Engaging Your
Workforce

Creating Thriving Work Cultures

Our Employee Engagement
Philosophy.

Most popular engagement models measure organizational commitment, discretionary effort or satisfaction with organizational resources, commonly known as engagement ‘drivers’. The onus for ‘engaging employees’ lies completely with the organization.

This perspective is based on the assumption that the responsibility of motivating employees rests wholly with leaders, managers and HR teams. Such a limited, one-sided view on engagement leads to a passive, top down approach.

However, groundbreaking research by Mercer Talent Enterprise establishes that approximately 35 to 40% of variance in engagement is impacted by the personal motivation, mindset and strengths of individuals themselves, which are independent of the organizational engagement ‘drivers.’

Therefore, futuristic engagement strategies must address and measure both the employee (i.e. individual) and the employer (i.e. organizational) aspects of engagement. 

Key Organizational Drivers of
Employee Engagement.

Employee engagement is a complex construct, and a number of organizational factors and individual attributes can impact engagement. From an organizational ‘driver’ perspective, our research clearly shows that aspects such as leadership and managerial support, career growth, pride and meaning are the key factors impacting engagement.

Overall Project Approach.

Leadership Listening

Conduct one-on-one meetings (structured interviews) with senior leaders in the organization

Employee Listening

Conduct immersive focus group sessions with a cross-section of employees to explore key priorities, opportunities and challenges related to engagement and culture

Employee Survey

Design and launch an engagement survey on the Lighthouse platform

Provide end-to-end communication support and monitor completion to drive maximum participation

Results and Actions

Analyze insights and results from the survey at an overall level, by key demographics as well as by departments / functions

Facilitate a series of workshops with the HR team and key stakeholders to explore survey insights, recommendations and focus on action

Measuring Impact

Agree a detailed action plan with clear success criteria and on-going monitoring to measure impact

Conduct quarterly pulse surveys to assess progress and get on-going feedback

Conduct full surveys on an annual basis

Lighthouse By
Mercer Talent Enterprise.

Survey Design

Over 50 question types available on the platform, promoting an engaging visual user experience, in addition to the typical likert scale questions

Customizable Configurations Based on Employee Groups

Over 50 question types available on the platform, promoting an engaging visual user experience, in addition to the typical likert scale questions

Survey Available on Multiple Devices

Respondents can choose to use their preferred devices, laptops, tablets or mobile phones to complete the survey

Client Branding

The look and feel of the platform can be branded as per the clients requirements, ensuring a fully immersive user experience

Multiple Online Access Points.

Subscribe to our newsletter.

Subscribe our newsletter and receive regular updates, latest news, etc.