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Measuring Employee Engagement

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Evidence has consistently demonstrated correlations between higher levels of Employee engagement and desirable outcomes such as an enhanced Employee retention, higher customer satisfaction, greater individual and team performance, as well as greater levels of overall organisational productivity and financial performance.

Several case studies shine some light on the practical significance of an engaged workforce. For example, New Century Financial Corporation, a U.S. specialty mortgage banking company, found that account executives in the wholesale division who were actively disengaged produced 28% less revenue than their colleagues who were engaged. Furthermore, those not engaged generated 23% less revenue than their engaged counterparts. Engaged Employees also outperformed the not engaged and actively disengaged Employees in other divisions. New Century Financial Corporation statistics also showed that Employee engagement does not merely correlate with bottom line results, it drives results.

Employee engagement also affects the attitude and outlook of Employees. Engaged Employees believe that they can make a difference in the Organisations they work for. Confidence in the knowledge, skills, and abilities that they and others possess is a powerful predictor of behaviour and subsequent performance.