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Behaviors that Fuel Performance
1. Employee engagement is vital to keeping your
business afloat and an important metric for leaders to
focus on. But most organizations are measuring factors
that don’t impact engagement and definitely don’t
impact performance.
While most organizations consider job satisfaction to
be a good proxy for engagement, the reality is the two
are barely related. HR, academics, and psychologists
have disagreed for decades on what actually drives
engagement and performance, making it challenging
for organizations to understand where they should be
investing their time, energy, and money to efficiently
boost employee engagement, and more importantly,
sustain it.
“Over the last decade, engagement has become the
most frequently used term to describe how employees
relate to their work. Unfortunately, adding this term
to our vocabulary when we talk about attitudes and
behavior has done more to confuse than to clarify,”
says Edward E. Lawler III, Professor of Business and
Director of the Center for Effective Organizations in
the Marshall School of Business at the University of
Southern California.
15Five defines an engaged employee as one who
finds their work consistently energizing, inspiring, and
meaningful, and you get this when people are able to
leverage their highest strengths, values, and passions.
To achieve engagement, you must help your
employees see and reach for their potential. If you
prioritize the keys to human potential, performance
and engagement will naturally result.
The Power of Engagement
Measuring Behaviors that
Fuel Performance
Contact:
Equinox Partners Ltd
Metro City Business Center
51, Alexander Malinov Blvd
Sofia, Bulgaria
Plamen Petrov
plamen.petrov@equinox-partners.bg
+359 899 826 714
2. When your employees thrive, so does your organization
Organizations spend
around $720 million
every year to measure
engagement1
, yet according
to Gallup, only 36% of the
workplace is engaged; 14%
are miserable in their roles,
and 50% are simply going
through the motions.
Six practices to promote a thriving culture
Traditional engagement surveys tend to measure job satisfaction,
which will tell you if an employee is more likely to stay at your
organization, but not how motivated they are to perform. That’s not to
say job satisfaction is a bad metric to look at. But if you want to drive
performance, you must look beyond whether employees are happy in
their role.
You must ensure employees feel fulfilled by their role, fully supported,
and connected to the company’s purpose. At first glance, this may seem
like a big ask or too complex to do it well, but it’s actually pretty simple.
21% higher
profitability
Organizations with more engaged
employees report 2.6x more growth and
earnings per share.
Highly engaged teams show:
21% 2.6x
Prioritize a culture that supports all of
your people
Think about performance differently
High workplace engagement is directly linked to
building an inclusive culture. The best companies
inspire performance from their people by creating
conditions where everyone is able to do their best.
But building an inclusive and diverse environment
is not easy and doesn’t happen on its own. If your
culture doesn’t actively empower all of your people
to feel accepted for who they are, then your work
environment will not employ your people to be
open and honest, take calculated risks, or bring
their unique perspective to the table.
Performance is an outcome or byproduct; it’s
not something that can be managed directly.
Boosting performance requires tapping into
a deeper, intrinsic motivation. This type of
motivation comes from having a genuine
interest in your role and responsibilities,
rather than the external benefits that may
be obtained. Performance is directly tied to
how often a person uses their strengths, so
instead of unlocking performance, focus on
helping people unlock their talents.
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1 | Bersin & Associates, Employee Engagement: Market Review, Buyer’s Guide and Provider Profiles report
3. Help individuals become their best selves Recognize and acknowledge employees
Connect individual goals to the
company’s mission
Take an ongoing and accurate
measurement of engagement
Every person has the innate desire to have
their talents be realized and fulfilled, otherwise
known as self-actualization. When leaders
create a safe space for people to be their
true selves, support the development of their
strengths, and craft roles that allow them to use
those strengths daily; employees can live out
their full potential and bring their best selves to
work each and every day.
When leaders highlight the strengths of their
people, they’re far more engaged, productive,
and creative.
Regular recognition can help alleviate some
of the day-to-day tension that employees may
experience, and can significantly boost morale.
In fact, studies show that high performing teams
are far more supportive and complementary
than low performing ones.
When a company and its leaders aspire towards
a common goal, success isn’t merely achievable,
it’s the natural result. Through the use of
company objectives and key results (OKRs),
many leaders have successfully created high-
performing teams who feel engaged and fulfilled
at work.
While increasing revenue or improving customer
NPS are all important places to focus, people
are driven by impact. To create meaningful
goals, build company objectives that motivate
and allow employees to attach their own
measurable key results to those objectives.
Tracking and analyzing employee engagement
has long been misunderstood. Outdated
methods, systems, and content leave HR and
leadership at a loss to understand results and
take the correct course of action. But when
engagement is measured accurately, thoroughly,
and consistently, you’re able to see which
qualities of your organization are hindering
performance and which ones are driving it.
03. 05.
04. 06.
