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 am a customer experience transformist, helping large organizations improve business results by changing how they deal with customers. As part of this focus, I examine strategy, culture, interaction design, customer service, branding and leadership practices. I am also a fanatical student of business, so this blog provides an outlet for sharing insights from my ongoing educational journey. Simply put, I am passionate about spotting emerging best practices and helping companies master them. And, as many people know, I love to speak about these topics in almost any forum. My “title” is Managing Partner of the Temkin Group, a customer experience research and consulting firm that helps organizations become more customer-centric. Our goal is simple: accelerate the path to delighting customers. I am also the co-founder and Emeritus Chair of the Customer Experience Professionals Association (CXPA.org), a non-profit organization dedicated to the success of CX professionals.

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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