TAG Consulting

Employee Engagement: How Are You Doing?


October 31, 2017

In our multiyear study of organizations, we found that those with the strongest and best cultures could be counted upon for operational stability and integrity. They were extraordinarily well-managed enterprises. And they had highly engaged employees, who have a God-designed desire to contribute, to belong, and to make a difference.

We have found that organizations with high levels of employee engagement typically have these four characteristics:

1. Team members consider themselves to be empowered.

2. There is a culture of collegiality.

3. Management attracts top talent and rewards them accordingly.

4. Team members are fully engaged in their work and in the mission of their organization.

It really is as simple as that. Employee engagement is not dependent on industry, amenities, bells and whistles, geographic location, or the link. Empowerment, collegiality, talent recognition and reward, and personal connection to the mission of the organization. Have those four elements in place and you will have highly motivated and engaged employees.

How does your organization do with that checklist?

4 Keys To A Trustworthy Organizational Culture


April 23, 2017

We live in a society characterized by distrust.

Trust with the political process is at an all time low. Occupations once considered trustworthy – such as the law and the ministry – rank low on trust indices. And a recent poll found that only seven percent of employees strongly agree that they trust their senior managers to look out for their best interests.

Even worse, only seven percent agree that they trust their coworkers to do so!

The reality is that we live in a world that is saturated with distrust and your employees or volunteers bring this distrust in the doors with them every day.

 

But there is hope. The same poll found that 58% of employees who had strong trust in their management were ‘completely satisfied’ with their jobs and 63% would consider spending the rest of their careers with their organizations.

It’s indisputable – there is a direct link between trust in leadership and employee engagement and retention.

It gets even more game-changing. Employee engagement is one of the hallmarks of a thriving organizational culture – the kind of culture where people experience the fulfillment of their innate desire to belong, to contribute, and to make a difference.

As we show in the research for our book The Secret Sauce: Creating a Winning Culture, employees who work for an organization defined by trust feel valued, work harder, experience greater satisfaction, and do not think about leaving for somewhere else. They belong, contribute, and make a difference.

An annual survey of “Best Places To Work In America’ found that the most appealing workplaces were distinguished by high levels of trust, cooperation, and commitment and did better than their peers and competitors in these ways:

  • They have stronger long-term financial performance
  • They experience lower turnover
  • They receive more job applications
  • They are more diverse in their employee/volunteer base

Inspired by these workplaces and others which we visited and chronicled in our book, we discovered four components which go into creating trustworthy leadership:

  1. Dependability
  2. Communication
  3. Learning
  4. Integrity

Find an hour of quiet ‘on the balcony’ time. Work carefully and thoughtfully through that list of four. Define them for yourself. And then take an honest look at your organization and rate yourself on a scale of 1-5 for each measure. Where can you celebrate? Where can you initiate enhancement efforts?

The One Thing Every Winning Organization Must Have


January 30, 2017

Our online employee survey, The Engagement Dashboard (TED) has collected data from hundreds of companies and thousands of employees to reveal what it takes to unlock a healthy organizational culture, with productivity, engaged employees, and the hidden talents and capabilities of its people.

TED reveals a host of dimensions that go into making a great organization, but one stands out as the only dimension in the entire survey that requires only one sentence to sum it up – Dependability.

 

Here’s the sentence:

Management can be counted upon to come through when needed.

It is nearly impossible to overstate the importance of this metric.

People will put up with almost any “what” if they get the “why”  – the knowledge that we are engaged in something great and life-altering and useful and good and we can count on our leaders.

The single question – ‘Can I count on my leaders?’ – was the only other question to correlate to every other question in TED. Dependability is nearly everything.

Dependability is all about the leader. The leader must provide the support needed and then get out of the way. The leader matter less than the cause.

Can you as a leader be counted upon to come through for people no matter what? Will you get your hands dirty, will you walk out the talk of your shared values, will you incarnate the organizational code, will you risk losing yourself to disrupt the status quo?

Can YOU be depended upon to come through when needed? And, if you are just beginning your career of leadership, are you putting into place the conditions and habits which will develop the kind of character where you will be depended upon at the end of the day?

Are you dependable? And is your organization?

To find out more about TED, click here.

Employee Engagement: A Checklist


November 7, 2016

 

checklist-41335_960_720

In our multiyear study of organizations, we found that those with the strongest and best cultures could be counted upon for operational stability and integrity. They were extraordinarily well-managed enterprises. And they had highly engaged employees, who have a God-designed desire to contribute, to belong, and to make a difference.

We have found that organizations with high levels of employee engagement typically have these four characteristics:

  1. Team members consider themselves to be empowered.
  2. There is a culture of collegiality.
  3. Management attracts top talent and rewards them accordingly.
  4. Team members are fully engaged in their work and in the mission of their organization.

It really is as simple as that. Employee engagement is not dependent on industry, amenities, bells and whistles, geographic location, or the link. Empowerment, collegiality, talent recognition and reward, and personal connection to the mission of the organization. Have those four elements in place and you will have highly motivated and engaged employees.

How does your organization do with that checklist?

The 4 Keys To Employee Engagement


October 31, 2016

We live in a society characterized by distrust.

Trust with the political process is at an all time low. Occupations once considered trustworthy – such as the law and the ministry – rank low on trust indices. And a recent poll found that only seven percent of employees strongly agree that they trust their senior managers to look out for their best interests.

Even worse, only seven percent agree that they trust their coworkers to do so!

