"To win in the marketplace, you must first win in the workplace."

– Doug Conant, CEO of Campbell’s Soup
Engagement Starts with a Strategy

While engagement is a key indicator of organizational performance, there is a lot of room for improvement in engagement for most organizations. In the U.S., just 32% of workers were engaged in 2014 according to the Gallup organization. Meanwhile, one survey showed that while 79% of businesses were worried about engagement and retention (the #2 issue after leadership), only 8% of large companies felt they had programs to help employees adapt to increasing demands in the workplace.

01

The Starting Point Assess

Whether you are using your own tool or you would like to use ours, starting with an employee assessment and knowing your biggest red flags is a good place to start.

02

Transparency Communicate

Summarizing the results for employees lets them know the organization understands the current situation. Setting timelines and goals sets expectations for employees on what is to come next.

03

Change and Improve Implement

Thoughtfully make improvements to the workplace and continually tie the changes back to the employee assessment. Go for the quick and most impactful wins first.

04

Continuous Learning Evaluate

As you make changes, measure the results. Capture both real time data and reassess employee engagement. Continue the process based on what you have learned.

Why Engagement? Why Transcend?

When employee engagement increases, everyone wins: investors, customers, and employees. With a relatively small investment, the workplace can now be transformed from good to great. Why do we believe this? Because we have seen it happen with our clients. Here are just a few examples:

Case Studies
Amplify Recognition

A construction company finds out employees do not feel leadership appreciates them. They decide to start spending recognition dollars in a more systemic way. After implementing a points program, engagement has improved and record profits have been realized.

Strengthen Teamwork

A growing property management company wanted to create a high performance executive team. They conducted quarterly team development sessions to help build trust, engage in productive conflict, increase commitment, improve accountability and raise results.

Increase Employee Connections

A engineering and design firm wanted to engage its young generation workforce in a more modern way. They installed a mobile responsive communication portal that personalizes the workplace (pet photos!), enables peer-to-peer recognition.

Create a Culture of Feedback

A marketing company wanted to create a culture of feedback. They implemented a modern performance management system that enables regular employee check-ins, career-pathing, and 360 feedback. Turnover decreases and productivity skyrockets.