The Employee Engagement Agency
eLEVATING EMPLOYEE ENGAGEMENT & wellness
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Using an Employee Engagement Agency can be highly beneficial for a business for several reasons. Here are a few key advantages:
1. Expertise and Specialization
Employee Engagement Agencies specialize in creating strategies that boost employee morale, productivity, and satisfaction. Their expertise allows them to develop tailored programs and initiatives that would be difficult for a business to implement effectively on its own without the same level of knowledge or resources.
2. Improved Employee Retention
Engaged employees are more likely to stay with a company long-term. An employee engagement agency can help create initiatives that foster a positive workplace culture, improve job satisfaction, and reduce turnover rates. This can save a company from the high costs associated with recruiting and training new employees.
3. Boosted Productivity
When employees feel engaged and valued, they are typically more motivated and productive. By developing strategies to enhance employee engagement, agencies help create an environment where workers are more invested in their roles and the company’s success.
4. Enhanced Workplace Culture
An engaged workforce is essential for maintaining a strong company culture. Employee Engagement Agencies can implement programs that focus on communication, recognition, and alignment with company values, fostering a more cohesive and positive environment.
5. Employee Wellness and Well-being
Agencies often focus on holistic approaches to employee engagement, including mental health and wellness initiatives. These can improve employees' overall well-being, which not only enhances their satisfaction but can also reduce absenteeism and healthcare costs.
6. Data-Driven Insights
Employee Engagement Agencies typically use surveys, feedback systems, and performance analytics to measure engagement levels. These insights help companies better understand their workforce, identify areas for improvement, and make data-driven decisions that positively affect their bottom line.
7. Cost and Time Efficiency
Instead of dedicating internal resources to creating engagement programs from scratch, companies can rely on an agency that already has the tools, systems, and knowledge to implement successful strategies efficiently. This saves both time and money in the long run.
8. Scalable Solutions
As businesses grow, it can be challenging to maintain high levels of employee engagement. An agency can provide scalable solutions that evolve with the company, ensuring that engagement remains a priority as the workforce expands.
9. Improved Employer Brand
A company with high employee engagement is seen as a great place to work, which can attract top talent. By working with an engagement agency, companies can enhance their employer brand, making them more competitive in the job market.
10. Increased Innovation and Collaboration
An engaged workforce is more likely to collaborate, share ideas, and contribute creatively. Employee engagement programs can encourage innovation and problem-solving, which is critical for business growth and adapting to changes in the market.
By outsourcing this function to an Employee Engagement Agency, companies can benefit from focused attention and expert strategies that enhance their employee experience, ultimately leading to a more motivated, loyal, and productive workforce.
Meeting the needs of a When Mergers Happen, what happens with the employees?
Shalom Grays
Qualified Psychotherapist and Engagement Specialist. With over 20 years working with individuals and organisations to teach cognitive tools for positive behaviours and processes.
February 27, 2025
Mergers can be a very emotional, stressful and troubling experience for the employees. Its a period of uncertainty and questioning your own validity,even after years of hard work and dedication, to the company...that question arises within all... How safe is my job?
Often we hear about a brand or organisation merging with another, often due to revenue or management issues, and so a rescue package is offered that might come form another organisation in the same sector. Otherwise is a larger organisation seeking to win more market share and attract a greater percentage of consumers that would also allow it to open other markets, that previously it could not enter.
Whatever the reason, the employees within are suddenly made aware that changes will occur, and like all human behaviour, rumours spread through various channels which begin to unsettle the status quo. This is a period which can be dangerous fro both company and employee, as those that have responsibilities might start looking elsewhere for a safety net, they might be one of the company's key personnel, not easy to replace, and therefore, in this period, the loss could be felt more so by the organisation.
One of the statistics involved in profit loss within many organisations is the moving of trained well established key players that feel unappreciated and so move to new positions in rival organisations or start their own business, leaving a position not easy to fill, and the result impacts the operations.
One thing to remember is that each employee has a world where they are the centre of its functioning. Resources to make the world they live in depends on the various factors, and depending how they have accepted their responsibilities, The 'WorkPlace' might be a very high priority that funds their lifestyle. So when a merger happens, which might be in the best interest of the organisation, is it going to be acceptable to each employee within that organisation, or will they foresee their position becoming redundant. Self-preservation, fear, confidence, liability, communication, external influences all make up the factors that create a culture of insecurity, and one that leads to many premature exists.
