Organisational culture and performance - Evidence review
How does employee engagement increase productivity ?
What many organizations experience
Recent thinking about organizational behavior shows that many well-intentioned initiatives can backfire if approached literally. Examples: employee recognition, engagement, management communications, etc. The main cause of problems is the lack of appreciation of real experiences.
Persistent legacy and new trends:
- 70% of employees are disengaged
- 13% Rise In Mental Health Issues
- 35% of Gen Zs, and 28% of millennials, feel mentally distanced and cynical about their work
Themes beneath trends and challenges:
- Heavy bias to surveys
- External coaching and intervention are not effective at boosting performance from within the company
- Managers simply haven't been given the modern skills to engage the cohort
- only 22% of companies get useful results from their surveys
- only 42% of organizations say they are willing to take action on every single survey question
Continuing to invest into traditional approaches, without fresh innovation, is likely to yield same results.
Research-based Insights
Research by Erich C. Dierdorff and Robert S. Rubin: "We’re Not Very Self-Aware, Especially at Work" suggests that Self-aware teams can achieve
- 2x BETTER DECISION QUALITY
- 2x BETTER COORDINATION,
- 1.8x BETTER CONFLICT MANAGEMENT
- 4.6x BOOST TO FEELING EMPOWERED
A 2017 Gallup poll found that only three in 10 employees strongly agree with the statement that their opinions count at work. Gallup calculated that by “moving the ratio to six in 10 employees, organizations could realize a 27% reduction in staff turnover, a 40% reduction in safety incidents, and a 12% increase in productivity.” A 2022 Gallup poll identified 21% increase in profitability by connected teams over their less-connected counterparts.
Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work (Salesforce survey).
The importance and benefits of culture-driven way of achieving better performance were highlighted by findings of Project Aristotle and in-depth research related to Psychological Safety.
Innovative Employee Engagement
The world has been getting exponentially more complex. We believe in going back to basics. This means:
- Reducing reliance on discreet surveys in order to reduce friction and effort
- Embrace contextual and measurable live pulse model that is aligned to experiences identified as part of Project Aristotle
- Leveraging collective intelligence and critical thinking of all employees
Neelix.IO Live Pulse model empowers a systemic approach to dialogue, psychological safety and organisational self-awareness.
The upside is only limited by your imagination.
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