Employee disengagement is at an all time high, costing U.S. organizations over $300 billion per year (according to Gallup’s conservative estimate). Data from Gallup also states that 96% of engaged employees trust their companies, while only 46% of disengaged employees do. Deloitte LLP states that one-third of working Americans say they will try to find a new job once the recession is over, and 48% of that group cited losing trust in their employer as being the primary factor.
Extend Trust & Transform Employee PerformanceMany of the clients we work with commonly utilize other firms to measure their engagement levels, but when it comes to actually moving the employee engagement needle, our clients come to us to get it done. Our unique methodology focuses on the “What” and the “How” in order to make practical, sustainable changes.
Employees who “quit but stay” are not giving their talents, creativity, energy, or passion to their jobs and are exacting an immeasurable tax on the organization. There are many reasons for disengagement, but one of the greatest is a lack of feeling trusted. When employees fail to meet expectations, leaders have the difficult challenge of determining how much to trust employees with future tasks or projects. The distrust/disengagement cycle is self-perpetuating and will cripple an organization.
We assert that employee disengagement is a leadership issue, not an employee issue. How well leaders extend Smart Trust™ is directly proportional to how engaged that employee will be. This is a leadership issue!
Results: 7,000 Person Services OrganizationHere is one recent example of a client who has dramatically impacted their employee engagement scores using The Speed of Trust Transformation Process™ (as measured by an independent, outside firm)
Moved overall Employee Engagement score up 13%, year over year! (Below are a few of the specifics.)
- Management is interested in well being of employees: Increased from 56% to 82%
- Management encourages employees to give their best efforts: Increased from 62% to 81%
- Job satisfaction: Increased from 72% to 83%
- How satisfied are you with the direction of the organization? Increased from 57% to 72%
- I fully support the company values: Increased from 78% to 89%. (Supervisors: 97%)
- I would recommend our company to a friend as a great place to work: Increased from 65% to 73% (Supervisors 94%)
- I am proud to tell others ‘I work at our company’: Increased from 75% to 88%. (Supervisors 98%)
- I am willing to put forth a great amount of effort to help the company succeed: 92%
- Seriously considering leaving the company, or would choose to stay: Increased from 54% to 72% that said they would stay (Supervisors 98% said they would stay)
- Turnover: Decreased from 100% 3 years ago to 24% this past year. In 2009, average technician tenure WAS 290 days, and today it is four (4) times that amount.
- Customer Satisfaction: 92% overall – up significantly from previous year
- Percentage of technicians receiving a 100% customer satisfaction rating: Increased from 65% to 72%
The evidence is clear: employees stay longer and are more engaged in high-trust organizations. Additionally, high trust organizations elicit far greater loyalty from ALL their primary stakeholders—employees, customers, suppliers, distributors, and investors.
Trust drives engagement!
Please contact us for additional examples.
How Does The Speed of Trust™ Work?
Let's get real. Training alone doesn’t work. Rather than just teaching principles in a course, The Speed of Trust Transformation Process™ institutionalizes new language and new behavior in the context of real work. Learn More
The Economic Business Case for Trust
Trust always affects two measurable outcomes – speed and cost. When
trust goes down, speed goes down and cost goes up. This creates a
Trust Tax™. When trust goes up, speed goes up and cost goes down. This
creates a Trust Dividend™. It’s that simple, that predictable. Learn More