At the Altitude Agency, we have worked with clients developing programs that work within their parameters to create a culture of stability and inclusiveness, allowing employees to air their views, building a more open idea generating culture. As mergers and acquisitions happen, we are there to ease the transition, again supporting employees that could be retrenched to have a more positive structured process towards transitioning into a new job, through our counselling and life coaching.
Its a process that builds a business towards success
Written by Shalom Lindhorst-Grays August 2024
BC to PC
Before COVID on average 11% of the population worked adequately from home, Post COVID that rose to 56% preferring to remain working from their home environments and leaving jobs to continue this trend. Census bureau’s vary in figures depending on what actually means to work solely from home, However, in 2024, three in ten people work exclusively from home, whilst five in ten do hybrid with a lot of tele-work happening at remote locations.
Office culture was transitioning prior to COVID, with many organizations’ realizing you get more from your employees if you give them an environment that is pleasant to enter daily and has amenities that support their lifestyle. Space need not be confined to cubicles, instead open offices with ‘zoned areas’ began to emerge relating to workspaces and chill or chat zones for less formal meetings, but still to develop was the culture, the human element with an environment.
My experience in the design industry led my agency to work on many retail projects that allowed us to create spaces that inspired customers to enter environments and feel part of that brand, become loyal and spend. Obviously, our goal was to make them shop, but the premise of the design brief in that sector was to create a culture that built a relationship between the brand and the customer, which meant sales and loyalty.
In essence The Retail Industry could be credited as the cornerstone of what is happening now across the West with the new office culture. It’s something I’ve witnessed before, that we previously enticed customers to spend time, money and become loyal to brands through services, products and the environment. Similarly, the evolving current office environmental culture runs a similar path. It’s also about creating the desirability to entice individuals out of their comfortable home/work lifestyle and return to new environments that offer a less formal, but more supportive and open environment that breeds loyalty, retention and growth and a brand culture.
It has been proven, that an invested employee working within an organization’s new culture with openness, inclusiveness, wellbeing practices, informal environmental design, and more open spaces, leads to annual profit growth for that company of more than 35%. That means less money spent on rehiring for employee positions, less money spent on training and advertising, less money wasted with revenue lost through sick days, absenteeism and poor service.
An Environmental Impact
The design and performance of any environment extends way beyond the walls that contain the services or products. In today’s working lifestyle, people move around between companies far more frequently and often work hybrid mingling with other colleagues casually. They will discuss life, social calendars and work issues. So, this is where reputations can get sullied if there is a poor culture within an organization.
This is easy to appreciate if we look at top performance organizations like Google, Apple, Vodacom, and Unilever. Why? Because they have invested in their environment and their employee’s wellbeing, to create cultures that breed retention and the free flow of ideas. I’ve never been inside these organizations; however, I have appreciated through social media, professional colleagues etc. that they have practicing employee supporting environments, and people clamber to work for them due to this positive culture.
Work environments are therefore a very important factor in the progress and future of commercial organizations. Employees need contact through both engagement and via communications formats. Hybrid is manageable, but total employee absence doesn’t make the heart grow fonder, it sets them apart for poor performance within a team, and lack of ideas and growth. From working on the Design of commercial interiors to writing and producing Engagement programs for employees, it is very apparent that both are essential to modern working practices for success.
The design philosophy of modern office environments must encompass all elements that build trust and nurture openness, free communication processes, informal and formal zones, areas that relate to nature for decompression during a day, informal kitchen facilities or café style zones, private thought or presentation spaces and flexi desk space with team areas. Other important factors that support and direct these above are the colors and materials used to create the moods required for that office culture.
When you design and build engaging, open and inclusive work environment’s, you create small worlds that bring people together to personally invest in that organization. Communication, which is integral flows far more freely, and therefore things move along more efficiently, time saved is essentially supporting effective workmanship, growth, a forum for ideas and profit. Employees are made to feel ‘part of’’ not ‘apart’ from the top management all the way to the reception staff. That within this organization, anything is possible and is part of an organism that has wellbeing as a pillar of its practice. SRG 2024