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    ROI of Engaged Vs Non-Engaged Teams

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    Zaid Al-rakhes
    The document discusses a case study of a digital agency that found a strong correlation between employee engagement levels and teams hitting their performance targets, with teams over 70% engagement consistently exceeding targets by 4% and teams under 70% at higher risk of missing targets. The agency took actions like coaching managers to improve engagement for low-performing teams. The document also outlines research finding that higher employee engagement leads to improved outcomes like 22% higher profitability and 10% better customer ratings.

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    © All Rights Reserved
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    ROI of Engaged Vs Non-Engaged Teams

    Uploaded by

    Zaid Al-rakhes
    47 views4 pages
    The document discusses a case study of a digital agency that found a strong correlation between employee engagement levels and teams hitting their performance targets, with teams over 70% engagement consistently exceeding targets by 4% and teams under 70% at higher risk of missing targets. The agency took actions like coaching managers to improve engagement for low-performing teams. The document also outlines research finding that higher employee engagement leads to improved outcomes like 22% higher profitability and 10% better customer ratings.

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    3. ROI of Engaged vs Non-Engaged Teams

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    The document discusses a case study of a digital agency that found a strong correlation between employee engagement levels and teams hitting their performance targets, with teams over 70% engagement consistently exceeding targets by 4% and teams under 70% at higher risk of missing targets. The agency took actions like coaching managers to improve engagement for low-performing teams. The document also outlines research finding that higher employee engagement leads to improved outcomes like 22% higher profitability and 10% better customer ratings.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    47 views4 pages

    ROI of Engaged Vs Non-Engaged Teams

    Uploaded by

    Zaid Al-rakhes
    The document discusses a case study of a digital agency that found a strong correlation between employee engagement levels and teams hitting their performance targets, with teams over 70% engagement consistently exceeding targets by 4% and teams under 70% at higher risk of missing targets. The agency took actions like coaching managers to improve engagement for low-performing teams. The document also outlines research finding that higher employee engagement leads to improved outcomes like 22% higher profitability and 10% better customer ratings.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 4

    The ROI of Engaged Vs Non-Engaged

    Teams: A Case Study


    Jorn Vanysacker
    VP Marketing at IntuoI'm a strong believer in "VISION" as a base for innovation and future
    exploration. My entrepreneurial spirit drives my passion in creating great concepts and brands
    that are aligned with a shared vision, every step of the way
    Every two to four years Gallup conducts a research that pools multiple studies - aka “The
    Mother of All Research”. This assessment confirmed the well-established connection between
    employee engagement and performance outcome*. We recently celebrated the one-year
    customer anniversary (“Intuoversary” - patent pending) with one of our clients. As a gift, they
    shared their analysis of their team engagement in comparison with team target effectiveness with
    us.

    The Use Case

    Alright, let’s not keep you on the edge of your seat! Ready? Here we go:

    Meet one of our many sweet customers - we’ll call them Company Awesome for the sake of this
    use case. Company Awesome is a digital agency, founded in 2013, with a turnover of €3.6
    million, an annual employee growth rate of 219% and it currently employs 53 awesome
    (obviously!) individuals. Company Awesome consists out of 11 teams, of which 9 have clear
    billable targets. The engagement data (in the infographic below) of these 9 teams allows us to
    have a representative look into the impact of the team engagement levels on performance,
    and whether these teams manage to hit their targets.

    The engagement levels of the teams of Company Awesome were established through INTUO’s
    engagement tool, in which the tool pulses 5 anonymous engagement questions to all employees.
    The Results
    The infographic clearly indicates that all billables are on average 90% linked with employee
    engagement. One the one hand, when the team’s engagement is over 70%, it is likely to exceed
    its target by 4%. On the other hand, once the engagement levels drop under 70%, the risk of not
    hitting its targets increases. These results are no coincidence, and it was apparent to the
    management team of Company Awesome that focusing on increasing team engagement had to
    be an absolute priority.

    The Actions Taken

    Our engagement data did not only help them in analyzing their performance levels, but also
    allowed Company Awesome to assess the situation and make decisions based on low/high
    engagement levels. In the case of some of the low engaged teams, they were able to identify
    leadership as a main source of disengagement, and took relevant measures of coaching managers
    or even changing leadership.

    How Engagement Can Make or Break Your Growth (or Even A Company)

    Before you start thinking “Oh well, I’m in carpeting. I am no digital agency”. The effects of
    engagement are not industry-biased. It is found that the strong correlations between
    engagement and performance are highly consistent across different organizations from diverse
    industries and regions of the world.

    As aforementioned, Gallup found that - besides hitting targets - there are a total of nine
    performance outcomes that are affected by good or bad employee engagement levels:

    1. Customer ratings
    2. Profitability
    3. Productivity
    4. Turnover (for high turnover and low turnover organizations)
    5. Safety Incidents
    6. Shrinkage (theft)
    7. Absenteeism
    8. Patient safety incidents
    9. Quality (defects)
    The disparity between the top and bottom quartile in employee engagement is fascinating, as top
    outperform bottom quartile work units with 22% in profitability, and 10% on customer ratings.
    The top quartile work units have lower safety incidents (48%), quality defects (41%),
    absenteeism (37%) and employee turnover.

    I believe the research and our case study speak for itself. Employee engagement has a great
    impact on any business, in any industry - ignoring it is no longer an option in these rapidly
    changing markets. Measuring team engagement and taking the appropriate actions are crucial
    steps in growing any company. It’s quite simple really: Be passionate about maximizing your
    company’s engagement and you’ll reap the benefits on so many levels. Happy employees sell
    better, give better customer support, and care more about the company values. Happy
    employees don’t want to go looking for another job, and want to help their colleagues
    succeed.
    1. What do understand employee engagement and team performance outcome?
    2. What type performance outcomes are affected by good or bad employee
    engagement levels of a company? Point out.
    3. “Employee engagement has a great impact on any business”. Discuss in detail with
    some suitable examples.
    4. Who are happy employees? How happy employees can help in building high
    performance teams?

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