5 skills that drive business results

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Employee engagement has been one of the most talked about, measured, and sought after topics discussed around the globe in the last decade. The idea is that a more engaged workforce will translate into bottom line results for a business — be more productive and outweigh the money spent chasing higher engagement scores.

Billions of dollars have been spent in an attempt to boost employee engagement, but, according to Gallup, engagement has been flat since 2000. So, why are we falling short of positively affecting employee engagement? Why do current strategies struggle to meaningfully impact engagement? And, more importantly, does increased engagement alone truly drive results throughout an organization?

According to a new global O.C. Tanner Institute research, the answers to these questions appear to be quite simple: chasing employee engagement is not the best way to improve employee engagement.

The research reveals that improved employee engagement does in fact lead to and predict better business results for an organization. However, the study also reveals that there are gaps in employee engagement’s effectiveness in driving these desired results. It shows that there are some employees, though highly engaged, that just don’t perform at higher levels.

Great work is the difference between employees who are engaged and having an impact and employees who are engaged and not making an impact. In a way, great work changes the focus from being emotionally committed to an organization to being emotionally committed to the actual work being done by the employee. And it turns out that this small difference has a significant impact.

Through a study of millions of pieces of award winning work done by all types of employees, the O.C. Tanner Institute narrowed great work down to five key skills:

1. Ask the right question.

2. See for yourself.

3. Talk to your outer circle.

4. Improve the mix.

5. Deliver the difference.

In addition to employee engagement, the new research also measures how well an employee does each of these five great work skills. In essence, this becomes a measure of how much an employee is engaged in great work, not just how engaged an employee is overall.

The study reveals that employees who do these great work skills well are more engaged than those who don’t. More importantly, the study shows that increasing how well an employee is doing the five skills is actually almost twice as effective in driving business results as employee engagement.

Join us May 25th to learn more about how these five skills drive great work, and the impact on both employee engagement and business results. See the numbers for yourself to understand the difference these skills deliver.

By jordan rogers
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