PI Worldwide Offers Best Practices To Boost Employee Engagement

WELLESLEY, Mass., Oct. 6, 2015 /PRNewswire/ -- Employee engagement is defined as a psychological state where employees feel committed to an organization and motivated to contribute above and beyond their daily jobs. Bersin's 2015 Global Human Capital Trends report found that engagement is the top talent issue worldwide, and many other studies have found similar results.

Engaged employees tend to be significantly more productive, less likely to leave, and deliver better quality of work, all of which can be directly tied to the bottom line. If you ever ask someone about a time when they were most engaged, many will describe a time when their talents, skills and abilities were maximally engaged and they were at their busiest. When employees see "business as usual" or financial decisions and processes that only benefit the leadership or the company bottom-line, they can become disenfranchised and disengaged very quickly.

PI Worldwide, a company that empowers businesses to truly understand what drives workplace behaviors, recommends the following points to keep in mind when trying to increase engagement:

1. Pay Doesn't Drive Engagement. Surprisingly, many of the things typically thought to have an impact on increasing employee engagement actually don't. For example, pay is one of the most commonly cited yet misunderstood aspects of the employee-employer psychological contract.
2. Stay Positive. Senior leaders and the culture they create have the biggest influence on employee engagement. The belief that they matter, that the future is bright, and that they are a part of something special has to come from the top down throughout an organization.
3. Do a Survey. New analytic tools, social technology, and constant connectivity are giving rise to faster, more technological ways of measuring employee sentiment.
4. Understand Employees are a Valuable Resource.  Companies that do this tend to be market leaders (e.g., Google). They invest in people through rewards, recognition, career development and opportunity.
5. Develop Great Leaders. Employees want leaders who are committed for the long haul and to their own personal and professional growth. A significant predictor of employee longevity is the endurance of the employee's direct manager.

Employees are the ones who spend most of their waking hours building, innovating, interacting with clients, selling products, delivering units, and leading across all aspects of the organization. If they are engaged, they will do all of those things better. Ask yourself, "If your employees aren't dedicated advocates for your brand, then why should your customers be?"

About PI Worldwide
Serving more than 8,000 clients across 142 countries and delivering solutions in 77 languages, PI Worldwide empowers business leaders to truly understand what drives workplace behaviors. With scientific validation and a 60-year proven track record, our proprietary Predictive Index® system functions as the heart of our behavior and skills assessments, people analytics software, and instructor-led management workshops. Business challenges big and small are no match for our unique approach to client education and knowledge transfer, which ensures swift adoption, direct ROI, and high impact on performance metrics. Each year, 2.5 million PI assessments are administered and over 7,000 professionals are trained in our workshops. Visit www.piworldwide.com to learn how our solutions can help you find and select the right talent, reduce employee turnover, develop managers and leaders, and increase employee engagement. 

For more information contact:

Karen Pantinas
Davies Murphy Group, Inc.
[email protected]
781-418-2413

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SOURCE PI Worldwide

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