4. The missing piece of employee
engagement
The true cost of disengagement
Decades ago, organizations looking to improve
performance would measure performance. That shifted
to engagement when researchers began looking at
things more holistically; however, neither approach led
to substantial improvements in productivity.
While the human element was finally being considered,
the key factors to what actually drive people were
being overlooked. Human potential is a big concept,
but it’s one leaders must start to get behind if they
want their organization to thrive. But on the other
side, the consequences of ignoring the value of
engagement could be detrimental to business.
Disengaged employees represent the greatest
opportunity for organizations to improve both their
culture and their profitability. Gallup estimates that the
cost of a single disengaged employee equates to 34%
of their salary. Let’s put that number into perspective:
Imagine a disengaged employee with a salary of
$100,000 per year. If this employee’s disengagement
costs you $34,000 in a single year, imagine what that
number might be if you multiply it across the majority of
your organization. This number also doesn’t take into
account the impact on morale after an employee leaves,
the cost of resources needed to backfill the role, and
the amount of time it will take to get a new employee
onboarded and up to speed.
Engaged employees vs Disengaged employees
Engaged employees are
Passionate
Collaborative
Bringing their best selves
More innovative
Purpose driven
Recognizing others
Using their strengths Focused on their weaknesses
Tapped out
Siloed
Going through the motions
Doing the bare minimum
Money driven
Avoiding responsibility
Disengaged employees are
Reversing the damage of disengagement or turning around poor company morale is possible when leaders
understand what needs to change. But to create a thriving culture, you must accurately measure engagement and
make positive changes following the results.
5. Measuring engagement the right way
Engagement+ measures the qualities that promote thriving
Even leaders who believe they have high levels of employee engagement may not be asking the right questions. To
fully understand the health of your organization’s culture, you must get an honest appraisal of how your employees
feel about their relationship with their work.
The best way to get a comprehensive view of how your organization is feeling is through engagement surveys. A
well-crafted survey can communicate to your employees that their voice matters and offer you a clearer view of the
roadblocks that may be hindering performance.
Because performance can’t be directly managed, it’s important to understand what areas of an employee’s role drive
behaviors that directly impact performance.
That’s why 15Five created Engagement+, our science-backed engagement survey feature that measures the qualities
that drive high performance, such as intrinsic motivation, psychological safety, and personal-strengths alignment.
15Five’s Engagement+ survey templates and questions are inspired by research spanning four psychological
sciences to create engagement themes. These themes are used to better understand and quantify how engaged
your people are in their roles and how well they’re thriving, at work and beyond.
6. Examples of Engagement+ themes used to measure
employee thriving include:
Energizing work
Increase the amount of
work that is intrinsically
motivating, enjoyable,
and aligned to a person’s
deepest interests.
Purpose and meaning
Increase the unique why
and personal mission
that inspires people to
contribute to something
larger than the self.
Mastery
Increase mastery to
be more effective
and accomplish
challenging goals.
Psychological safety
Increase psychological
safety and help people
feel safe to take risks,
admit mistakes, and ask
for feedback.
Self awareness
Increase self-awareness
to strengthen the
relationship with
oneself and others.
Creativity
Increase the ability
to come up with
meaningful, new ideas,
and think differently.
Resilience
Increase the ability
to bounce back from
adversity stronger and
more quickly than before.
Strengths discovery
and alignment
Discover and leverage
unique strengths that
feel natural, compelling,
and energizing.
Positive Identity
Grow into the most
positive and ideal
version of oneself
characterized by
unique strengths.
Self actualization
Realize one’s full potential
and become all one is
capable of becoming.
Passion
Feel more compelled and
naturally drawn towards
work by leveraging
passions -- those self-
defining activities that one
loves at work and in life.
Personal Growth Mindset
Increase the desire for
personal growth and
continuous development.
7. Access 15Five’s free Full Potential Index
Within the Engagment+ feature is the Full Potential Index survey. The Full Potential Index is the first of its
kind and is currently the most complete measure of whether people and organizations are reaching their full
potential and thriving.
Unlike traditional employee engagement surveys, which often amount to half the story and no actionable
insights, 15Five’s Engagement+ helps to maximize your people and performance management strategy. 15Five’s
employee engagement tool provides you with the information you need to build an energized, inspired, and
passionate workforce. To learn more about 15Five’s Engagement+ and Full Potential Index features, and how
it fits into your performance management strategy, click here.
For more information, check out www.15Five.com.
About 15Five
15Five is a leading continuous performance management solution that not only guides employee growth and
development but empowers people to become their best selves. Through strategic Weekly Check-Ins, 15Five
delivers everything a manager needs to maintain visibility and impact employee performance, including continuous
feedback, Objectives (OKR) tracking, recognition, 1-on-1s, and 360° reviews. Over 2,200 forward-thinking
companies use the solution to bring out the best in their people, including Credit Karma, WPEngine, and HubSpot.