For service businesses like hotels and airlines where employees ‘are the brand’ this is a great opportunity to gain market edge.

According to Gallup 2018, companies with highly engaged employees outperform the market by 147%’.

However 1 in 5 employees are saying they are not being managed in a motivating way.

At best they may be indifferent to your organisation and at worst may be damaging your reputation by sharing their views internally and externally.

As a result company value can go up or down at lightning speed and business size appears to be irrelevant

Employee engagement and competitive edge

On the up side CEOs and owners, whatever their business goals, are waking up to the importance of optimising their human capital.

They see a large untapped opportunity for improvement in performance which will deliver higher employee motivation, improved customer satisfaction along with growth in shareholder value.

However, there is quite a gap between understanding the opportunity and the appetite for action, mainly because there is no quick fix.

Employee engagement delivers long term sustainable returns rather solving immediate issues around profitability.

Attracting, motivating, engaging and retaining great talent will be the difference between winning and losing over the next 2-5 years, so future proofing the business now is worth very careful consideration.

Where to start?

Whilst innovative technology is everywhere and is a fantastic enabler, it is not the solution.

From experience, successful internal engagement hangs on how well you translate your brand purpose or vision into an inspirational and deliverable set of internal actions; this calls for an approach to employee engagement that is as considered as your approach to customer engagement.

To get started, see IM London’s simple pointers below for framing an effective internal engagement plan.

Internal engagement framework:

  1. Revisit your brand purpose from an internal perspective
  2. Set employee engagement goals & measures
  3. Align goals & outcomes to your business plan
  4. Map the employee ‘journey’ with all touch points
  5. Communicate and action!

With the right framework in place and experienced individuals engaged in driving it forward, the process is straightforward but to make it successful and sustainable the devil is in the detail all the way.

That’s OK though, because the return on investment is worth it!

For organisations of all sizes – hello@imlondon.co.uk for help with employee engagement, brand engagement, internal communications: Find out more

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