The Real Deal with ROI of Employee Engagement

Ia��ve been the CFO of a billion dollar media business, helped start dozens of venture-backed companies and Ia��m a fanatic about proving the numbers.A�a�?Warm and cuddlya�? initiatives are great, but it doesna��t mean much in a financial context.A� Ia��m all for saving the worlda��environmentally or otherwisea��but it has to make business sense first and foremost. And I’m not alone.A�CFO’s put only 17% relative weight on the qualitative narrative of social and environmental impacts compared with 73% weight on financial return and payback when considering capital investmentsA�(Source: Accenture).

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4 Lessons HR Can Learn from Customer Engagement

As one of WeSpirea��s Customer Success Managers, I get to work side-by-side with our innovativeA�customersA�to help them launch employee engagement programs and create positive impact. While most of our customers cater to their employees, NBCUa��sA�Green is UniversalA�uniquely supports consumers through itsA�WeSpire platform, a�?One Small Act.a�? One Small Act is another voice forA�NBCUa��s sustainability efforts, open to the public. For a company like NBCU, initiatives such as these help spur growth sinceA�50% of global consumers are willing to spend more for goods and services from socially responsible companiesA�(Source: Nielsen).

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3 Steps to Engaged Employees (and a World Series Championship)

A year before their championship season, the 2012 Red Sox were an infamously disengaged group: manager Bobby Valentine publicly questioned the commitment of one of his best players two weeks into the season, pitcher Josh Beckett played golf two days before missing a start with a muscle injury, and in July, a story surfaced that several players secretly implored the owners to fire their manager and then denied all reports of this supposed mutiny. An ESPN reporter described the teama��s culture as a�?toxic.a�? Continue reading

How to Get C-Suite Support for Employee Engagement Initiatives

For some sustainability, operations, CSR, and HR professionals, the hardest part in starting an employee engagement program at their company is building the employee engagement business case and getting buy-in from C-Suite executives. One study found that 28% of senior executives feel that strategic initiatives do not get C-Suite support (Source: The Economist EIU). If the C-Suite are responsible for cultivating an innovative, productive environment for employees, why wouldna��t they be the first to jump on the idea of increasing employee engagement? Continue reading