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Accountability-driven employee engagement: Which of its benefits does your organization need?

Benefit #1 – Improve Internal Communication. Enhance performance and increase innovation by engaging your employees so that they are more likely to: communicate better; share information with co-workers; pass on ideas, suggestions and advice; and speak up for your organization.

Benefit #2 – Increase Stakeholder Loyalty. Engage your employees so that they ware more likely to go out of their way to meet your stakeholders’ needs, produce more satisfied stakeholders and create higher levels of stakeholder loyalty and support for your organization.

Benefit #3 – Build More Cohesive Teamwork. Engage your employees so that they ware more likely to: connect strongly with your organization’s principles, strategies, processes, culture and purpose; be focused on your organization’s business results; get along better with their co-workers; and have a greater tendency to regard themselves as part of a workplace community.

Benefit #4 – Strengthen Employee Commitment. Engage your employees so that they are more likely to truly care about the future of your organization, feel proud to work for it, be aligned with your organization’s strategies and goals, have a clear sense of responsibility for delivering on your organization’s mission and be effective “ambassadors” for your organization.

Benefit #5 – Reduce Employee Turnover and Expand Recruitment Capacity. Engage your employees so that they are more likely to stay with your organization (despite offers to work elsewhere) and to actively seek out new people they believe can help your organization get even better.

Benefit #6 – Improve Organizational Effectiveness. Engage your employees so that they are more likely to create and maintain a high-energy working environment, attract more people like themselves and keep finding ways to lower the cost and improve the quality and responsiveness of your organization’s services.

Why choose us to bring you these benefits?

Reason #1 –Our Employee Engagement Strategy Reinforces Management Accountability for the Workplace Environment. The factor that can most increase employee engagement levels in your organization— other than information access and job design decisions only upper managers can make—is each line manager’s willingness and ability to promote meaningful employee involvement in workplace problem solving and improvement planning. Our employee engagement approach is therefore designed to give your organization’s line managers the authority and accountability that will empower and motivate them, and the tools and skills that will equip and enable them, to regularly and effectively involve subordinates in meaningful efforts to improve your organization’s workplace environment.

Reason #2 – Our Employee Engagement Process Generates Collective Learning. Our employee engagement strategy is designed to help your organization’s managers and employees master the use of an action-learning process to identify and develop a shared understanding of the improvements that need to be made in the frontline workplace(s), and then to ensure jointly that those improvements are in fact made.

Reason #3 – Our Employee Engagement Process is Systematic and Data-Driven. Our action learning process for creating informed and meaningful employee engagement in workplace problem solving and improvement planning has the following five phases:

    Data Gathering — collecting and examining data on organizational policies, systems, structures and practices in a collaborative problem-solving mode.

    Problem Diagnosis — evaluating the data in terms of the organization’s strategic goals and priorities and benchmarking it against relevant best practices.

    Data Feedback — presenting the data to organization members in a timely manner and giving them a chance to utilize this feedback to adjust their own actions or organizational processes.

    Action Planning — using the outcome of data gathering, problem diagnosis and critical feedback to formulate a set of specific action plans leading to a desired state or goal for the organization as a whole and for its frontline workplace(s) in particular.

    Action Programming — initiating and implementing change programs and monitoring and adjusting them as necessary to achieve the desired state or goal.

Reason #4 – Our Employee Engagement Process can be applied to Multiple Organizational Issues. We have also built higher levels of employee involvement and engagement by using adaptations of this action learning process to accelerate the implementation of new business processes, improve customer and stakeholder satisfaction, better align workplace culture with organizational strategy, and build stronger change leadership and ownership.

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Related Sites

OD Institute
The Soc for Industrial Org Psych
Acad of Mgmt OD and Change Div
International OD Association
Fielding Graduate University