Allegiance Blog

Brace yourself – while arguably the most important part of a successful employee engagement program, acting on the results is where things seem to get tricky for a lot of companies. Response tends to go one of three ways: 1) overwhelmed by the data; 2) defensive of the data; or 3) a sincere desire to respond to the data. However, now that you know what is most relevant to your team, you can tailor your communication and strategic direction accordingly.

How much impact does employee engagement have on a company’s bottom line? More than you think. A recent Gallup study estimated that disengaged employees wasted more than $300 billion in productivity at U.S. firms. The flip side: firms with engaged workforces have 2.6 times the earnings per share growth rate compared to their industry counterparts.

Engaged employees contribute to the bottom line. As their engagement is reflected in their service to customers, they are helping to create more loyal customers. Highly engaged customers buy more products, refer potential customers to a company, stay longer and give more feedback, which, in turn, gives companies the opportunity to address issues and concerns and preserve potentially lost revenue.

For any VOC initiative, it is just as critical to conduct employee surveys as it is to survey customers. Employee engagement drives customer engagement, and without understanding the hearts and minds of your employees, your VOC initiative will be incomplete.

While many business managers see only doom and gloom ahead, some are focusing on a new way to unlock a prosperous future – even in a tough recession. Through the game-changing principle of engagement, companies can learn to use technology and best practices to extract new revenue from their existing customer base.

Many companies have gone through a reduction in force (RIF) recently (i.e. organizations have reduced staffing by nearly 5 millino in the past 7 months!), and are now in the process of dealing with all of the changes forced by the RIF. Here are three tips for reengaging and protecting your talent pool.

This blog post discusses the results of a quantitative survey that Allegiance recently conducted with voice of the employee (VOE) practitioners, including human resource vice presidents, directors and managers, as well as other HR-related titles. It also talks about why, in order for companies to create and maintain a sustainable competitive advantage once they economy rebounds, they not only need to be actively listening to their employees now in real-time to address and resolve any concerns that they have, but also start putting some strategic measures in place to retain their best and brightest employees.