Employee Engagement

Research has shown that employee engagement is key to organisational performance. A CIPD report in 2010 has repeatedly demonstrated the links between the way people are managed, employee attitudes and business performance. Yet their rigorous survey of UK business shows that fewer than half of UK managers are themselves engaged, hitting an all-time low in 2009. This must surely be a factor in the associated finding that only around three in ten non-managers were found to be engaged. The implications for organisations are frightening!

The Institute of Employment Studies found that employee engagement is enhanced by various factors including some which are directly addressed by having access to on-demand coaching:

feeling enabled to perform well
having opportunities to develop the job
feeling the organisation is concerned for employees’ health and well-being.

Coaching is a highly effective way of enabling your managers to take ownership of their work and the influence they generate. This in turn promotes a greater sense of responsibility and engagement in managers themselves as they gain a fuller appreciation of the difference they can make.

With Coaching on Call, as your managers become increasingly engaged, they in turn positively influence the people they work with. They feel clear, they feel listened to and they feel supported. And so a positive cycle of engagement starts to emerge, characterised by better working relations and attitudes. The level of discretionary contribution is raised as people become more willing to go that extra mile for the manager, for the organisation.