Employee Engagement

Engaging Employees – The Ultimate Win2

The Engaged Workplace

All signs indicate that current and emerging leaders need to have a far greater awareness and understanding of how to maximize employee engagement in their workplace, before positive contributions and outstanding results will be achieved and sustained.

We help organizations that desire to move beyond the basics of conducting employee opinion and job satisfaction surveys to better understand how to fully engage the head, heart and hands of all. We help you identify the level of engagement using tried and true processes and development resources creating a fully engaged workplace that moves together for improved results.

Compelling Background Information

According to recent findings, American businesses may only be operating at one-third of their true capacity due to employee disengagement in the workplace.

Gallup and Harris polls involving more than 10,000 employees across various industries indicated some potentially frightening findings. When reviewing the following points, consider the impact and implications on your organization's top and bottom line financial performance, ability to manage the business, ability to achieve positive customer loyalty metrics and market share growth, and ability to grow and innovate with the employee strengths in your organizations:

  • Only 15% of the employees could identify the company's most important goals.
  • 51% were unsure of how they were expected to help the company achieve goals.
  • Only 49% of all available work time is dedicated to companies' most important goals.
  • 53% of American employees are unhappy with their jobs.
  • Only 29% of employees indicated that they are fully engaged in their work.
  • 55% of employees described symptoms that point out they are disengaged from their work.
  • 16% of those surveyed indicated that they are actively disengaged from their work.

Paradigm Associates' Approach for Engaging The Workplace

Our engagement model provides you with a developmental framework using our copyrighted, Tools of Engagement approach. We can provide you with a thorough analysis of the current level of engagement and an understanding of what typically engages and disengages employees throughout your organization or, if you prefer, by functional areas. Our tailored processes drive both positive individual behavioral changes and the changes needed within your workplace. It is designed so that you will experience the linkage between having engaged employees and improved organizational performance.

Our Process for Engaging Employees

The following comprises the areas in which we operate. We select and blend the following elements in order to help you identify, measure and close the performance gap between where you are and where you want to be as an organization.


During the analysis phase, interviews are conducted with senior management and a random cross-functional selection of employees to determine:

  • The perceived level of "employee engagement" within the organization.
  • The current strategic direction, i.e., the status of the corporate strategic plan and the business plans within the company.
  • Essential employee engagement leadership skills and knowledge.
  • The key issues that are being dealt with by management.
  • The current "health" of the organization.

The Employee Wins

Discovering the Heart of each Employee

Additionally, our Workplace Engagement Survey, our D.I.AL.O.G.- Diagnostic Indicating Alignment of Organizational Goals instrument, or three distinct Individual Assessments (Attribute Index, DISC Index, & Values Index) can be conducted in order to validate the workplace environment and operating style within the company. One (or more) of our surveys/instruments are selected and tailored, if appropriate, to be consistent with the organization's level of implementation. If you are thinking about employee engagement, have begun employee engagement efforts, or currently have an engagement culture in place, we have the capacity to help you strengthen the performance of your organization.

Tapping the Collective Wisdom - Integrating Existing Business Goals and Objectives

Senior executives and managers receive an overview of the concepts, language and practice of workplace engagement as viewed by various employee engagement experts and practitioners. From that overview, they develop an understanding of how their organizational engagement level matches up with peer performers. Management then chooses those principles that apply to their organization. This action becomes the foundation for an engagement culture. They begin to articulate and practice engagement principles consistent with their vision, values, mission, and to ensure an engagement culture that aligns the organization.

The Enterprise Wins

At this point, management is able to make a "go/no go" decision whether to move forward with the rest of the organization to attain these objectives if it hasn't already.

Small focus groups are conducted for awareness and understanding as well as gaining the opportunity for input. A company roll-out meeting is then held at which time management presents the vision of employee engagement and shares leading practices and value of employee engagement. This establishes realistic expectations surrounding the employee engagement, serving as a foundation for employees to see new responsibilities, ownership and a workplace where employees know more, do more and willingly contribute more to the growth of the company.

Creating Sustainability - Tapping into the Hands

Senior managers, middle managers (department heads) and supervisors (team leaders) are afforded leadership development to assist them in making the managerial transitions necessary to assure a return on investment. Participants determine the actions needed to build an engaged workforce and drive employee engagement into the culture over the long haul. They examine and improve upon their ability to attract and sustain talent, and achieve higher performance through positive behavior changes.

Reaping the Rewards of an Engaged Workplace

Engaged Workplace Schematic

It is critically important that all employees involved in the engagement development process understand that improvements in quantifiable results are not only anticipated but are expected. Tools of Engagement is a holistic approach using the basics of team building along with an engagement foundation. Each step and action connects with the practice of engagement. Tools pave the way for an engaged culture leading to high performance. These results should be visible within the forms of:

  • Improved revenues
  • Reduced costs
  • Improved morale and pride even when facing economic downturns
  • Improved team work through retaining high performers and leveraging drivers that can motivate desired performance
  • Reduced inter-departmental barriers and indicators of disengagement
  • Greater concern for customer satisfaction and loyalty
  • Increased share of market
  • Improved understanding of how the organization operates and the importance of the individual to overall success

Since all of these benefits are important, an engaged workplace can become the driver that motivates all employees, creates successful work experiences and focuses the organization's greatest asset for growth and profitability.

In essence, as a result of this organization-wide process orientation, you identify, measure and close the performance gap between where you are and where you want to be as an engaged organization.