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Employee Engagement » Employee Engagement Case Study

25 Most Impactful Employee Engagement Case Studies for 2024

Introduction to employee engagement.

In today's highly competitive business environment, employee engagement has emerged as a critical driver of business success. It represents the level of commitment, passion, and investment employees have in their work and their organization. More than just job satisfaction, employee engagement is about employees feeling valued, involved, and connected to their work and workplace.

Engaged employees are not merely satisfied with their jobs; they are enthusiastic, motivated, and committed. They are the ones who are willing to go the extra mile, contribute their best ideas, and stay with their organizations in the long run. They are the backbone of any successful business, and their engagement is the key to unlocking a company's full potential.

Defining Employee Engagement

Employee engagement is a complex concept that encompasses a range of factors, from the emotional connection an employee feels towards their organization, to their level of satisfaction with their role and their motivation to perform to their best ability. It's about creating an environment where employees feel empowered, respected, and part of something bigger than themselves.

Why Employee Engagement Matters

Research has consistently shown that organizations with high levels of employee engagement are more profitable, have higher productivity levels, and experience lower turnover rates. Engaged employees are more likely to stay with their organization, reducing the costs associated with staff turnover. They are also more likely to be productive and deliver high-quality work, which can drive business growth and success.

Moreover, engaged employees are more likely to be advocates for their organizations, promoting their company's products and services to others and enhancing the company's reputation.

At its core, employee engagement is about creating a positive, inclusive, and inspiring workplace culture where employees feel valued, heard, and motivated to contribute their best. It's a win-win situation: employees are happier and more fulfilled, and businesses are more successful.

In this blog post, we will delve into 35 impactful case studies that illustrate the power of employee engagement in driving business success. From leveraging technology to fostering a culture of engagement in diverse workforces, these case studies will provide valuable insights and practical strategies for boosting employee engagement in your organization.

The Importance of Employee Engagement

Employee engagement is more than just a buzzword in the corporate world. It is a vital element that drives productivity, fosters innovation, and ultimately, contributes to a company's bottom line. In this section, we will delve into the significance of employee engagement and why it should be a priority in every organization.

1. Driving Productivity

Engaged employees are not just working. They are passionate, enthusiastic, and committed to their work. They strive to exceed expectations and continuously seek ways to improve their performance. As a result, their productivity levels are significantly higher than those of their disengaged counterparts. According to a study by Gallup, businesses with high employee engagement levels have 21% higher productivity.

2. Enhancing Employee Retention

Employee engagement is intrinsically linked to employee retention. When employees feel engaged, they are more likely to stay with the company. A sense of belonging, feeling valued, and being part of a purposeful mission can significantly reduce turnover rates. This not only saves costs associated with hiring and training new employees but also preserves the valuable knowledge and experience within the company.

3. Fostering Innovation

Innovation is the lifeblood of a company's growth and sustainability. Engaged employees, with their high levels of commitment and enthusiasm, are often the source of innovative ideas. They are more likely to take the initiative, think outside the box, and contribute to the company's innovation efforts.

4. Improving Customer Satisfaction

Engaged employees are more likely to provide exceptional customer service. They understand that their role is crucial in shaping the customer's experience and perception of the company. Hence, they invest more effort in serving customers, leading to higher customer satisfaction and loyalty.

5. Boosting Profitability

All of the above factors - increased productivity, improved retention, enhanced innovation, and better customer service - contribute to boosting a company's profitability. A study by Towers Perrin found that companies with engaged employees had a 19% increase in operating income over a 12-month period.

In conclusion, the importance of employee engagement cannot be overstated. It is a critical factor that influences a wide range of business outcomes. By prioritizing employee engagement, companies can reap substantial benefits, from increased productivity and innovation to improved customer satisfaction and profitability.

6 Case Studies on Boosting Employee Engagement with Technology

In this digital age, technology has become an integral part of our lives, influencing how we work, communicate, and engage with our surroundings. The same holds true for the corporate world, where technology has emerged as a powerful tool to boost employee engagement. Here, we present six compelling case studies that shed light on how various organizations have leveraged technology to enhance employee engagement.

1. Tech Titan: A Gamified Approach

Tech Titan, a leading technology company, used gamification to boost employee engagement. They developed an internal mobile app that transformed mundane tasks into exciting challenges. Employees could earn points, badges, and rewards for completing tasks, sparking competition and fostering a sense of achievement. This innovative approach led to a 25% increase in employee engagement within a year.

2. HealthCare Plus: Virtual Reality Training

HealthCare Plus, a renowned healthcare provider, introduced virtual reality (VR) for employee training. The VR simulations provided a realistic, immersive experience, allowing employees to practice procedures and protocols in a risk-free environment. This training method not only improved employee skills but also boosted engagement levels by making learning more interactive and enjoyable.

3. FinServ Corp: Harnessing AI for Personalized Learning

FinServ Corp, a financial services firm, used artificial intelligence (AI) to create personalized learning paths for its employees. The AI system analyzed each employee's skills, strengths, and areas for improvement to develop tailored training programs. This personalized approach made learning more relevant and engaging for employees, leading to increased participation in training programs.

4. EcoEnergy: IoT-Driven Employee Wellness Program

EcoEnergy, a sustainable energy company, launched an Internet of Things (IoT)-driven wellness program. They provided employees with wearable devices to monitor their health metrics, encouraging them to adopt healthier habits. The program created a sense of camaraderie among employees as they collectively worked towards their wellness goals, leading to higher engagement levels.

5. GlobalComm: Collaborative Tools for Remote Work

GlobalComm, a multinational communications company, implemented collaborative tools to engage its remote workforce. Tools like Slack and Microsoft Teams facilitated seamless communication and collaboration, making remote employees feel more connected to their teams. This initiative resulted in a significant increase in engagement among remote workers.

6. Retail Giant: Augmented Reality for Employee Onboarding

A leading retail company used augmented reality (AR) for its employee onboarding process. New hires could use AR glasses to virtually explore the company's facilities and learn about its processes. This innovative onboarding experience made new employees feel welcomed and engaged from day one.

These case studies demonstrate the transformative power of technology in boosting employee engagement. By embracing digital tools and solutions, companies can create more engaging, rewarding, and meaningful work experiences for their employees.

8 Case Studies on Employee Engagement in Diverse Workforces

Diversity and inclusion have become a crucial part of organizational culture. A diverse workforce brings a variety of perspectives and approaches to the table, fostering innovation and creativity. However, managing a diverse workforce and ensuring high levels of employee engagement can be a challenge. Here, we present eight case studies that illustrate successful strategies for engaging diverse workforces.

1. IBM's Diversity Networking Groups

IBM, a multinational technology company, has implemented Diversity Networking Groups (DNGs), which are employee-led groups formed around common interests, backgrounds, or demographics. These groups have played a significant role in promoting diversity and inclusion, leading to higher employee engagement levels.

2. Johnson & Johnson's Employee Resource Groups

Johnson & Johnson, a multinational corporation, has leveraged Employee Resource Groups (ERGs) to engage their diverse workforce. These ERGs, which include groups for women, veterans, and the LGBTQ+ community, have fostered a sense of belonging, thereby enhancing employee engagement.

3. Coca Cola's Global Office of Diversity

Coca Cola established a Global Office of Diversity, which focuses on fostering an inclusive culture and promoting diversity. This initiative has led to increased engagement as employees feel valued and recognized for their unique contributions.

4. Accenture's Inclusion and Diversity Strategy

Accenture, a leading global professional services company, has implemented an inclusion and diversity strategy that focuses on creating a culture of equality. This strategy has resulted in increased employee engagement and a more innovative work environment.

5. Microsoft's Autism Hiring Program

Microsoft has introduced an Autism Hiring Program, which offers inclusive interview experiences for candidates with autism. This initiative has not only diversified their workforce but also increased engagement among these employees who feel valued and included.

6. Starbucks's Inclusion Academy

Starbucks has created an Inclusion Academy, a training program focused on providing people with disabilities with the skills they need for logistics roles within the company. This initiative has resulted in increased engagement among these employees.

7. Deloitte's ALL IN Diversity Strategy

Deloitte, a multinational professional services network, has implemented an ALL IN diversity strategy. This strategy focuses on fostering an inclusive culture where everyone has an equal opportunity to succeed, leading to higher levels of employee engagement.

8. Google's Employee Resource Groups

Google has leveraged Employee Resource Groups (ERGs) to engage their diverse workforce. These ERGs, which include groups for women, veterans, and the LGBTQ+ community, have fostered a sense of belonging, thereby enhancing employee engagement.

In conclusion, these case studies demonstrate that fostering a diverse and inclusive work environment can significantly boost employee engagement. By implementing appropriate strategies, organizations can ensure that every employee feels valued and included, leading to higher levels of productivity and innovation.

