Can we, as a group, define a worksheet to estimate ROI for organizations considering EE?
I am actively prospecting for clients and have developed a first draft of a worksheet for clients to estimate ROI for Employee Engagement improvement programs. Research has validated the hard dollar benefits that can be attained by improving engagement. The data seems to be available ---so how can we make it real for organizations that may be considering engagement activities? Please take a moment and reveiw the attachment and offer your insight---even if it is only for one metric. Does the worksheet include the most relevant metrics? Are there metrics that you would include that are not featured? Would you eliminate a metric? Are there calculations that you might suggest to provide more accurate data? It would be great if the employee engagement network could define an "endorsed" process for estimating ROI. Your thoughts???
- Attachments:
-
-
1 ROI Calculator.xls, 19 KB
-
Replies to This Discussion
-
Permalink Reply by David Zinger on -
Peter:
I have just glanced at this document and appreciate the work you did and the invitation to engage in dialogue and development around this. It is too late for tomorrow's newsletter on the network but I will post something about this for next Thursday. I would love to see our discussion and work grow around the financial benefits of employee engagement.
David
-
Permalink Reply by Pete Sitter on
-
That would be fantastic David. It seems like we as a group have alot of brain power and experience. If we can tap into that resource to define a tool like this ---it could bring credibility to the process.
-
Permalink Reply by Ben Simonton on -
Pete,
I am interested in the research showing the hard dollar benefits of improving engagement. Please point me to same.
I would also be interested in knowing how investigators came to the conclusion that employees were fully engaged. My own experience in managing people indicated that the per person productivity gain is north of 300%.
Best regards, Ben
http://www.bensimonton.com/articles.html
-
-
One of the best resources I have found is the book "Closing the Engagement Gap" by Julie Gebauer and Don Lowman of Towers Perrin. The book details TP's 4year study on the topic. Additionally Quantum Workplace has produced similar work as has Gallup. Watson Wyatt also has data in their 2008/2009 Work USA report. I have added a document that sumarizes some of the results. Let me know if this is what you are looking for.
- Attachments:
-
Permalink Reply by Ben Simonton on
-
Thanks, Pete. I appreciate the pointers.
Best regards, Ben
-
Permalink Reply by Tim Wright on -
Pete -
I salute your efforts. A tool that easily translates and evidences ROI of EE strategies and efforts deserves kudos and commendations!
I have entered two comments...within the spreadsheet and am attaching that changed version.
Tim - Attachments:
-
-
Copy of 1ROICalculator.xls, 20 KB
-
-
-
Thanks Tim,
I will reveiw later this evening ---I appreciate your input very much. Pete.
About
Latest Activity
Does employees’ satisfaction with workplace diversity positively impact employees’ overall satisfaction with their jobs?
The attached research gives us some insight into this topic. I look forward to your comments.
All the best,
Kevin Sheridan
As a consultant, I often have the privilege of acting as my client’s right hand or lending a listening ear for what’s going on in their business. I am not a certified coach, but years of being a performance improvement specialist has taught me much…
Appreciate the question--but what if you consider that there is more than one type of "true" engagement, and that different types of engagement may involve more or less spiritual, intellectual or participatory involvement?
Create and support one language for your employees by clearly communicating the mission, values, and team agreements of your organization.
Say hello and ask them how their day is going.
Men get engaged when you acknowledge what they do, and women become engaged when you acknowledge who they are.
Yonica:
I appreciated the statement: "an invisible grandfather clause." Staying power and growth not just sticking around because of the pension. Well said.
David
Finding a candidate with some staying power is such an awesome thing. There are a lot of candidates out there who are willing to stick with a good employer, and there are others who are just looking to build their resume.
Though you may find candid…
Groups
-
Manager Tools for Employ…
195 members
-
Employee Engagement Writ…
80 members
-
Research on EE
80 members
-
Employee Recognition
75 members
-
Engaging Books
72 members
-
Social media in the work…
63 members
-
Engaging Quotations
54 members
-
UK
50 members
-
Canada
49 members
-
Personal Engagement
33 members
Engage Today. Join the growing employee engagement network.
© 2009 Created by David Zinger on Ning. Create a Ning Network!
