• Lizz Pellet

    this is a great infographic…….  but where are the study numbers to back up the percents?  Charts and Graphs are fantastick, but I would like to ask if they conducted a study or provide the information they used to create teh graphic.  

    • John Hollon

      Lizz: The sources for the information are all listed at the bottom of the inforgraphic with links through to where the material came from. 

      • Lizz Pellet

        Thanks John,

        would you have links to all of these studies?  The information is outstanding and would be a direct reply to the artice in TLNT today: http://t.co/CJsMwHAW 5 reasons CEO’s don’t care about engagement.  If you do have the links, please send or publish.  Thanks, 

  • http://www.amazon.com/Employee-Engagement-2-0-Performance-Real-World/dp/1469996138/ Kevin Kruse

    John, another great article and interesting infographic. I actually am surprised though that people still question the ROI of employee engagement. I thought that’s been beaten to death already!  Kenexa research showing engaged companies return 5x total shareholder return than disengaged ones, Tower Perrin research showing 6% higher profit, lots of studies showing increased sales, quality, etc. Glad Madison is piling on, but really wish people would realize that EE really doesn’t lead to business results!

    Kevin Kruse
    Author, Employee Engagement 2.0

  • http://twitter.com/joeosheauk Joe O’Shea

    The issue with proving the ROI on engagement is causality. Better business performance can be the cause of engagement, as well as an effect.
    The big challenge with ROI is isolating the impact of engagement activity. Attributing outcomes like increased shareholder return and customer satisfaction to employee engagement is a simplification that ignores multiple external factors and variables.
    While it is interesting and creatively presented, I’m afraid this infographic does very little to advance the ROI debate. If anything, combining data and disparate findings from multiple (vaguely referenced) sources undermines the case.

    • http://tpoyc.net/DiSCProfile.html Dallas DiSC Profiler

      Fair point, but the question of causality is ubiquitous with all business data and decisions.  But as more of these statistics are accumulated over time and a variety of circumstances, they will become more persuasive in the aggregate.  And we’re hearing an increasing number of accounts from senior management and line-of-business executives (i.e., not just the HR/training folks running the programs) about Employee Engagement successes — these are very compelling.