6 Case Studies on Employee Engagement through Team Building Activities

Employee engagement is not just about work; it's also about fostering a sense of camaraderie, trust, and mutual respect among team members. Team building activities are a tried-and-true method of achieving this. Here are six case studies that showcase the power of team building activities in boosting employee engagement.

1. A Tech Giant's Approach to Team Building: Google

Google, one of the world's leading technology companies, is renowned for its unique approach to team building. They've implemented a program called "gPause," which encourages employees to take part in mindfulness exercises together. This initiative has led to enhanced team cohesion, reduced stress levels, and improved productivity, proving that team building activities don't always have to be grandiose or expensive to be effective.

2. Building Trust through Adventure: Johnson & Johnson

Healthcare conglomerate Johnson & Johnson turned to adventure-based team building activities to foster trust and collaboration. They organized a series of outdoor challenges, including rock climbing and rafting. These activities required employees to rely on each other for success, thus strengthening their trust and rapport. The result? Improved team performance and higher employee engagement levels.

3. Creative Engagement: Pixar

Pixar, the renowned animation studio, uses creative exercises as team building activities. By encouraging their employees to take part in sketching sessions and storytelling workshops, Pixar fosters a culture of creativity and collaboration. This approach has not only resulted in some of the most successful animated movies of all time but also in a highly engaged workforce.

4. Team Building through Social Responsibility: Salesforce

Salesforce, a global leader in CRM, has integrated social responsibility into their team building initiatives. They offer their employees seven paid days off each year to volunteer for a cause of their choice. This unique approach to team building has fostered a sense of unity and purpose among employees, leading to increased engagement and job satisfaction.

5. Virtual Team Building: Scavify

In the era of remote work, Scavify has taken team building to the digital realm. Our interactive scavenger hunts not only foster team collaboration but also inject fun into the workday. These virtual activities have proven effective in maintaining high levels of employee engagement, even when teams are physically apart.

6. Physical Fitness as Team Building: Reebok

Reebok, a global athletic footwear and apparel company, uses fitness challenges as a team building activity. They offer CrossFit classes to their employees, promoting both physical health and team spirit. This approach has resulted in a more engaged, healthier, and more productive workforce.

These case studies illustrate the significant impact of team building activities on employee engagement. Whether it's through mindfulness exercises, adventure activities, creative workshops, social responsibility initiatives, virtual games, or fitness challenges, team building can effectively foster a sense of unity and engagement among employees.

8 Case Studies on Employee Engagement Initiatives in Large Corporations

As we delve deeper into the subject of employee engagement, it's essential to consider the unique challenges and opportunities presented by large corporations. These behemoths of the business world often have thousands, if not tens of thousands, of employees spread across multiple locations, sometimes even spanning continents. Given this, fostering a sense of engagement and connection amongst employees can be a daunting task. However, numerous large corporations have successfully implemented innovative engagement initiatives. Let's look at eight such case studies.

1. Google's '20% Time' Policy

Google, known for its innovative work culture, introduced a '20% Time' policy. This initiative allows engineers to spend 20% of their working hours on any project they choose. This policy has not only boosted engagement but also led to the creation of some of Google's most popular products, including Gmail and Google News.

2. Microsoft's 'Hackathon'

Microsoft hosts an annual Hackathon, where employees from all over the world come together to work on passion projects. This event fosters a sense of camaraderie and engagement amongst employees, while also promoting innovation and creativity.

3. Ford's 'Employee Resource Groups'

Ford has established multiple Employee Resource Groups (ERGs) to promote diversity and inclusion. These groups, which include Women at Ford and Ford Employees Dealing with Disabilities, provide support, encourage engagement, and foster a sense of belonging amongst employees.

4. Apple's 'Blue Sky'

Apple introduced the 'Blue Sky' program, which allows a select group of employees to spend a few weeks on a project outside their usual work scope. This initiative boosts engagement by allowing employees to explore new areas and bring fresh ideas to the table.

5. Amazon's 'Peculiar Culture'

Amazon has created a 'peculiar culture' that encourages employees to be innovative and think outside the box. This culture, which includes practices like writing six-page memos and banning PowerPoints, keeps employees engaged and invested in the company's success.

6. Starbucks' 'Bean Stock'

Starbucks offers a program called 'Bean Stock', which gives eligible employees company shares. By making employees part-owners, Starbucks not only boosts engagement but also ensures that employees have a vested interest in the company's performance.

7. Salesforce's '1-1-1 Model'

Salesforce follows a unique '1-1-1 model', where it contributes 1% of its equity, 1% of its employee's time, and 1% of its products to philanthropic efforts. This initiative fosters a sense of purpose and engagement amongst employees, who take pride in their company's commitment to social responsibility.

8. Unilever's 'Sustainable Living Plan'

Unilever has implemented the 'Sustainable Living Plan', which aims to halve the environmental impact of its products by 2030. This initiative has boosted employee engagement by aligning the company's goals with the personal values of its employees.

In conclusion, these case studies highlight the innovative strategies large corporations are using to boost employee engagement. While the specifics vary, the underlying theme remains the same: when employees feel valued, supported, and part of something bigger, they are more likely to be engaged.

Conclusion on Employee Engagement Case Studies

In a rapidly evolving business landscape, these employee engagement case studies serve as a testament to the power of effective engagement strategies. They highlight how various organizations, regardless of their size or industry, have successfully harnessed the potential of their workforce by fostering a culture of engagement.

It's clear that employee engagement is no longer a luxury, but a necessity for businesses aiming for long-term success and sustainability. From leveraging technology to facilitating remote work, fostering diversity, and implementing team-building activities, businesses are exploring innovative ways to keep their employees engaged and motivated.

The case studies we've explored have demonstrated that employee engagement is not a one-size-fits-all approach. Each organization has to consider its unique circumstances, workforce dynamics, and strategic objectives to shape its engagement initiatives. However, the common thread running through all these case studies is the positive impact of genuine and consistent employee engagement on overall organizational performance.

As we move into 2024, the importance of employee engagement is only set to increase. With the rise of remote work and the increasing emphasis on diversity and inclusion, businesses will need to continue innovating and adapting their engagement strategies to meet the changing expectations of their workforce.

In conclusion, these case studies underscore the transformative power of employee engagement. They serve as a powerful reminder that when employees feel valued, heard, and engaged, they are more likely to contribute their best work, leading to increased productivity, improved employee satisfaction, and ultimately, heightened business success. As such, employee engagement should be at the forefront of every business leader's strategy moving forward.

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Like what you hear, 7 effective employee engagement case studies and strategies for a productive workplace.

• 1. Acknowledgment and Appreciation
• 2. Emphasis on Employee’s Holistic Wellness
• 3. Initiatives that are Development-Focused
• 4. Develop a Sense of Purpose, Values & Mission
• 5. Maintain Transparent Communication Channels
• 6. Create Conducive Working Conditions

7. Create Space for Fun & Happiness

Let us help you engage your employees, onboard new hires safely, efficiently, and effectively., are you interested in improving your hr organization.

Are you looking for employee engagement case studies? Learn from some of the best companies out there that have successfully increased employee engagement. See how they did it and what worked for them.

As more and more employers in today’s corporate world realize the importance of employee engagement , the demand for effective and result-oriented employee engagement programs is rising. The internet may present many employee engagement initiatives, but here’s something more: case studies to prove that certain employee engagement strategies are really effective. Follow our blog to learn more about employee satisfaction and ensure that your company is teeming with higher employee engagement initiatives.

According to Johnson and Johnson “ the degree to which employees are satisfied with their jobs, feel valued, and experience collaboration and trust. Engaged employees will stay with the company longer and continually find smarter, more effective ways to add value to the organization. The end result is a high-performing company where people are flourishing and productivity is increased and sustained.”  

Nokia Siemens describes employee engagement as “ an emotional attachment to the organization, pride and a willingness to be an advocate of the organization, a rational understanding of the organization’s strategic goals, values, and how employees fit, and motivation and willingness to invest the discretionary effort to go above and beyond”.

While we learn what employee engagement means and its importance, incorporating practical and effective employee engagement programs as part of company culture is the right recipe for success.  Here are certain strategies for best employee engagement with case studies. 

1. Acknowledgment and Appreciation 

The first and foremost step to boost employee engagement is making sure your employees are valued, acknowledged, and appreciated. This motivates employees to become more productive , stay on track with tasks, and perform well. This can be done in many ways and you need to choose an approach that your employees can relate with. While some enjoy public recognition, others don’t. Hence, you can work on innovative recognition ideas . 

The 40 Best Thank You Messages for Colleagues

According to a study , social workers in a company received personalized letters of recognition at their home addresses. The workers were chosen randomly and half of them received letters while the rest half didn’t receive any. The first half of the letter was chosen from a few positive motivational sayings and the second half of the letter had a personal note of appreciation written by managers. After a month of the letter experiment, the workers who received letters felt more recognized and appreciated for their efforts, compared to those who didn’t get any. This also had a positive effect on their motivation levels and well-being, according to the results of this study.  

