The ROI and Employee Engagement:

The proliferation of performance data that link high levels of engagement with superior organization performance is irrefutable creating a solid business case for focusing organization resources on improving employee engagement levels. Examples of this emerging data include:

    • The Hay Group reports that highly engaged organizations have 40% lower turnover
    • Towers Watson reports:

– 3 times higher operating income

– 5 times higher income growth rate

      • Gallup reports 4 times higher earnings per share growth rate
      • Research from Aon Hewitt shows organizations with levels of engagement at 65% or greater continue to outperform the total stock market index and posted total shareholder returns 22% higher than average in 2010. On the other hand, companies with low engagement (45% or less) had a total shareholder return that was 28% lower than the average

The ROI and ‘Soft’ Skills:

Gallup found that workers who regularly receive genuine recognition and praise, and who have a positive and optimistic boss, increase their individual productivity; there is also increased engagement among employees; they have better safety records and fewer accidents on the job; they are more likely to stay with the organization longer and receive higher loyalty and satisfaction scores from customers.

Companies that were reported as being better at the ‘Soft’ Skills, consistently showed the following improvements in ‘Hard Results’ over those that were not so good:

      • Productivity higher by 22%
      • Customer satisfaction higher by 38%
      • Profit higher by 27%
      • Retention higher by 22%

The ROI and Happiness:

Happiness raises nearly every key business indicator:

      • 33% higher profitability (Gallup)
      • 43% more productivity (Hay Group)
      • 37% higher sales (Shawn Achor)
      • 300% more innovation (HBR)

And lowers nearly every business liability:

      • 51% lower turnover (Gallup)
      • 50% less safety incidents (Babcock Marine Clyde)
      • 66% decrease in sick leave (Forbes)
      • 125% less burnout (HBR)

The “next big skill”

John Marshall Roberts (CEO of Worldview Learning) shares his vision on the “next big skill” we are to develop in order to survive and flourish in the decades to come.

This “next big skill” is empathy.  Roberts proves to us that empathy is not simply a prerequisite for group hugs and hippie circles. Empathy is a hard skill. A skill that is absolutely necessary in today’s social, political, environmental, and certainly, in business realms.

“Empathy works. Let’s face it. In this world, cynicism is everywhere. The ability to take a truly great idea and make it actually happen requires a community of people with a shared vision, who understand in their bones that their own individual fates are inextricably intertwined.”