Employee Engagement 
Motivate employees to perform their best.

In your organization, it’s likely that you care about your revenue, the quality of your product or service, and the satisfaction of your customers. One of the main drivers for those three standards is your employee engagement.

Employee engagement is the overall sentiment of workers on things such as passion and pride in their work, and the mission of your company. Engaged employees are proud to tell other people where they work, believe in the mission of the company, and feel they are recognized for their work, and talents are well utilized. Workers who are engaged are motivated, creative and productive.

Businesses grow with more engaged workers. Consider these statistics:

  • Companies with higher engagement rates have 51% higher productivity
  • Engaged employees outperform disengaged employees by up to 28%
  • Businesses with highly engaged employees achieve nearly double the annual net income of businesses with less engaged employees
  • Organizations with higher employee engagement have higher shareholder returns - by around 9%
  • Companies with engaged employees outperform those without by roughly 202%

While the benefits of employee engagement are clear, it remains one of the biggest struggle for companies across the country. Studies reveal only 29% of the American workforce is engaged - and roughly 26% are actively disengaged, meaning they are working hard to tear others and your organization down. Gallup estimates actively disengaged employees cost the U.S. economy nearly half a trillion dollars each year.

What makes employee engagement so valuable for businesses? To put it simply: Better profits.

Drive employee engagement to raise revenue and lower turnover.

Engaged employees aren’t just more productive workers - overall, they are happier, remain with the organization longer, and tend to be more philanthropic. It is often said that employees don’t quit their job - they quit their boss. Employee engagement relies on:

  1. Employee relationship with their direct manager.
  2. Trust in senior leadership
  3. Pride in the company.

Invest in engagement and outperform your competition.



We would love the opportunity to earn your business. Call us now to schedule your free consultation to discuss your employee engagement challenges.

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Workers who are engaged are more motivated, creative and productive

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employee retention studies
  • >Relationship impact on productivity.

    What is the relationship between management and their employees? How do employees feel about their supervisors?

  • >Employee morale and engagement.

    Do employees enjoy what they do and the atmosphere in which they work?

  • >Company communication.

    Do your employees feel comfortable providing feedback? Do you provide the opportunity for open communication? Do they feel they won’t be met with retaliation? Employee retention significantly increases when there is a culture of feedback within a company.

  • >If your modes of motivation are working.

    What works for one employee may not work for another. Are you offering diverse drivers for motivation? What methods WOrk and what methods are a waste?

  • >Employee retention based on employee intentions.

    How do your employees feel about staying with your company? What percentage is looking elsewhere? Should you expect a rise or fall in turnover?

  • >WHY employees are looking to stay - or leave.

    It’s one thing to know employees are or aren’t happy - you need to know what’s driving them to behave the way they do.


Once you become a partner of Work Institute we assign you a Client Services representative. This person will be with you every step of the way – from identifying who needs to be interviewed, crafting the specific study questions, gathering and providing data analysis to building a change management plan to address specific issues and meet predefined business goals.

Your Client Services representative will become an integral part of your internal team by providing research, data, analysis and recommendations along the entire feedback cycle. Their entire focus is your company’s engagement and retention strategies. They find what isn’t working and get it working again saving your hundreds of thousands of dollars in turnover costs.

Once we get the interviews and surveys in place, your Client Services representative will work with you to summarize the major 3-4 trends in bullet form with the supporting raw data as a reference. We will regularly meet with you and any key leaders to discuss what we’ve discovered and will work with you to build a plan of action to make key changes.

Our reporting system is designed to give access to whomever you deem necessary.  Sometimes all organizational leaders want and need to know the research. Sometimes it’s better to have one key internal person managing the process. Whatever the request, we will provide access at no additional charge.

We use our combined experience of close to 30 years in human resources and our ability to capture the specific data you need to design thorough action plans to solve HR issues. For example, just by solving simple issues in recruitment results in hiring the right top talent for your open positions. Hiring the right top talent means reducing turnover significantly. This is what consulting with data can do for you.


Work Institute can show you how your company can reach its full potential by engaging employees, driving productivity and retention. Using our engagement data, our consultants delve into the overall engagement strategy in your organization. We analyze a range of issues including employee/employer communication, team building activities, and career planning - and develop a plan to promote company culture, connection to your company mission, and increase overall engagement within the company. Our plan of action will help you build a better workforce by driving employee engagement.



Our experts can help you determine the solutions best suited to your company’s needs.

  • "The actionable and detailed data from the Work Institute gave us the support to make the changes our employees needed to see. The ability to break it down into different divisions particularly provided us with the insight to address specific concerns within departments and levels, as opposed to blanket solutions, and led to an overall more productive workforce."