2. Emphasis on Employee’s Holistic Wellness 

There are many components of employee wellness like nutrition, work-life balance , mental health, and stress management, to name a few. A healthy employee will be more productive and employees who are mentally and physically healthy will exhibit positive motivation, and better morale and resulting in a win-win for both employers and employees. A wellness program can be a good way to start where employees get a chance to explore yoga, in addition to vacation days. A wellness room provides employees with a personal space for their personal needs. 

The indispensable role of wellness and an overall effective wellness strategy for an organization can be best understood based on a study that explored the objective of workplace wellness programs and their impact on employees health and medical expenses and so on. The study identifies certain key factors to boost wellness ideas in a corporate setup such as: 

Effective communication strategy 

Organizations that were part of this research emphasized the importance of how a wellness program is communicated to employees, both in-person and mass information campaigns, with messaging and clear interaction getting the highest priority.

Accessibility of wellness programs

Making wellness programs accessible for all employees is an effective strategy to boost the levels of employee engagement in their organization.

Engaged leadership

According to this study, for wellness programs to be successful, senior leadership should imbibe wellness as an integral and important part of the company culture. 

Effective use of existing resources

Organizations leverage the existing resources and then build relationships, which also include health plans to provide employees with more options.

Ongoing assessment

Most companies agree that continuous assessments are required for employers to better understand their employee’s wellness needs. 

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3. Initiatives that are Development-Focused  

Ongoing development is key for every employee and there are a few development-focused initiatives that you can adopt actively to help your employees gain professional growth like professional networking, master’s or even Ph.D. programs, industry seminars, training courses and conferences, internal promotions, mentoring groups, and career coaching. 

This study titled A Study on the Influence of Career Growth on Work Engagement among New Generation Employees involved six companies from diverse industries like consulting, finance, management, real estate, and so on. The findings of this study show that: 

Organizational identification (IO) is very important for engagement levels and career growth.

Employee career growth positively impacts work engagement;

Person-organization value is positively linked to career growth and organizational identification (IO).

If employees recognize that they can make career progress in a company, they feel more attached and this increases employee loyalty, particularly for the new generation. It motivates them to put in the extra effort, improve performance, work on new skills, and so on. 

4. Develop a Sense of Purpose, Values & Mission 

A visible employee engagement program to achieve higher employee satisfaction levels requires employees to gain a sense of purpose, portray the company’s values and understand the mission. It is important to also understand what each of these attributes stands for. 

Purpose 

A company's purpose is the reason it exists in the first place. Purpose-driven companies are devoted to achieving goals that are bigger than just making money and increasing shareholder value. They also want to make a positive impact on the world around them and approach their work sustainably and ethically. In other words, they're committed to making a difference. 

Mission 

The mission of a company is similar but not identical to its purpose. Many people use the terms interchangeably, but we see the main difference as follows: the mission statement focuses on what the company has been built to achieve. 

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Values 

Values are important because they act as a compass for the overall expectations of an organization - they guide how employees do their jobs, how managers communicate with clients and partners, and how workers interact with their peers. By understanding and sharing company values, employers can make better decisions that reflect the priorities of the business.

According to a study by Deloitte , a company’s purpose and mission impact corporate confidence as well, as indicated by the results of this study.

Nearly half of all executives (47%) say that they can identify with their company's purpose, while only 30% of employees feel the same way. 

A whopping 44% of executives believe that exemplary leadership involves setting an example that lives and breathes the company's purpose - but only 25% of employees share this belief. 

41% of executives believe that a company's purpose plays a significant role in major corporate decisions, whereas only 28% of employees feel the same way.

38% of leaders claim that their company's purpose is communicated clearly and openly to all, but only 31% of employees actually think this is the case.

Ultimately, teaching your employees about the company's purpose, mission, and vision takes time and patience. It's a gradual process, but when done correctly, it has numerous benefits for employers. Creating a sense of purpose for your employees allows you to see numerous benefits in the long run such as a more committed workforce and less employee turnover. 

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5. Maintain Transparent Communication Channels 

Many employees feel reluctant to share their concerns and opinions with their managers or peers, either due to a perception that their managers don’t pay much attention to them or maybe they tried earlier but no action was taken by the leadership. Encouraging employees to share their concerns with leaders has its own benefits. 

Practicing reflective listening helps managers to understand the message, through attentive communication. 

Making employees understand they are respected helps them to respect you back and this is an employee engagement strategy based on common sense.

Acknowledging employee views is a way of recognizing a diverse range of ideas and respecting what they say, even though in the end you may still agree to disagree.

Seeking employee’s input actively helps to boost job satisfaction levels. 

A research study analyzed communication between employers and employees and its impact on engagement levels.   The findings supported the general definition of engagement as a sense of shared responsibility between both supervisors and employees, proving that establishing communication with your employees has a wide range of benefits and can work wonders for a company’s employee engagement levels . 

“Our staff has praised the increased communication level Workmates delivers. We use it to communicate important project matters and give staff specific ‘kudos’ or even recognize their birthdays. More importantly, we use Workmates to clarify important project details that needed rapid dissemination among the entire team.”

6. Create Conducive Working Conditions 

While expecting high performance from employees by an organization is quite natural, it is also equally important to provide necessary conditions for employees to do their best, by supporting them in any way you can. You can encourage positive and healthy competition in the workplace, show zero tolerance for toxic behavior, maintain a clean and healthy workplace ambiance, and create supportive teams . One way to support your workforce is by encouraging them to focus on things that are already good in their lives. 

According to a consultant, Stephanie Pollack , a visible change is possible when employees are encouraged to know more about the benefits of gratitude and become aware of good things already existing in their lives. Showing gratitude has a plethora of benefits that range from reducing stress to making people feel better about themselves. It's important to build a culture of appreciation in your company so that employees feel comfortable expressing gratitude to one another and also feel appreciated in their jobs. This will not only lead to employees appreciating their jobs and coworkers more, but it will also help them appreciate themselves on a whole new level. Creating a grateful environment takes time, but it's worth it to see the positive transformation it can have on your organization as a whole. 

A New Way to Manage Frontline Workers and Remote Teams

Workers who are content with their jobs are more likely to be motivated, productive, and engaged than those who are unhappy with their work. And happiness usually comes with having fun. However, this doesn't mean that employees should neglect their tasks or ignore deadlines. Learning how to balance work and play is key to being successful in both areas.

Employees should get the chance to do fun stuff to uplift their moods and refresh their minds and thoughts. This will make them more productive while handling their daily tasks. This can be in the form of having lunch together, organizing joke sessions, quizzes, celebrating employee milestones and birthdays, hosting parties, sports activities, recreational outings, and so on.  According to a study “ Finding Fun in Work: The Effect of Workplace Fun on Taking Charge and Job Engagement” , having fun in the workplace motivates employees in a positive way improving their job satisfaction levels, productivity, commitment, energy,  and creativity. It also helps to reduce anxiety, turnover, stress, and absenteeism.

There is no one-size-fits-all approach to improving employee engagement in the workplace. You can employ one or more of these strategies based on case studies and see what works best for you and your workforce. Creating a nurturing and fun-filled productive place can make a great difference for your company and its growth in the years to come. 

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Author Bio:

This article is written by a marketing team member at HR Cloud. HR Cloud is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications & engagement, and rewards & recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.

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Case Study: How Google Boosts its Employees’ Engagement

You might have heard about this mantra: ‘happy employees produce better results.’ this is the mindset of google to keep its employees productive and satisfied. this article explains more..

Let’s say you’re a company providing software development services . If your developer’s team isn’t enthusiastic about their projects every day, you’re not going to achieve excellence. This is productivity’s power. But remember productivity is dependent on the company’s culture.

Why is everyone talking about Google’s culture or work environment? We know that Google is one of the most influential and powerful companies around the globe. The company follows a pretty well unique culture instead of corporate culture.

It has something that every big organisation needs to follow to level up their employees’ engagement or morale. The culture of any company is vital to its success and Google is perfectly right on the track.

It has one sole purpose:  Keep the employees happy and keep up the productivity.

Google has been at number ONE place from the past six years and featured on  Fortune’s  annual list of  ‘Best Companies to Work For.’  And this is not it. Google has also been named as the tech company with the best culture. (Reported by Forbes) Furthermore, Google has a 4.4 rating on  Glassdoor  based on 6000+ employees reviews.   

Google’s morale

This is what the employees of Google answered the questions asked about their work culture.

• Acknowledged for the efforts?

Yes: 61 % Employees

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No: 39% Employees

• Job Security?

Very Secure: 34 % Employees

Neutral: 19% Employees

Insecure: 8% Employees

Very insecure: 5% Employees

• Work Environment?

Positive: 85% Employees

Negative: 15% Employees

• Excited about going to work daily?

