TSI Blog

A Must Have For Employee Engagement

May 10th, 2016 by Alison McKinney | No Responses

As organisations strive to improve performance and deliverance, having an engaged workforce is not only an advantage to achieving this, but also plays a key part as to whether an organisation sinks or swims.

Being able to harness the willingness and discretionary effort of employees will most certainly improve performance. If people are performing at their very best, it makes sense that organisations will work more collaboratively and effectively together, giving the best service, improving efficiency and enhancing performance.

It’s because of this that the concept of ’employee engagement’ is receiving a fast growing interest in the business world, with many organisations building an ‘employee engagement programme’ into their business strategies.

There are three key parts to developing and implementing an ‘employee engagement programme’

Firstly, without conducting an employee survey, it would make no sense. Without feedback from your people on how they feel about certain aspects of working for their employer, for example, do they have the right information and resources to carry … read more »

The banking industry as a model for high employee engagement

January 6th, 2014 by Gary Cattermole | 1 Response


OK, so the title may have grabbed your attention as you might be thinking (given the recent economic problems we have had) ‘No way!’, so forgive me for the rather leading headline.

However, there is a bank, in the UK that is a model for high employee engagement (in fact there are at least two, see further down in the blog!).

The first bank I want to mention is Handelsbanken, the growing Swedish bank here in the UK.  During the economic downturn Handelsbanken has consistently returned balance sheets that have made European banking regulators purr with delight.

How have they achieved this – well firstly with no sales or market share targets and also with almost zero marketing.   Handelsbanken’s Chief Executive Mr Anders Bouvin says “Our customers don’t feel better because they can read the bank’s name on a football shirt or on the side of a bus.”  How refreshing!

Long-termism and decentralisation

Fundamentally, Handelsbanken is … read more »

The cost of employee engagement

April 16th, 2013 by Gary Cattermole | No Responses

DHL have made big news in the past few weeks with their not insignificant investment of €100 million into an employee engagement programme.

Clearly not small potatoes and it comes at an interesting time in DHL’s life – with considerable loses being made within the business – clearly Ken Allen (CEO) sees engagement as a very direct way of moving the business back into the black.

We are incredibly strong advocates of employee engagement and the benefits to both an organisation and its workforce of having high levels of engagement.

In DHL’s case however, it begs the question, why now and why such a huge sum?

There’s a word of warning here for organisations. You don’t need to invest huge sums of money in expensive and expansive employee engagement programmes – but this could well be what you end up doing if you leave it so late and at a dire stage in … read more »

We need to raise employee engagement levels

February 13th, 2013 by Gary Cattermole | 4 Responses

Latest employee engagement figures from CIPD do not make great reading

The latest report from the Chartered Institute of Personnel and Development (Winter 2012/13) shows that 35% of employees are engaged but the majority (61%) remain neutral.  4% of respondents are disengaged.

In comparison to twelve months ago there is a very slight downward change, 36%, 60% and 3% respectively.

The summer of 2012 offered the high point in terms of overall employee engagement at 39% (with just 3% disengaged) but we now find that scores are now inline with Winter 11/12.

The highlights (although not at all surprising) of the latest report are that micro organisations (between 2 and 9 employees) have typically higher levels of engagement as opposed to large organisations (more than 250 employees) – 60% compared with 31%.  Although small organisations (between 10 and 49 employees) have the highest level of disengaged employees at 6% compared with 1% for micro and 5% for large businesses.

The extent … read more »

Just who’s responsible for employee engagement?

January 9th, 2013 by Gary Cattermole | 3 Responses

It’s a question we have been asked countless times and it is an intriguing one.

One of the easiest ways to think about this question is to consider the following:  Are your employees responsible for their own engagement?

Employees cannot be solely responsible for their own engagement at work.  To consider they are misses the point entirely.  Do you go to work each day and think ‘Hmm, I think I’ll be engaged today, I’ll give that little extra, I’ll go that extra mile…?’  Probably not!

Whether a person is engaged or not is not a conscious decision, this happens almost unwittingly and certainly subconsciously.  This is why employee engagement cannot be down to employees.

So, the answer is: the organisation takes responsibility.

As an organisation what you can do is create an environment where engagement can thrive – where employees naturally, without coercion, are more productive, more innovate, better advocates and (in our view more importantly) become healthier individuals as a … read more »

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