\/p>\n

    Copyright TIGERS Success Series by Dianne Crampton<\/p>\n

    Image by iStock<\/p>\n

    \"\"<\/a>About Dianne Crampton<\/strong><\/p>\n

    Dianne Crampton helps committed leaders build cooperative work environments and teams of committed and engaged employees.<\/p>\n

    She accomplishes this using her proprietary TIGERS\u00ae team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. TIGERS\u00ae serves merging organizations, organizations undergoing culture change and founding leadership teams with the commitment to be recognized as one of the best companies to work for.<\/p>\n

    Dianne also licenses and certifies organizational development specialists, corporate trainers, coaches and independent consultants in the use of TIGERS\u00ae catalytic resources to improve work culture and team dynamics. One of these tools earned a nomination by Merrill Lynch for Inc. Magazine\u2019s Entrepreneur of the Year Awards.<\/p>\n

    A thought leader in the team culture movement, Dianne Crampton holds international trademarks and copyrights and is a published author, speaker and Founder of TIGERS Success Series, Inc.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

    What are the keys to employee engagement? What drives employees to come to work on a Monday morning charged up and ready to go? A recent compilation of data received\u00a0from 281 companies and over 970,500 employees points to 10 key factors that contribute to employee engagement. The survey was conducted by Peter Barron Stark.\u00a0\u00a0Companies with […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","footnotes":""},"categories":[286,330,312,95,264,265,269,276,266,297,261,480,263],"tags":[242,479,452],"class_list":["post-2762","post","type-post","status-publish","format-standard","hentry","category-accountability","category-best-places-to-work","category-business-ethics","category-communication","category-employee-engagement","category-employee-motivation","category-group-maintenance-skills","category-happiness","category-leadership","category-polls","category-team-building","category-team-work","category-work-enviornoment","tag-employee-engagement","tag-polls-2","tag-work-environment-2"],"_links":{"self":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/2762","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/comments?post=2762"}],"version-history":[{"count":0,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/2762\/revisions"}],"wp:attachment":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/media?parent=2762"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/categories?post=2762"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/tags?post=2762"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}