This discussion is about how easy it is to claim you can identify a driver of employee engagement when all you actually have is a pretty good correlation.

The employee NPS® is a measure of how much they would advocate for the organisation.

Increasing the ‘Want-to-Stay Horizon’ across your workforce means increased employee engagement in the here-and-now, plus better cost-benefit outcomes from your total workforce investment.

One concrete measure of Employee Commitment is the number of years an employee intends to stay with the organisation.

Employee Engagement is NOT like a Game of Chess! If employee engagement was like a game chess, then you would only have 2 sides …

The average level of employee engagement is a little under 50%. Inspirational organisations can get over 80%, but it means building on this checklist.

Employees are engaged with many aspects of their working lives – with their work colleagues, their managers, their clients, their communities, but also, their organisation overall.

Over the past 2 years alone, employee engagement scores have fallen steeply to below where they first began almost 10 years ago.

At the heart of the decline in employment engagement (and the increase in turnover) is “The Problem Pipeline”.

BPA are seeing Employee Engagement scores drop sharply to 45% in the first 6 months of 2022.