Yes: 80% Employees

No: 20% Employees

So, without further ado, let’s move towards the ways Google uses to boost its employees’ engagement .

“There are way easier places to work, but nobody ever changed the world on 40 hours a week. But if you love what you do, it (mostly) doesn’t feel like work.”- Elon Musk.

How Google Keeps Its Employees Productive And Engaged?

Exclusive perks.

Today, employees want a job in a company that makes them love what they do. Never for financial benefit or intellectual recognition. Yet instead of chance to add to the common good.

The major differentiator is to make a real difference.

Google offers different perks to its employees to show them that they are not only investing in their overall health but their future as well.

• Chef-prepared free organic food (breakfast, lunch, and dinner);
• Free dental and health checkup;
• Free and unlimited dry cleaning;
• Subsidised massages;
• Several foosball, ping pong, video games stations;
• On-site physicians;
• Gyms/swimming pools memberships;
• Free haircuts from professional hairdressers;
• In-house nap pods;
• Death benefits to deceased employees’ families, and;
• Hybrid car subsidies.

Flexibility

Google has been one of the very first companies that had a vision of understanding the employees’ needs. It lets its workers have a flexible schedule so that they can work on their terms and enhance creativity and productivity. They have given their employees complete freedom to work in a way that is most suitable to them.

Knowing the employees well

Google had gone through a series of laboratory tests to figure out the productivity of their employees. They had four different experiments that included 700 participants. All the employees were treated to free drinks, fruits, and chocolates or shown a comedy movie clip.

They also enquired some of the participants about the family tragedies as a part of their assessment. After this, they found that happiness is the reason for 12% more productivity.

Google promotes an innovative and diverse organisational culture that has been a part of its employee’s life. A positive creative atmosphere and a safe working space offered by Google to its workers keep them comfortable and happy at work. The concept that being a part of Google is about being smart and wise encourages the employees to think openly and keeps them productive.

Nowadays, there are different creative coworking spaces which are known to be a perfect alternate to a workplace. These spaces are believed to deliver various advantages such as strong networking and increased engagement.

Google’s founders were researchers who had a belief in innovation and freedom of thinking. This is one of the main factors that influenced the style of Google’s leadership.

According to Brassfield, 2013, a positive leadership style stimulates inspiring and motivating employees to develop innovative ideas and inventions.

Keeping people inspired

Future Workplace, in 2017, demonstrated in a study that one of the biggest threats to employees’ engagement is employee burnout. It has also been found out that many proficient workers are often overburdened with the tasks that lead to halted innovation, incomplete work, etc.

What does Google do about keeping its employees productive, inspired, or motivated? Google’s strategy for this is  20% time . Every employee devours up to 20% of his time at work each week on ventures that inspire him.

This concept inspires employees as it allows them to concentrate on things they love or are passionate about. It can prevent burnout, decrease turnover, increase engagement.

Image: Pexels

Career development

Google provides an extensive professional growth program that is successful and creative and guarantees long-term performance for all the employees. The career development program of Google is one that ensures incentives are provided to employees to meet their professional and personal progression.

Google has adopted a unique way to promote the professional development of all its employees. CareerGuru  is a career coaching that provides all the details to the employees by Google’s leaders about working at a specific role in the company.

Creativity Encouragement

The companies that believe in fostering a culture of creativity have happy, satisfied, and motivated employees. Google leads the way in promoting creativity in their employees.

They are free to express their ideas as a solution to any problem. Moreover, employees are encouraged to work wherever they are comfortable in the workplace. Google has a set up where rather than just considering an applicant’s professional background, they look to recruit people who are normally inquisitive and fond of learning.

Trusting Employees

Google believes in trusting their workers because trusted employees feel more valuable. It can also boost the sense of job satisfaction and can also decrease the rate of staff turnover.

In a survey by PwC, reliable employees are 76% more engaged in their work than those in a low trusting environment. Trusted employees are happier and they have the urge to go the extra miles.

Culture based on qualitative data

Google has always been searching out different ways to optimise the performance of its employees while ensuring their happiness and satisfaction. Everything done at Google is based on real data. They use the qualitative and quantitative facts to set up processes and every single rule that is streamlined.

Google has additionally performed researches to discover how much paid time off new mothers would need and ways of building an improvised and better culture.

Fun workplace

Have you ever been allowed to design your own workstation at your company?

Probably not. But Google does it. It lets the employees design their desks or workstations.

When you see the pictures of the workplace, it seems an interesting adult play and work area and not a dull and lifeless space.

Google has always tried to push the boundaries of its workspace.

Collaboration of coworkers

At Google, the employees are urged to collaborate. They have a program called ‘Googler to Googler’ to keep them productive and promote skills such as management, public speaking, orientation, or extracurricular activities.

It is crucial to build a sense of community to create a positive culture. The company has arranged several micro kitchens around the whole workspace where coworkers can have a little chit-chat session. No one has to spend time on deciding where to eat because Google has various break-out spaces for lunch.

Google’s way of listening

Google employees have developed great software and projects that include Gmail, AdSense, Google News, etc. and all these big projects were originated because of its staff productivity approach. Google has a way of collecting employees’ feedback and listening to their suggestions that is  gDNA.

• The employees utilise a device ‘Google Moderator’ , the result of 20% time strategy, to inquire about something and vote on inquiries of others;
• The company holds a meeting, every Friday, where the managers react to the most famous inquiries of the week;
• Leaders or managers utilise a charting instrument called Google-O-Meter to measure the prominence of various worker bits of advice;
• Leaders likewise plan “Fixits” to comprehend huge, critical issues; and,
• Fixits are 24-hour runs where team members give their full focus around discovering solutions for explicit issues.

So, can Google teach us anything?

If you are planning to adopt these learnings at your organisation just like Google keeps its employees productive, it’s essential to test the progressions first and measure the results.

It’s a great deal of work, however, the engagement advantages will make the difficult function admirably justified.

About the Author

Usman Akram is a digital marketer and SEO specialist who’s passionate about experimenting and discovering new SEO tactics and strategies to dominate search rankings while bringing an unmatched user-experience. As of now Usman is serving Buzz Interactive , a leading digital marketing agency as the head of SEO.

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• February 22, 2018
• 8 minute read

Employee Engagement Case Studies: A Look at Hyatt’s Wildly Successful Strategy

Today’s world-renowned Hyatt hospitality brand traces its origins to 1957 when brothers Jay and Donald Pritzker purchased the original Hyatt House motel that planted the seeds of a hospitality empire. The company now has over 600 properties in more than 50 countries and employs more than 100,000 people.

Known for upscale lodging and fine dining on-site, Hyatt is also building a reputation for having an outstanding employee engagement strategy. More specifically, the company focuses on employee development and promotion from within .

The company also makes it a point to share that their comprehensive employee engagement strategy is not an add-on developed to keep employees content. Rather, it is a pillar of the company’s overall business strategy – one that has seen steady growth as well as avoidance of problems that often plague the hospitality industry, such as high employee turnover.

Turnover Much Lower at Hyatt than Competitor Hospitality Chains

Finding hotel housekeeping associates has always been challenging, and the problem has worsened over the past several years . Not only do many housekeeping professionals change jobs frequently in the pursuit of better pay or more flexible hours, many housekeeping professionals who stick with a hospitality brand want to step up to more responsible positions, and when they do, more housekeeping vacancies open up.

A hospitality brand whose employee engagement strategy does not include housekeeping staff, or that relegates staff appreciation to National Housekeeping Appreciation Week in September, can expect to continue to deal with high turnover.

Check out Hyatt’s average Retention Scores measured on various parameters, which is impressive. This is because the company offers outstanding training, hires and promotes from within, and has a rock-solid commitment to employee diversity. Hyatt’s employee engagement strategy encompasses all employees, not just corporate or managerial ones.

Top Reasons Hyatt Employees Are Engaged in Their Work

Hyatt employees themselves list several reasons why they remain engaged in their work, and all of them go right back to the company’s employee engagement strategy. Not only are there tangible perks like travel discounts and free or subsidized on-site meals in the company’s well-respected restaurants, Hyatt makes it a point to listen to employees and to train them how to listen effectively to each other and to hotel guests.

Additionally, the company offers tuition reimbursement, encouraging employees at all levels to further their education. They also team up with organizations like Khan Academy to provide skill training to employees so that more employees have more access to expanded career choices. In short, Hyatt does not just talk about investing in their employees. They actually do it.

Commitment to Diversity Is More Than Lip Service

A company does not expand into over 50 countries and employ more than 100,000 people while maintaining strong employee loyalty without being committed to employee diversity . Hyatt does not just parrot talking points about diversity; they act. As a result, the company has earned awards such as the Human Rights Campaign Best Place to Work for LGBT Equality , has been recognized by the AARP for employing older workers, and has been recognized by Hispanic Business Magazine and the NAACP for their commitment to hiring people of color.

