Human Resources
The Engagement Outliers

The Engagement Outliers


How to Achieve Big Improvements in Employee Engagement

Companies with average to low employee engagement have a large percentage of employees who are disengaged for a variety of reasons, such as deteriorating perceptions about organizational reputation, leadership, communication and enabling processes. Average or low engagement levels provide significant negative inertia and present long-term business risk. It’s time to rebound in a big way—but the fact is, large improvements in engagement are uncommon. Despite this, some companies are able to achieve large gains in employee engagement in a short period of time, and others that are already achieving top quartile employee engagement levels are somehow still improving. These two types of organizations improve employee engagement against the odds. These are Engagement Outliers.

In this white paper, we look at two types of Engagement Outliers: Most Improved Players—companies that started out in the bottom quartile of engagement and were able to improve their score by 14 percentage points or more in two years or less; and Best Getting Better—companies with top quartile engagement levels that still have incremental improvements each year. We look at what engagement drivers these companies are focused on and work to answer the question, what exactly are these companies doing differently than the rest? Finally, we highlight six guiding principles that leaders and managers can use to get on the path toward becoming an Engagement Outlier.

Download The Engagement Outliers