The Value of Employee Engagement in the Age of Analytics | TPAP 001

Received wisdom tells us that an engaged workforce is more productive. But how do we quantify this ‘engagement’ in order to measure its effect on performance? How does a company know what to measure, when and how often to measure it, and what value to put on various indicators, in order to be able to analyse this information about the workforce? In order to demonstrate the ROI of Employee Engagement initiatives, it must be shown that there is a direct impact on business performance. Doing this may be easier said than done. Peter has worked in senior, global roles at two of the world’s largest companies. Here he shares his perspective with Max Blumberg on where the concept of engagement has come from, what it means in the age of big data and analytics, and how companies can get commercially-useful insight into their workforce that justifies investment in engagement and motivation.   4 key questions:   1. If people are important to organisations, why is the media so full of stories about companies removing performance reviews (like the Big 4)? Surely it makes sense to review one’s most important assets? 2. Why do companies spend so much on engagement/opinion surveys, but so few seem to act on them?  3. Are pulse surveys a fad, or something real that we should look forward to in the future? 4. Who really benefits more from a highly engaged workforce: the employees or the people that own the company?   with Peter Wilde Managing Director, Employee ResearchFormer Global Head of Employee Insight, Unilever Former Global Head of Employee Research, UBSFormer Research Executive, Ipsos MORI and Max Blumberg Research Fellow, University of London Executive Advisor to CIPD Founder, Blumberg Partnership