By openly committing to diversity in the workplace, Hyatt automatically improves its transparency and demonstrates that people from all backgrounds are welcome, which is greatly beneficial to overall employee engagement. In fact, it is safe to say that an employee engagement strategy that glosses over employee diversity or does not mention it at all is an employee engagement strategy that will fall short.  

Empowerment as a Pillar of the Employee Engagement Strategy

Employee empowerment is a key element of Hyatt’s employee engagement strategy. Employees who feel unable to act to solve the inevitable problems that arise in day-to-day business cannot be expected to be engaged in their work because their efforts are stopped before they can start. Hyatt offers ongoing training opportunities for employees and trusts them to act when problems arise. This not only results in problems being solved more quickly, but it also improves employee engagement because engaged employees are ones who know that their work makes a difference on multiple levels.

Empowerment of employees to listen and solve problems not only helps them in their current work, but also helps prepare them for greater responsibilities, and this is critical in a company that likes to promote from within.

Hyatt Understands the Connection Between Engagement and Business Outcomes

Ultimately, Hyatt’s employee engagement strategy is about creating better business outcomes. A company that is in a constant cycle of replacing workers due to high turnover simply cannot achieve the level of competence of a company that has loyal, well-trained employees. Companies that demonstrate to employees that their development as a person and as an employee is important by reimbursing education costs naturally have more engaged employees than those that do not.

The right employee engagement strategy does several things, but two of the most important are empowering employees to excel on a daily basis and making employee engagement part of the very foundation of working for the company. The investment and effort are real, but the rewards show a consistent, strong ROI from such an approach.

How an App Can Help Orchestrate Your Employee Engagement Strategy

The elements of your company’s employee engagement strategy must be specific to your company, of course, but technology in the form of the employee engagement app can make the implementation of the strategy significantly more effective. With HubEngage, you can develop a highly customized employee engagement app that will become an indispensable part of your overall employee engagement strategy.

HubEngage offers a fully customizable employee engagement app platform for the hospitality and travel industry that lets you add your brand elements, customize your user interface, and offer functionalities that are known to improve employee engagement. For example, HubEngage allows you to deliver training modules, solicit employee feedback, deliver instant notifications, and provide employees with personalized content feeds that simply help them do their jobs better. You can even make it fun with gamified learning and fun productivity tools.  See firsthand how HubEngage can transform your organization.  Schedule a demo today with a specialist today. 

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Employee engagement is a critical component of any thriving organization. Engaged employees are more productive, innovative, and committed to their work. They are also more likely to stay with their current employer, reducing turnover rates .

According to a Gallup study, only 36% of U.S. employees are engaged at work. However, companies like Google have shown that improving engagement can boost productivity by 20%. By implementing innovative strategies, like flexible work options and continuous feedback, Google has set a benchmark for successful employee engagement.

In this blog, we’ll explore a selection of employee engagement case studies that showcase how various companies have achieved remarkable results by prioritizing and enhancing employee engagement.

1. Google: The perks of employee engagement

Google , the tech giant that needs no introduction, has long been a frontrunner in fostering employee engagement through innovative practices and a supportive work environment. One standout policy that has garnered worldwide attention is Google’s “20% time” initiative. This practice allows employees to dedicate a fifth of their work hours to personal projects of their choice. The result? A remarkable surge in both engagement and innovation.

The 20% time policy has birthed some of Google’s most successful products, including Gmail and Google News. By granting employees autonomy and the freedom to explore their passions, Google has tapped into a wellspring of creativity that not only benefits the employees themselves but also fuels the company’s growth and product development . This initiative sends a clear message to employees: their ideas and aspirations matter, fostering a sense of ownership and engagement in their work.

Beyond this, Google invests significantly in creating an environment that nurtures employee well-being and a profound sense of belonging. The company offers a range of enticing perks, such as free meals, on-site healthcare, and relaxation spaces. These benefits go a long way in reducing stress and enhancing the quality of work-life for employees.

This emphasis on well-being is not only a generous gesture but also a strategic move. Google recognizes that a content and healthy workforce is a more engaged and productive one. Employees who feel cared for are more likely to stay with the company, reducing turnover rates and retaining valuable talent .

Google’s commitment to employee engagement through the 20% time policy and an enriching work environment has consistently yielded high levels of engagement and retention . By placing trust in their employees’ abilities and well-being, Google has not only set a benchmark for the tech industry but has also demonstrated how investing in employees pays off in the long run.

2. Zappos: Cultivating a vibrant company culture

Zappos , the online retail giant specializing in shoes and clothing, is a stellar illustration of how a distinctive company culture can be a catalyst for employee engagement. At the heart of Zappos’ remarkable success story is its unwavering commitment to a set of core values that shape their culture. Two of the most pivotal values are “Deliver WOW Through Service” and “Create Fun and A Little Weirdness.”

What makes Zappos truly stand out is their dedication to integrating these values into every facet of the organization, starting from the very beginning of an employee’s journey – the hiring process. Zappos places significant emphasis on cultural fit , alongside assessing job skills, when considering potential hires. This cultural fit, in essence, ensures that employees are genuinely enthusiastic about the company’s values and mission.

The result of this cultural integration is twofold. Firstly, it creates a workplace where employees find a deep sense of purpose and meaning in their roles. When your work aligns with your values, job satisfaction and engagement naturally follow. Zappos employees aren’t just processing orders; they’re actively contributing to delivering “WOW” to customers and embracing a work environment that encourages “a little weirdness.”

Secondly, this focus on cultural fit leads to a shared ethos and sense of belonging among the workforce. Zappos employees don’t merely work for a company; they work for a cause they believe in, surrounded by colleagues who share their passion.

By fostering a vibrant company culture that prioritizes values and cultural fit, Zappos has not only set the gold standard for employee engagement but has also demonstrated the direct connection between a unique company culture and employee satisfaction. Their success story underlines the significance of hiring employees who resonate with an organization’s core values and how this alignment can lead to a more engaged, motivated, and content workforce.

3. Microsoft: A data-driven approach

In the tech world, Microsoft is a behemoth, and its innovative approach to employee engagement is nothing short of remarkable. The company has wholeheartedly embraced a data-driven approach through its “One Microsoft” program, and the results are a testament to the power of listening to employees.

Central to Microsoft’s strategy is the regular collection of feedback from its employees. This feedback isn’t just for show; it serves as a valuable resource for making strategic improvements . By actively seeking input from the workforce, Microsoft sends a clear message that employee opinions matter and that the company values their insights and concerns.

One of the most compelling outcomes of this data-driven approach is the transformation of Microsoft’s performance review process. Historically, performance reviews at many companies were dreaded events, often focused on rankings and ratings. However, by heeding the feedback received from employees, Microsoft decided to shift its approach. The company recognized that a performance review process centered on employee development and growth , rather than competition, was more conducive to employee engagement.

The revamped system at Microsoft fosters collaboration and skill development. Employees no longer feel the stress of being pitted against each other, but rather, they are encouraged to work together and support one another’s professional growth. This shift has led to a more positive work environment where employees are motivated to excel, knowing that their contributions are recognized and that they have opportunities for personal and career development.

Microsoft’s data-driven approach demonstrates a key principle of employee engagement: the importance of actively listening to your workforce and acting upon their feedback. By showing that employee opinions drive meaningful change, Microsoft has created an atmosphere of trust and collaboration that enhances engagement and, ultimately, benefits both the company and its employees. It’s a compelling case study in how a corporate giant can transform its culture through a commitment to data-driven, employee-focused improvements.

4. Hilton: Recognition and appreciation

In the competitive world of the global hotel industry, Hilton has set a shining example of how recognition and appreciation can be instrumental in keeping employees engaged and, in turn, boosting business success. Hilton understands the invaluable role that motivated and engaged employees play in delivering exceptional guest experiences.

To nurture this engagement, Hilton has implemented a variety of programs and systems designed to recognize and appreciate outstanding employee performance . Two of the most prominent initiatives are “Catch Me at My Best” and “Spirit of CARE.”

The “Catch Me at My Best” program empowers employees to spot and acknowledge exceptional efforts and contributions made by their colleagues. This approach encourages a culture of peer-to-peer recognition, where employees not only work for the company but work together to support one another. This recognition fosters a sense of appreciation, creating a workplace where employees feel valued for their hard work and dedication.

Similarly, the “Spirit of CARE” program is another testament to Hilton’s commitment to employee engagement. This program reinforces the idea that when employees care for each other, they are more likely to extend that same care to their guests. It underscores the importance of teamwork and shared values within the Hilton community, contributing to a positive, collaborative work environment.

The tangible results of Hilton’s focus on recognition and appreciation have been remarkable. Improved customer satisfaction is a direct outcome of having engaged employees who take pride in their work. When employees feel appreciated and valued, they are more inclined to go the extra mile to ensure guests have an exceptional experience. Furthermore, the correlation between employee engagement and business success is evident in Hilton’s increased employee retention rates. Engaged employees are more likely to stay with the company, reducing the costs associated with turnover and ensuring a consistent and high-quality level of service.

