“Companies with highly engaged workforces outperform their peers by 147% in earnings per share.” -Gallup

At Invista Performance Solutions we hear first-hand concerns from organizations regarding employee performance. These aren’t always crystal clear performance needs or inquiries, but often a general sense that things could be working better and a desire to significantly improve them. The question arises of how to increase human capital performance when otherwise there’s nothing broken, so to speak.  Gallup research indicates that only about one-third of the employees in the United States are engaged. Those employees who enjoy their jobs and contribute more than just 9-5 quality work, actively look for opportunities to improve themselves and processes in their organization. On the other end of the spectrum, approximately 16% are dis-engaged and negatively impact productivity. The remaining employees simply do their work and leave, just doing what’s expected of them and no less or no more.

Gallup has identified 12 elements in performance management practices that increase the outcomes of individuals and therefore, the entire organization. Listen to Dr. Jim Harter describe the correlation between the questions Gallup used to conduct this survey and the practical impact they have in the video below.

The twelve questions are:

  1. Do you know what is expected of you at work?
  2. Do you have the materials and equipment to do your work right?
  3. At work, do you have the opportunity to do what you do best every day?
  4. In the last seven days, have you received recognition or praise for doing good work?
  5. Does your supervisor, or someone at work, seem to care about you as a person?
  6. Is there someone at work who encourages your development?
  7. At work, do your opinions seem to count?
  8. Does the mission/purpose of your company make you feel your job is important?
  9. Are your associates (fellow employees) committed to doing quality work?
  10. Do you have a best friend at work?
  11. In the last six months, has someone at work talked to you about your progress?
  12. In the last year, have you had opportunities to learn and grow?



Now let’s hear about those benefits. MIT Sloan Management Review dives deeply in their article titled, “Measuring the Benefits of Employee Engagement.

Look at their Employee Engagement Scorecard and see what areas your organization exceeds or needs active engagement. Contact us today and find out how we can help you reach your goals and increase employee engagement in your organization.

Pansari, V. K. (n.d.). Measuring the Benefits of Employee Engagement. Retrieved January 25, 2018, from https://sloanreview.mit.edu/article/measuring-the-benefits-of-employee-engagement/