Company culture and employee engagement can seem like squishy concepts. But at the end of the day, they are what drives an organization’s success.
Unfortunately, most organizations consider engagement and culture to be unmeasurable and unchangeable. These 3 case studies prove exactly the opposite.
Examining these three cases, there’s a “golden thread” about what actually transforms employee engagement. It starts with confronting reality and committing to do better… and then grows by learning to treat people like people – by practicing emotional intelligence.
Step #1: Confronting reality
ServRx, Westcomm Pump and Siemens Healthineers work in different industries and different countries, but they faced a common dilemma: corporate cultures and employee engagement levels that couldn’t take them where they wanted to go. A lack of trust. A lack of emotionally intelligent leadership. A lack of joy. And they’re certainly not alone: 75% of organizations report their biggest problem being people-related – relational, emotional. The even bigger problem? Even though engagement issues are widespread, most organizations think it is unmeasurable and unchangeable.
These 3 decided to confront the reality head on. That meant taking Six Seconds’ Vital Signs assessment, a best-in-class suite of tools for measuring team and organizational climate. Individuals take the assessment anonymously, and a report is generated that aggregates the answers and provides a snapshot of the culture. The results provided a wake-up call for all 3 organizations. As Todd Delano, the CEO of ServRx put it, “The results were not pretty, and it caused a lot of people on the team to sit up and finally take notice. We knew there were significant issues, but getting it on a graph in the front of the room — well, it was no longer an option to kick this down the road.”
One variable measured by the Vital Signs Assessment is employee engagement. Check out the pre-assessment results for all 3:
Engaged – Employees who are fully involved, connected and committed.
Neutral – Employees who are meeting requirements, but mostly following, passive.
Disengaged – Employees who are isolated, disconnected and moving away.
For reference, the “average” company has engagement of about 25%. Gallup considers engagement above 67% to be world-class.
ServRx is a tech startup based in the United States. They faced the classic dilemma of a startup: the company was growing, but the culture was not.
Westcomm Pump is an engineering firm based in Canada. They faced the reality that morale, productivity, and the general outlook for the business were negative, largely due to personnel issues.
Engaged - not a typo, 0% scored as Engaged
Siemens is a global healthcare technology company. Its corporate team in Latin America faced unprecedented pressure due to economic and political uncertainty, and performance had begun to suffer.
Step #2: Committing to do better
All 3, with the help of Six Seconds’ Preferred Partners, implemented monthslong training programs to assess and improve emotional intelligence – both within the leadership team and throughout the entire organization.
Read more about each of these case studies and the specific tools and methods used in each program:
Some highlights of the program at ServRx:
Realizing change starts at the top, CEO Todd Delano attended Six Seconds’ EQ Practitioner certification.
In order to measure the climate, ServRx utilized Six Seconds’ Organizational Vital Signs.
To introduce the concept of emotional intelligence, ServRx utilized Six Seconds’ Brain Brief Profiles, including a Team Dashboard.
Some highlights of the program at Westcomm:
Realizing change starts at the top, the leadership team took the SEI to get a snapshot of their emotional intelligence strengths and challenges.
In order to measure the climate, Westcomm utilized Six Seconds’ Team Vital Signs assessment.
To guide the entire process, Westcomm worked with Authentic Connections, Inc., a Six Seconds’ Preferred Partner.
Some highlights of the program at Siemens:
Realizing change starts at the top, the leadership team took the Leadership Vital Signs, a 360 feedback tool for strengthening leadership.
In order to measure the overall climate, Siemens utilized Six Seconds’ Team Vital Signs.
To guide the entire process, Siemens worked with Kronberg, a Six Seconds’ Preferred Partner.
Step #3: Creating a new culture
At the end of the programs, all 3 retook the Vital Signs, and what did they find? Cultures that had begun to thrive. Dramatic increases in employee engagement. All 3 more than doubled employee engagement. Not surprisingly, these companies’ bottom lines showed marked improvement during the same period.
Check out the post assessments:
ServRx experienced a dramatic shift in the culture, highlighted by a remarkable increase in employee engagement throughout the company (% of engaged employees went from 31% to 71%, and % of disengaged dropped from 31% to 5%)
Engaged - Up 40%
Neutral - Down 14%
Disengaged - Down 26%
Westcomm Pump experienced a dramatic increase in employee engagement throughout the company (% of engaged went from 0% to 22%, and % of disengaged dropped from 40% to 11%)
Engaged - Up 22%
Neutral - Up 6%
Disengaged - Down 29%
Siemens experienced a dramatic increase in trust and engagement throughout the company – including a 139% increase in the number of highly engaged managers and a 46% increase in engagement scores overall.
Engaged - Up 30%
Neutral - Down 15%
Disengaged - Down 15%
Why Six Seconds?
Why do leaders from places like the UN, FedEx, Amazon, Qatar Airways choose Six Seconds’ tools and methods?
- Global: Used in 157 countries & territories — this approach works everywhere.
- Scientific: The latest research creates a robust approach by the pioneers in EQ — these tools are reliable.
- Practical: It’s not enough to talk about emotional intelligence — Six Seconds helps you put it into action.
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