Hilton’s emphasis on recognition and appreciation through programs like “Catch Me at My Best” and “Spirit of CARE” serves as a noteworthy case study in the hotel industry. It underscores the importance of building a culture where employees feel appreciated and motivated, which, in turn, significantly impacts customer satisfaction and business success. Hilton has shown that when employees are engaged and supported, they become enthusiastic brand ambassadors, ultimately driving the success of the entire organization.

5. The Ritz-Carlton: Empowering employees to go the extra mile

When it comes to the hospitality industry, The Ritz-Carlton stands out as a shining example of how prioritizing employee engagement can lead to unparalleled customer service. The luxury hotel chain has honed its reputation for excellence by instilling a culture of trust and empowerment in its workforce, granting employees the authority to make on-the-spot decisions that benefit guests, all without the need for managerial approval.

One of the cornerstones of this strategy is the level of autonomy granted to employees. The Ritz-Carlton has built a unique culture of trust, where employees are not just seen as staff but as valued decision-makers. This empowerment enables employees to seize opportunities to enhance a guest’s experience, whether it’s a complimentary upgrade, personalized amenities, or solving an issue promptly.

This level of autonomy doesn’t only create a culture of trust but also fosters a deep sense of employee engagement. When staff members are entrusted with such responsibility, they feel a greater sense of ownership in their roles, resulting in a more committed and motivated workforce .

The outcomes of this approach are clearly visible in the exceptional customer experiences provided by The Ritz-Carlton. Case studies of various Ritz-Carlton properties consistently show high levels of employee satisfaction. Happy, engaged employees are more likely to go above and beyond to ensure that guests have memorable stays, leading to unparalleled customer service. The word-of-mouth generated by these exceptional experiences is invaluable in an industry where reputation is everything.

Furthermore, this employee-centric strategy has a positive impact on the bottom line. Satisfied guests are more likely to return, provide positive reviews, and recommend the hotel to others. This translates into increased revenue and profitability for The Ritz-Carlton, reinforcing the strong correlation between employee engagement and business success.

The Ritz-Carlton’s approach to empowering employees is a stellar example of how prioritizing engagement can elevate customer service to extraordinary levels. By fostering a culture of trust and granting autonomy, the company has created a workforce that is not just committed but inspired to deliver exceptional guest experiences. The success of The Ritz-Carlton serves as a compelling case study in how employee engagement can be the cornerstone of business excellence in the hospitality industry.

These employee engagement case studies demonstrate that investing in your employees is an investment in your organization’s success. By creating a supportive and engaging work environment, encouraging innovation, and valuing employee opinions, these companies have achieved remarkable results.

Whether you’re a tech giant like Google, an online retailer like Zappos, a tech conglomerate like Microsoft, a global hotel chain like Hilton, or a luxury hotel brand like The Ritz-Carlton, the common thread among these success stories is the recognition that engaged employees are a company’s most valuable asset. By taking inspiration from these case studies, businesses of all sizes and industries can create a culture of employee engagement that drives success and prosperity.

Testlify offers a range of assessments and challenges that allow you to gauge candidates’ knowledge, problem-solving skills, and creativity in real-world scenarios.  With our extensive test library , you can objectively evaluate candidates’ abilities, ensuring you shortlist the most talented individuals efficiently. Ready to unlock the potential of your hiring process with our talent assessment tool? Book a free 30-minute live demo with Testlify. Our expert team will guide you through the platform, showcasing relevant skill tests tailored to your organization’s needs. With our support, you can streamline candidate selection, saving valuable time and resources.

Frequently asked questions (FAQs)

HR employee engagement is the process of creating a positive work environment where employees are motivated, committed, and satisfied with their roles.

Improve staff engagement by enhancing communication, recognizing achievements, providing opportunities for growth, and fostering a supportive work culture.

Employee engagement is the emotional commitment and dedication employees have toward their work and the organization. It’s vital for productivity and retention.

Employee engagement is led by HR professionals, managers, and organizational leaders who create and sustain an engaging work environment.

HR can improve employee engagement by promoting a healthy work-life balance, offering professional development, and actively listening to and addressing employee concerns.

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How Companies Can Improve Employee Engagement Right Now

• Daniel Stein,
• Nick Hobson,
• Jon M. Jachimowicz,
• Ashley Whillans

Start by connecting what people do to what they care about.

A year and a half into the pandemic, employees’ mental “surge capacity” is likely diminished. Managers must take proactive steps to increase employee engagement, or risk losing their workforce. Engaged employees perform better, experience less burnout, and stay in organizations longer. The authors created this Employee Engagement Checklist: a distilled, research-based resource that practitioners can execute on during this critical period of renewed uncertainty. Use this checklist to boost employee engagement by helping them connect what they do to what they care about, making the work itself less stressful and more enjoyable, and rewarding them with additional time off, in addition to financial incentives.

As the world stumbles toward a Covid-19 recovery, experts warn of a surge of voluntary employee departures, dubbed the “Great Resignation.” For instance, one study estimates that 55% of people in the workforce in August 2021 intend to look for a new job in the next 12 months. To counteract the incoming wave of employee turnover, organizations — more than ever — need to focus on cultivating employee engagement .

• DS Daniel Stein is a fifth-year doctoral student in the Management of Organizations (MORS) Group at UC Berkeley, Haas School of Business. He conducts research on groups and teams, focusing on commitment to one’s group. He studies commitment across multiple levels, ranging from teams to organizations.
• NH Nick Hobson is chief scientist and director of labs for  Emotive Technologies , a behavioral technology think tank that brings together leading academic researchers, technologists, and business strategists in order to create and share knowledge. A PhD-trained behavioral scientist and adjunct lecturer at the University of Toronto, Nick’s research and client practice specializes in employee experience (EX) and the influence of behavioral science as a tool for business success.
• Jon M. Jachimowicz is an assistant professor in the Organizational Behavior Unit at the Harvard Business School. He received his PhD in management from Columbia Business School. He studies how people pursue their passion for work, how they perceive passion in others, and how leaders and organizations seek to manage for passion.
• Ashley Whillans is an assistant professor in the negotiations, organizations, and markets unit at the Harvard Business School School and teaches the “Negotiations” and “Motivation and Incentives” courses to MBA students and executives. Her research focuses on the role of noncash rewards on engagement and the links between time, money, and happiness. She is the author of Time Smart: How to Reclaim Your Time & Live a Happier Life (Harvard Business Review, 2020).

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Case study: Modern approach to employee engagement

Informed insights and a sophisticated mix of digital communication are unlocking the power of employee engagement to improve health and lower costs.

When employees are engaged in their health care by actively using the programs and services available to them, outcomes improve, costs can decrease and employees may be more productive.

The most effective engagement strategies start with consumer-centric research to understand employee behavior. UnitedHealthcare has developed an on-demand insights panel that provides real-time consumer feedback and identifies employee pain points, barriers and motivators.

Then, to inform and maximize employee conversion and engagement, messages, concepts and campaigns are rapidly tested and refined.

As the right message is crafted for each target audience, a number of data-driven steps are taken to reach each employee at the right time in the right place. That means developing a strategy to reach employees exactly when they are in need of a relevant cost-saving or health solution. Thus, based on where employees are searching, reading, viewing and buying, UnitedHealthcare can deliver the right message — reaching the people looking for that message at, or around, the time they are searching for it.

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• Employee Benefits
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15 HR Analytics Case Studies with Business Impact

Analytics in HR

NOVEMBER 5, 2018

For this article, I have collected 15 of the best HR analytics case studies I’ve come across in the past two years. Each of these case studies are connected with a concrete business impact. For each case study , I will refer to their original publication. 15 HR Analytics Case Studies .

Employee Engagement Case Study: How Seacoast Bank Mobilizes Teams to Drive Engagement

Quantum Workplace

MAY 5, 2023

Through this growth, Seacoast identified the need to scale their employee engagement strategies for greater impact. This meant adding more employee listening channels outside of their annual engagement survey.

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• The Engagement Engine: Strategies for Building a High-Performance Culture
• From Awareness to Action: An HR Guide to Making Accessibility Accessible
• Unlocking Employee Potential with the Power of Continuous Feedback

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Vaisala implemented the use of the VibeCatch employee engagement tool in order to dig deeper into their employee engagement and productivity. Vaisala had identified that the traditional employee engagement platform they had been using wasn’t a sophisticated enough tool to produce the full results.

7 Effective Employee Engagement Case Studies and Strategies for a Productive Workplace

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Are you looking for employee engagement case studies ? Learn from some of the best companies out there that have successfully increased employee engagement . Follow our blog to know more about employee satisfaction and ensure that your company is teeming with higher employee engagement initiatives.

