Employee engagement is not enough to realize business success. Find out why by attending Brandon Hall Group’s webinar, sponsored by O.C. Tanner, How to Influence Great Work and Create a Culture of Success, at 1pm ET on Thursday, October 20. shutterstock_422987134

What does it mean to prioritize engagement at your organization? Almost all organizations conduct employee engagement surveys, and I have even seen from Brandon Hall Group’s 2016 Employee Engagement Survey that there is a shift, especially among high-performing organizations (HiPOs), from conducting employee engagement on an annual basis to a quarterly or twice-a-year basis. But it is not enough to just conduct employee engagement surveys, even on a more frequent basis.

Source: Brandon Hall Group 2016 Employee Engagement Survey
#Among organizations conducting engagement surveys.
*HiPOs – high-performing organizations – are those organizations that
have realized an increase in key performance indicators over the past year.

Brandon Hall Group’s research shows that organizations need to prioritize employee engagement and link engagement to employee performance. Those organizations that do both of those practices see far greater improvement in key performance indicators than do organizations that just prioritize employee engagement.

There are many ways to link employee engagement to employee performance. And for the record, I do not mean that managers’ bonuses are decreased because of a dip in engagement levels among their direct reports. Some of the best practices to link employee engagement to employee performance include:

  • Recognizing and appreciating employee accomplishments
  • Providing feedback to employees and managers on performance, coaching and training
  • Establishing goals
  • Creating action plans with timelines so that the practices are implemented on an efficient and effective basis.

By executing on these practices your organization is showing your employees that they are making an impact on the organization, and that your organization values their contribution.

There is more to find out from our webinar, including:

  • The impact of linking engagement to performance
  • Types of behavior rewarded and recognized
  • The impact of a rewards and recognition technology solution
  • How to best recognize an employee.

Please join us for our webinar, How to Influence Great Work and Create a Culture of Success, sponsored by O.C. Tanner, on Oct. 20.

Daria Friedman, Principal Analyst, Talent Acquisition, Brandon Hall Group




Daria Friedman

Daria Friedman is the Principal Analyst overseeing the talent acquisition practice for Brandon Hall Group. Prior to Brandon Hall, Daria led the research practice for Bernard Hodes Group, a recruitment solutions agency, and Findly, a talent acquisition software service provider. Daria’s focus is on conducting talent acquisition research on topics such as candidate experience, employer value proposition validation, onboarding, candidate experience, retention, internal communications, career site messaging, talent pool assessments/supply and demand, employee engagement, campus/graduate recruitment, brand perceptions/positioning, best practices, diversity, market/competitive dynamics, talent acquisition metrics, source-of-hire/job search dynamics, employer preferences, employee benefits, technology purchase preferences, and more. She has produced many thought-leading and award-winning research studies at Hodes, including: Healthcare Talent Metrics, The Growing Value of Employer Brands, RNs at Risk, The Collegiate Career Mindset, The Employment Conversation - How Employers and Talent Meet on the Social Web, and Playing for Keeps/Recruiting for Retention. Daria developed Industry Matters, a monthly newsletter that provides insight on the talent landscape from both an economic and talent acquisition trend perspective. She has conducted research globally across many industries, such as Healthcare, Technology, Insurance, Finance, Hospitality, Telecommunications, Defense, Law Enforcement, and Retail. Daria is skilled in quantitative, qualitative and secondary research methodologies. Daria has an MBA in Marketing from Fairleigh Dickinson University and a BA in French from Montclair State University.