Exceptional employee performances deliver exceptional customer experiences – which in turn drive exceptional financial results. How confident are you that all your Promoters are actually engaged employees? We all know co-workers who are well paid,  love working for the company, and are happy, however they are in at 8:59AM and gone by 5:01PM every day. They do their jobs, but rarely want to put any in any extra effort. Of course they will recommend working at your company to their friends, they have a great deal.  What’s not to like?  If you believe engaged employees will deliver better customer experience, what experience would this type of employee deliver? Would you call this Promoter an engaged employee?
Employee Net Promoter Score (eNPS) is an offshoot of the popular NPS system. eNPS classifies employees into Promoters, Passives, and Detractors based upon their response to a single question: “On a scale of zero to ten, how likely is it you would recommend this company as a place to work?” Which is promoted as allowing employers to measure employee loyalty and engagement and was developed by Satmetrix, Bain & Company, and Fred Reichheld.
For employees to be engaged, they must demonstrate passion and feel a connection to the organization. Additionally, they need to go above and beyond the call of duty, drive innovation and be committed to the success of the organization.
The IMCO™ Model is a highly flexible and customizable proprietary tool which provides a comprehensive assessment of employee effectiveness and commitment. The model assess employee engagement through four (4) key relationships:
•       Individual – the relationship between the organization and employees
•       Manager  – the relationship between the employee and his or her manager
•       Customers – the relationship between the organization and its customers
•       Organization – the organization
Exploring performance on all four (4) relationships provides a holistic view of employee engagement and insights that enables specific actions to be taken to increase employee engagement. The results identify where employees sit on the spectrum between Impact Performance (Engaged Employees) and Functional Performance (Disengaged Employees).
The study was conducted by Strativity Group between May and June 2016, among a nationally representative sample of 30,183 U.S. adults employed full/part-time and not self-employed. The representative sample completed the standard online IMCO™ Employee Engagement survey. 

For more information or to download a copy of the report visit: http://go.strativity.com/EmployeeEngagement

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