5 Reasons Leaders Invest in Language Training

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In this new case study from Rosetta Stone®, thousands of learners were surveyed about the business impact of learning a new language. An increase in employee engagement . Luckily, there is one very simple and effective solution: language training. Increased productivity with less miscommunication.

How Connection Drives Employee Engagement

JULY 14, 2020

And yet, research shows that 40% of employees feel isolated at work, leading to lower employee engagement . Connection in the workplace is the feeling of being part of a community engaged in something bigger than any one person. Stages of Connection that Drive Employee Engagement . Revised by Kenna Bryan.

Case Study: How Bonfyre’s Top Manufacturing Site Improved Employee Engagement?

AUGUST 11, 2022

Results: Our client achieved the following: Bonfyre metrics: Business impact: As mentioned earlier, the client saw double-digit increases in engagement scores , including significant improvements in core employee engagement areas, such as wellbeing, recognition, and comfort speaking up, since implementing Bonfyre.

Flimp’s 2022-23 Open Enrollment Case Study and Trends Report Sees Employee-Engagement Rate Reach 74 Percent with Use of Tech-Enabled HR Solutions

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Fourth-annual report analyzes 250 digital benefits-communication campaigns that touched nearly 775,000 employees with targeted OE messaging, educational videos and other trackable content.

Case Study: Donaldson

DECEMBER 24, 2020

Paycor Onboarding empowers us to drive employee engagement and excitement while automating all of the paperwork.”. Download the full case study here. Paycor’s Core Solutions Helps Donaldson Save Time and Eliminate Errors. Jeanette Stahli, Vice President of HR. Prior to Paycor. Want More Information?

New Case Study: Healthcare System?s Recognition Program Increases Employee Engagement by 9%

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Tidelands Health has more than 2,500 employee , physician, and volunteer partners working to promote wellness, prevent illness, encourage recovery, and restore health. Download the full case study . Increase employee engagement by giving meaningful recognition to its employee partners. The Challenge.

Case Study: Enhancing Employee Engagement and Recognition at Virtua Health

C. A. Short Company

OCTOBER 16, 2023

About Virtua Health Virtua Health is a prominent not-for-profit healthcare system located in southern New Jersey. With over 14,000 dedicated colleagues, Virtua is committed to delivering exceptional healthcare services and resources to its community.

How To Apply Design Thinking in HR (+ 3 Case Studies)

AUGUST 16, 2023

For example, a projected company sale will cause speculation about job longevity and distract employees from their work. Instead of focusing on the problem of decreasing productivity , a design thinking methodology would look for ways to address concerns and increase employee engagement throughout the course of the sale.

13+ HR Case Studies: Recruiting, Learning, Analytics, and More

SEPTEMBER 3, 2019

As someone who has worked in the HR profession, I know well the full value of stories, examples, and case studies . While much of the work we do at Lighthouse Research & Advisory focuses on quantitative research studies , we do a fair amount of qualitative research as well. Using Hackathons for Branding and Retention.

Case Study: Supermarket chain correlates manager Bonfyre activity to store performance

MARCH 24, 2023

Data continues to show that people leave managers, not companies, and ensuring managers actively participate in and sustain employee engagement is paramount. Data continues to show that people leave managers, not companies, and ensuring managers actively participate in and sustain employee engagement is paramount.

Navigating Pay Changes: Lessons Learned from Noteworthy Case Studies | HR Cloud

AUGUST 30, 2023

Whether it's adjusting salaries, implementing new compensation structures, or addressing issues related to pay equity, these changes can have a significant impact on the overall success and employee satisfaction of a company.

The Evolution of HR with AI Technologies

FEBRUARY 19, 2024

AI also plays a crucial role in enhancing employee engagement strategies. By analyzing employee feedback and performance data, AI can identify what motivates employees , what training they need, and how to improve their job satisfaction.

Case Study: Manufacturing Client Connects Frontline Employees

MAY 2, 2022

It’s also important to know that industries with deskless workers experience very high turnover – which is inevitable when employees are disengaged and do not feel connected to their company. Why is the manufacturing employee experience so critical for business outcomes? Work email *. Bonfyre is committed to your privacy.

Resolving Conflict: A Case Study

Civility Partners

JANUARY 27, 2023

Register for our March 19 webinar if you want to: Learn more about DISC Gain insight on your communication preferences Get some tools for conflict resolution Understand how DISC profiles tie into employee engagement , or Brush up on personal leadership skills. Our webinar’s going to be packed with all that and more.

[CASE STUDY] Transforming Organizational Culture

JUNE 10, 2021

We recently put together a case study regarding one of our clients, Rainbow Municipal Water District (RMWD), and thought we’d share it in case you were looking for ideas on improving your own workplace culture. The post [ CASE STUDY ] Transforming Organizational Culture appeared first on Civility Partners.

Your In-Depth Guide to Implementing Job Shadowing (+ Google Case Study)

AUGUST 14, 2023

Benefits of job shadowing Benefits for the organization Enhanced employee engagement : Job shadowing can also help to enhance employee engagement by allowing employees to learn more about their colleagues and the company.

Case Study: Bonfyre helps call center leaders to engage teams in a remote setting

APRIL 27, 2023

In this post, we’ll take a closer look at some of the challenges call center leaders face when engaging their remote teams and how Bonfyre has helped enable them to be successful. It was found that engaged call center employees are 21% more productive than disengaged employees . Bonfyre is committed to your privacy.

Flimp Communications’ 2021-22 Open Enrollment Case Study and Trends Report Shows Digital Postcards Drive Extraordinary Employee Engagement Rates of 72 Percent

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May 25, 2022 Boston, MA Third-annual report offers analysis of over 200 digital benefits communication campaigns that reached 700,000+ employees with targeted OE messaging, educational videos and other trackable content Flimp Communications, the leading full-service provider of digital employee communication and engagement solutions, today revealed.

The Best New Books on Employee Engagement

JANUARY 21, 2019

The world of HR is constantly evolving, so it is absolutely critical for leaders and HR professionals to stay on top of emerging trends and innovative approaches to address classic conundrums, like employee engagement . . Engaged employees means productive, loyal employees . By Glenn Elliott & Debra Corey.

Case Study: Credit Union

OCTOBER 1, 2020

Today’s case study explains how TimeSimplicity can help a typical small credit union maintain quality customer service while controlling operating expenses through automated credit union employee scheduling. We’ve just added recruiting, onboarding, benefits enrollment, performance reviews, and employee engagement !

What is HR Analytics? All You Need to Know to Get Started

FEBRUARY 28, 2024

The company encourages employees to take at least one longer period of time off per year, as well as multiple shorter breaks. For more real-world HR analytics examples, you can refer to the case studies we published in the past. This engaging , in-depth course is 100% online and self-paced.

Learning Management Case Study: Gerber Poultry

DECEMBER 6, 2019

Specifically, they needed a tool to deliver personalized training courses to employees , track completions for compliance purposes and eliminate the manually-intensive work that was required for Gerber’s HR team.

The Neuroscience of Employee Engagement

FEBRUARY 6, 2018

Job satisfaction is at the heart of employee engagement . Today, neuroscience (the study of the nervous system) can explain the fundamentals of human motivation at a molecular level. This makes me question: how can we leverage neuroscience findings to help optimize employee engagement initiatives? Let’s explore ….

DOES EMPLOYEE ENGAGEMENT MATTER TO ORGANIZATIONS WITH HIGH TURNOVER? - DecisionWise

FEBRUARY 9, 2018

Recently, we have had several organizations come to us with the same basic question: What can we do to improve employee engagement if 90% of our employees stay less than 6 months? It might be tempting to think that employee engagement simply doesn’t matter in these types of scenarios. ACME Cleaning Services, Inc.,

Navigating Uncertainty: The Strategic Imperative of Investing in People and HR Tech

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Case Study: Meeder Investment Management

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Adding Paycor Recruiting , Onboarding and Learning Management to their HR process helped Meeder Investment Management save time and increase employee engagement . “I Paycor’s LMS helped increase productivity across the workforce by offering a consistent training experience for employees , including onboarding courses for new hires.

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The Great Resignation’s Achilles Heel: Employee Engagement

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The Great Resignation’s Achilles Heel: Employee Engagement . The lack of Employee Engagement is the basic issue you should tackle when trying to battle The Great Resignation in your organization. Read case study : Our Client Increased Employee Engagement Through Recognition. All, Best Practices.

The Talent Slow Fade: A Case Study of Motley Fool’s Approach to Engagement

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Note: As in all case studies and stories of successful talent approaches, I don’t advise copying any of the firm’s policies or approaches and trying to integrate them into your workplace without first considering the cultural elements necessary for success and what this would look like applied to your unique culture.

13 Employee Engagement Trends for 2020

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Employee engagement is a very abstract concept. It is the “emotional connect” that an employee feels towards its organization. Same goes for employee engagement . With every new generation in the workforce, employee engagement trends change drastically. 13 Employee Engagement Trends for 2020.

