Towers Watson conducted a Global Workforce Study and found that only about a third of the global workforce is highly engaged, leaving the remaining two-thirds less engaged or not engaged.   This is important because highly engaged employees are emotionally committed to their organization’s goals and use their discretionary effort to go the extra mile on behalf of their organization. In addition, the stock prices of organizations that are part of Fortune magazine’s “100 Best Companies to Work For” rose an average of 14 period over a period of seven years, compared to 5 percent for the overall market. In other words, doing well for your employees results in doing well for your stockholders.

 

What do employees who are not highly engaged do? They might look for work elsewhere—or perhaps even worse, stay and do the bare minimum to remain employed. There are many studies that investigate why good employees leave their jobs. These studies have consistently discovered the following reasons for employee departure: lack of meaningful work, lack of trust and respect, lack of support from direct supervisors and management, lack of appreciation, constantly shifting priorities and reorganization, feeling ignored or micromanaged. This three hour-program offers workplace tips, self-assessment exercises, real-life scenarios, practice activities, and more.