April 16, 2018

Why Employee Engagement Matters

“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.” 

I saw this quote by Richard Branson at a recent hiring event. Each candidate at the event delivered a kick-off presentation about their background, leadership style and vision for their team. I noticed that at the heart of every presentation was a focus on putting people first.

One candidate included Branson's quote. It made me think about my past life, before joining the #powerofpersonal, when I helped organizations measure and build employee engagement.

Definitions of employee engagement often feel stale. It's about understanding a relationship between an organization and its employees – but what does that really mean?

We're talking about creating a culture where employees feel valued and supported. They should have the tools and resources to be successful. They should see different paths in front of them to grow and develop.

I recall working with one organization struggling with engagement. Through focus groups, we delved deeper into employee concerns and experiences. Employees felt heard through this process, and leadership walked away with actionable items. 

Changing a culture of engagement takes time and it takes energy. It doesn’t happen overnight. When the organization conducted a survey the following year, it revealed a continued commitment to employee engagement. After all, “If you take care of your employees, they will take care of the clients.” 

I am getting ready to attend the 33rd Annual Conference for the Society of Industrial and Organizational Psychology (SIOP) next week in Chicago. Browsing the conference brochure, I noticed many sessions focus on employee engagement – measuring it, building it, sustaining it, and defining it. I love seeing the attention employee engagement still garners from the field. I'm looking forward to the latest and greatest from researchers and organizations alike.

I for one want to be part of an organization where I am supported, heard, and have the tools to be successful. When I learn about new research, I can pass it on to my clients and help them build their culture of engagement – and I can pass it on to my colleagues at TSP, too.


Will you be at SIOP? Let's get in touch.

Tags: employee engagement, #powerofpersonal, consulting & assessment

Megan Van Hoy

Megan is Director, Consulting & Assessment at Taylor Strategy Partners where she focuses her work energy on helping organizations use the best data and insights to make informed decisions about people.  She spends her non-work energy soaking in the latest good read, working on her bowling skills, and planning her next vacation.  Megan earned her Ph.D. in Industrial/Organizational Psychology from The University of Akron and undergraduate degree in Psychology from The Ohio State University #gobucks.

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