Extensive research shows what’s possible...
The Gallup research consistently shows that employee engagement is a key predictor of business improvements, from productivity and profitability to retention and client satisfaction.
IMPORTANT: Gallup’s extensive employee engagement research demonstrates that organisations with strong scores on the Q12 survey consistently outperform those with lower Q12 scores.
Here are four of the many benefits your firm can experience with more engaged team members:
- 10% higher customer loyalty/engagement
- 32% fewer quality defects
- 78% less absenteeism
- 14% higher productivity (production records and evaluations)
These and many other benefits contribute to a profit improvement of 23% for highly engaged teams compared with those who are less engaged.
It’s worth repeating – these four insights might seem obvious; however, the results we have from 1,047 employees from 63 surveys across 29 accountancy firms suggest the profession has a massive opportunity to improve team engagement and financial results.
Can you afford to let a lack of team engagement hold you back when focus and a little time and effort can transform your team engagement?
Why not seek a sustainable competitive advantage for your firm.
You can use the Gallup Q12 survey as a roadmap for building a more engaged team, just as 29 other firms are already doing.
Build a motivated team that is more aligned to your business goals and that is capable of delivering exceptional client outcomes and you’ll achieve the success you seek, and at the same time, will build a deeper sense of pride within your firm.
Anonymity is vital
The numbers referenced throughout this report and the stories shared are all anonymous because, in the arena of team engagement, trust in the process is vital. We also want to demonstrate that if/when you share your data with us, that anonymity is preserved.
Avoiding analysis paralysis – set yourself a team engagement goal
Percentile ranking is a helpful comparison as it shows your competitive position compared with other organisations using Gallup. If you score 38/100, it means you’re better than 38% of the organisations included in the Gallup data.
An overall actual score is also helpful as each question requires an answer out of a possible high score of 5. If you achieve 4+ for every question in Gallup Q12, you’d be right to think you’re doing okay. Each 4+ answer will get you into the top half of performers, but it won’t necessarily get you into the top quartile or top 10% of firms.
Take the first step and do the survey. This is a benchmark and the starting point to improve engagement within your firm.
Key Actions Summary:
- Move beyond assumptions: Don’t rely on gut feeling or informal impressions about your team’s engagement. Use structured tools to obtain accurate insights.
- Recognise the emotional drivers: Remember that engagement is driven by emotional factors – recognition, support, and connection to managers – more than by processes alone.
- Take targeted, visible action: Act on the survey findings with specific, visible steps to address the areas identified, and communicate these actions to your team.
If you want to know what's possible in your firm when you improve the engagement of your team, then please listen to Paul/Doug for just 2 minutes.
And if you want to access the full report 'The Employee Advantage' please complete the form to download it.