The reality is that we live in a world that is saturated with distrust and your employees or volunteers bring this distrust in the doors with them every day.

trust brown

But there is hope. The same poll found that 58% of employees who had strong trust in their management were ‘completely satisfied’ with their jobs and 63% would consider spending the rest of their careers with their organizations.

It’s indisputable – there is a direct link between trust in leadership and employee engagement and retention.

As we show in the research for our book The Secret Sauce: Creating a Winning Culture, employees who work for an organization defined by trust feel valued, work harder, experience greater satisfaction, and do not think about leaving for somewhere else. They belong, contribute, and make a difference.

An annual survey of “Best Places To Work In America’ found that the most appealing workplaces were distinguished by high levels of trust, cooperation, and commitment and did better than their peers and competitors in these ways:

  • They have stronger long-term financial performance
  • They experience lower turnover
  • They receive more job applications
  • They are more diverse in their employee/volunteer base

Inspired by these workplaces and others which we visited and chronicled in our book, we discovered four components which go into creating trustworthy leadership:

  1. Dependability
  2. Communication
  3. Learning
  4. Integrity

Find an hour of quiet ‘on the balcony’ time. Work carefully and thoughtfully through that list of four. Define them for yourself. And then take an honest look at your organization and rate yourself on a scale of 1-5 for each measure. Where can you celebrate? Where can you initiate enhancement efforts?

Are You Dependable?


October 11, 2016

mountain-climb-link

Our research and experience reveals that there are four components that go into the trustworthy leadership which is an inevitable predictor of employee engagement:

  1. Dependability
  2. Communication
  3. Learning
  4. Integrity

Let’s look at the first component –  Dependability.

A person or organization is dependable if it can be relied upon to act in certain ways. If I do what I promise, over and over, you will view me as trustworthy and dependable. Same thing for an organization.

Dependable organizations say what they mean and mean what they say. They can be relied upon when the chips are down. In situations where lesser organizations might succumb to pressure and break their word, dependable organizations keep the faith even when the short term price feels too high. As a result, people like doing business with and working for dependable organizations.

We’ve found three characteristics of dependable organizations.

  1. They make and keep promises. This is the social and leadership contract that makes organizations of all kinds – business, governments, churches, charities, families – possible. It is the necessary foundation for trust, which is the necessary foundation for loyalty, safety, and engagement.
  2. They are consistent. Over time, dependable organizations, like dependable people, act in ways consistent with their stated values. No matter the internal stressors or external pressures, these organizations act just as they have in the past, securing the present and creating trust in the future. What was important yesterday will be important today and will be important tomorrow.
  3. They are predictable. Consistency looks to past experience. Dependability is more than a promise – it is a commitment rooted in a track record. When we have confidence that we can predict the behavior of a person or organization then we can have trust in that person or organization. Our faith in them won’t be disappointed.

At TAG Consulting, one of our highest aspirations is to help organizations live into their true selves, consistent with their values, creating a climate and culture of dependability where employees are fulfilled and fully engaged.

To read more about Dependability as one of the four factors that lead to high-level employee engagement, check out our book The Secret Sauce: Creating A Winning Culture.

4 Unmistakable Signs of Employee Engagement


October 5, 2016

airplanes-four

At TAG, we conducted a multi-year research project to identify organizations with the strongest and best cultures – those that could be counted on for operational stability and integrity. These were extraordinarily well-managed enterprises.

We discovered that these enterprises had highly engaged employees who have a hard-wired desire to contribute, to belong, and to make a difference. No surprise, right?

What frames our work with organizations today is our passion to see them develop these four characteristics of workplaces with high levels of employee engagement:

1. Team members consider themselves to be empowered.
2. There is a culture of collegiality.
3. Management attracts top talent and rewards them accordingly.
4. Team members are fully engaged in their work and the mission of the organization.

Those four characteristics can serve as an initial checklist to you as you journey with us on the quest to craft healthy, winning organizational cultures.
The only place to start is at the beginning!

So, how does your organization measure up – on a scale of 1-5 – on each of these four characteristics?

Want to know exactly how engaged your employees are? Our online employee survey, The Engagement Dashboard (TED) offers unparalleled insight into the opportunities and challenges your organization faces. TED will reveal the keys to unlocking your healthiest organizational culture Find out more today by clicking here.

The Four Signs of Employee Engagement


August 1, 2016

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In our multiyear study of organizations we found that those with the strongest and most healthy cultures could be relied upon for operational stability and integrity. They were extraordinarily well-managed enterprises.

And they had highly engaged employees, who demonstrated an innate desire to contribute, to belong, and to make a difference.

We have found that organizations with high levels of employee engagement typically have these four characteristics:

  1. Team members consider themselves to be empowered.
  2. There is a culture of collegiality.
  3. Management attracts top talent and rewards them accordingly.
  4. Team member are fully engaged in their work and in the mission or their organization.

If your organization is characterized by these four traits you can be assured either that your employees are engaged – which makes a profound difference for your bottom line – or that they are well on their way. If you are falling short in any of the four areas, there is a great opportunity for game-changing intervention on your part.

It’s important to assess whether or not your organization is characterized by these four things. But it can also be a challenge to assess yourself objectively!

That’s where The Engagement Dashboard (TED) comes in.

We have gathered data from hundreds of companies and thousands of employees from all three sectors in American organizational life – public, private and social.

An easy to use online employee survey, TED reveals the current culture of an organization, its hidden capacities and potential, and enables leaders to craft cultures that fully engage the talents and hearts of their people.

To find out more and to insure that you are on your way to a fully engaged workforce, click here!