Employee Engagement Primer (Infographic)

One of Temkin Group’s four CX core competencies is Employee Engagement. That’s why Temkin Group put together an Employee Engagement Resource Page and developed this infographic.

You can download the infographic (or poster) below. I hope you enjoy it.

1609_Employee Engagement Infographic

Here are links to download versions of the infographic:

1609_Employee Engagement Poster Poster (18′ x 24″) in .pdf file or in .jpg file

1609_Employee Engagement Infographic Infographic in .pdf file or in .jpg file

The bottom line: Good things happen you engage your employees.

About Bruce Temkin, CCXP
I'm an experience (XM) management catalyst; helping organizations improve results by engaging the hearts and minds of their employees, customers, and partners. I enjoy researching and speaking about these topics. I lead the Qualtrics XM Institute, which is the world's best job. We're igniting a global community of XM Professionals who are inspired and empowered to radically improve the human experience. To achieve this goal, my team focuses on thought leadership, training, and community building. My work is driven by a set of fundamental beliefs: 1) Everything starts and ends with human beings, so you need to understand how people think, feel, and behave; 2) XM is a discipline that needs to be woven throughout an organization's entire operating fabric; and 3) Building the XM discipline requires a combination of culture, competency, and technology.

4 Responses to Employee Engagement Primer (Infographic)

  1. Great work Bruce. The 5 I’s is such a powerful, yet simple proposition,
    but too few leaders seem capable of deploying it

  2. Great infographic Bruce, fully aligned with the virtuous cycle! On the Engagement Index, I wonder about the first question… seems to me that it’s more needed than just understanding the mission (although clearly important) = understanding (comprehension) doesn’t mean that there’s alignment and connection. I wonder if it’s more about ‘sharing the purpose’ of the organization. Or said another way, the purpose of the organization needs to be compelling to me as an employee for me to want to show up everyday and deliver with full engagement and full impact.

    • Jonathan: Thanks for sharing a great observation. It does turn out that the higher level affiliation with the mission does drive even higher levels of employee engagement (we have data on the connection with being “inspired by the mission”). We chose to pick the lower level of “understanding the mission” since it is the starting point for employee engagement. For companies that reach a strong level of employee engagement (still a small minority), then going after a higher level connection with the mission is great.

  3. Fair enough! You’re right it’s one step at a time… Thanks Bruce

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