Employee Engagement: It's Time to Go 'All In'
Making Engagement a Daily Priority for Leaders
Learn how leaders who prioritize engagement daily drive productivity, retention, and results.
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Discover why 70% of senior leaders link engagement to financial performance
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Learn what separates daily engagers (64% low turnover) from the rest
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Explore the path from organizational support to personal commitment
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From treating engagement as a top strategic priority
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To providing practical skills training
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Aligning rewards and removing barriers
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Measuring leaders' daily impact
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Understand the 4 essential drivers that make engagement a habit
What separates daily engagers from occasional ones?
Daily engagers make EE part of every decision, seeing 53% of teams always going "above and beyond" vs 14% occasional.
Daily priority leaders achieve 64% "much better" retention vs 28% occasional. They treat engagement as the path to all results—not one task among many. Occasional engagers see it as a distraction (26%) despite knowing its power.
"Engaged employees are a competitive advantage, and the impact on the bottom line is now indisputable."
31% of front-line leaders don't see EE as a true priority.
Focus on leadership habits vs one-off programs to drive sustained engagement.
Daily engagers are 3.5x more likely to have fully committed teams. 68% report personal benefits: easier jobs (53%), less stress (43%), higher productivity (62%), better customers (61%). Leaders rewarded for engagement are 3x more committed (50% vs 17%).
Organizations fail to equip leaders despite universal agreement on importance.
85% call EE strategic, but only 31% of employees/managers agree it's prioritized. 22% of leaders think it's "too much effort." 20% lack training/skills; 16% disagree organization supports them. Failures drop daily priority from 42% to 13%.
Leaders go 'all-in' with these 4 actions for breakthrough engagement.
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Culture: 22% strongly agree EE = top priority + support + leader engagement.
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Skills: 36% got effective training (need: communications, appreciation, trust-building).
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Rewards: Align recognition—50% daily priority when rewarded.
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Measure: Track leader habits, not just surveys. Engage leaders first (34% feel engaged as leaders).