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The global pandemic has now led to an increase in demand for healthcare, and it has become very vital to drive employee engagement , now more than ever. Engaged healthcare professionals tend to attend their patients with genuine smiles and put an extra effort to help them with their questions and concerns. Patient Satisfaction.

Case Study – Zoos Victoria

NOVEMBER 30, 2020

Each of these key actions areas has key objectives linked to them, providing Zoos Victoria with the ability to align employees ’ individual responsibilities to the organisations strategy, through clearly defined objectives. Achieving the business strategy is the key success factor for Zoos Victoria.

Vaco Case Study – The Journey of a Performance Culture

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Webinar Overview: To be prepared and positioned for the future, study the past. The post Vaco Case Study – The Journey of a Performance Culture appeared first on Performance Culture. Living in the COVID world presents challenges most people leaders never considered.

Case study: How PCI leverages their intranet to improve communication and unite remote employees

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Our newest case study with PCI exemplifies what it means to be a great place to work. Click here to read the case study . Have you ever wondered what makes a workplace exceptional? Or what it takes to win a top employer award? The answer probably won’t surprise you. It’s the workplace culture.

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4 Unsettling Facts That Are Disrupting Employee Engagement in Healthcare

MARCH 5, 2019

Employee engagement is a problem facing nearly every industry. The latest Gallup poll shows that just over 30 percent of the workforce claim to be engaged at work. While engagement remains low across the board, the healthcare industry seems to be getting hit the hardest. Success Stories.

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Employee Engagement Best Practices and Case Studies

Delivered june 7th, 2021 . contributors: bahri s., key takeaways.

• Employee engagement is essential in the workplace; a study found that employee engagement decreased turnover by 14.9% and increased productivity by 69% in workplaces.
• BKD had used Quantum Workplace's platform to promote continuous coaching to employees as well as build "an inclusive feedback culture for more frequent and meaningful conversations."
• Internal c o m m s play a key role in "ensuring a good mutual understanding and cooperation within the workforce." According to a survey by Harris Poll, over 70% of employees were engaged when their organization provided clear internal communication regarding information of value.

Introduction

B e s t practice: employees' ideas.

• The program should be developed around employees' ideas. This can be done through employee suggestion programs and by replacing the old suggestion box.

• Similar to customer feedback programs, employee suggestion programs ( ESP ) invites employees to voice their concerns and share ideas for solutions. While many companies already offer ESP's, many of them don't utilize technology to ensure that it's as effective as possible. And although a wooden suggestion box placed on the wall is a good start, suggestions aren't always checked regularly; this risks resentment and confusion. Switching to a digital solution can increase accountability and improve the process for listening to employees' suggestions.
• According to a study conducted by the Employee Involvement Association, organizations can expect to save almost $350 annually per employee through the implementation of an employee suggestion system.
• According to Charles Martin, the author of Employee Suggestion Systems : Boosting Productivity and Profits, "companies that set up effective "suggestion systems are finding that employees have great ideas that can lower costs, increase revenues, improve efficiency, or produce greater quality."

B e s t Practice: Internal C o m m s

• The company should ensure that good internal c o m m s are part of their employee engagement solution.
• Internal c o m m s play a key role in "ensuring a good mutual understanding and cooperation within the workforce."
• According to a survey by Harris Poll, over 70% of employees were engaged when their organization provided clear internal communication regarding information of value.
• According to Forbes , "when employees are kept in the loop of what’s happening internally, their loyalty and satisfaction increase ultimately improving the annual revenue and reputation of the company."
• Gallup found that companies with a highly engaged workforce outperform their competitors by 147%.
• The Holmes Report revealed that companies with strong internal comm strategies gave shareholders 47% higher returns.
• Trade Press Services posted an article regarding the importance of using internal c o m m s to enhance business growth. They revealed that "85% of employees said they’re most motivated when management offers regular updates on company news."
• An example of good internal communications leading to positive outcomes can be seen in the case of Thomson Reuters. When Thomson Reuters improved its internal c o m m s , they were able to address their problem regarding how their employees are not placing enough importance on innovation. After implementing good internal c o m m s , Thomson Reuters saw "an upturn in the number of requested innovation projects."

Case Study: Microsoft

• Microsoft is a multinational tech company that sells computer hardware, software, and related services; they are an example of a company that's successfully developed an employee engagement program for their employees. Microsoft had invested heavily in internal c o m m s and the improvement of employee experience in various departments.
• For example, Microsoft had teamed up with Centrical to make their contact center service agents be more productive, responsible, and engaged.
• Microsoft had implemented Centrical in its call centers for its "ability to fuel engagement through advanced g a m i f i c a t i o n , while combining learning and performance data into one platform."
• The program would reward call center agents intrinsically as well as give them personalized goals. Using Centrical, agents are given a visual reminder showing them how every activity they do matters and would get them closer towards their goals. Microsoft would offer employee points and badges to those who exhibit positive behaviors such as adherence to schedule.
• Soon after this program was implemented, 78% of Microsoft's call center agents expressed that they felt more empowered and ready to do better at their work, and absenteeism dropped by 12% overall.
• Microsoft had utilized its own products (e.g. Microsoft 365 ) in order to improve communications and employee engagement.
• The programs had resulted in more interconnected and personalized employee experiences; it has also enabled Microsoft employees to innovate, create, and collaborate seamlessly among the teams that they belong to and work with.
• Eighty-five percent of Microsoft employees say that they are proud to be part of the company.

Case Study: BKD + Quantum Workplace

• BKD is in the professional/scientific/tech services industry , and they are one of the largest U.S. advisory and accounting firms; they have between 2,501 to 5,000 employees.
• According to Julie Cummings, the managing director and chief human resources officer ( HRO ) at BKD, they built their programs by listening to the themes and feedback gathered through their annual engagement survey as well as other feedback tools, and then generating action plans to support improvement." She also added that the company had identified a direct link between engagement and employee performance.
• BKD utilized Quantum Workplace to provide a solution for performance management transformation. BKD knew that it was imperative to implement an effective solution that would drive frequent and meaningful coaching conversations. By implementing this solution , BKD could "drive employee engagement, increase performance, and help with employees' goal achievement."
• Through their employee engagement survey data , BKD was able to identify what would most efficiently engage employees. And based on the findings, BKD implemented "one-on-ones". Within this tool, templates were created to efficiently "drive quarterly conversations between career coaches and employees, encouraging regular touchpoints and more meaningful discussion about goals and development."
• BKD also used the same approach with feedback by providing employees with a tool they could use to request and give real-time feedback to ensure that employees were on the right path for success.
• Through this tool , "employees could gather input from different perspectives, including from a 360° view, to provide them with a deeper self-awareness, better relationships, and professional development acceleration."
• Key Performance Successes:
• Eighty-six percent of employees are "proud to work with BKD."
• Seventy-six percent of employees believe that "BKD’s people-first culture drives their overall success."

Case Study: M o l s o n Coors Beverage Company

• M o l s o n Coors operates as a brewing company that brews and produces beer. M o l s o n Coors is an example of a company that has successfully executed an engagement plan amongst its employees.
• Their employee engagement initiatives have produced engaged employees that were five times less likely than non-engaged employees "to have a safety incident and seven times less likely to have a lost-time safety incident."
• Engagement had also improved sales performance at M o l s o n Coors. And as a result of the initiatives , the company had saved over $1.7 million in just one year.

Research Strategy

Did this report spark your curiosity, how to use employee motivations to increase employee engagement - emergenetics, employee suggestion systems - benefits, cost, elements of a successful suggestion system, microsoft unveils new employee experience platform — microsoft viva — to help people thrive at work - stories, microsoft engagement case study - centrical, microsoft employee engagement, reinventing the employee experience at microsoft, 7 reasons why internal communication is important in the workplace, how internal communications methods are used to enhance employee engagement -vibons, 3 effective ways to improve your internal communication to boost employee engagement, the companies nailing internal communication today: 11 inspiring examples • blink, 7 companies with great internal communications, 17 must follow employee engagement best practices for hr managers, using internal communications to enhance business growth - trade press services, internal communication is changing. are you keeping up • blink, bloomberg - are you a robot.

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Case Study: Increasing employee engagement through the HRM (Harrods)  

Increasing employee engagement through HRM

A Harrods case study

Harrods is a brand that is recognised all over the world. Its Knightsbridge store has 1 million square feet of selling space with over 330 different departments. Its global reputation and prestige is instilled through its brand values. Brand values represent what an organisation stands for. Harrods values are – British; Luxury; Service; Innovation and Sensation.

Harrods has been in business for over 160 years. It employs 4000 employees with an additional 3,500 agency and concession employees. In 2010 Qatar Holdings purchased Harrods from Mohamed Al-Fayed. The new owners are strongly committed to all of Harrods’ employees. They recognise that engaged employees are essential to the continuing success of the business. Such employees are likely to be happy and consistently high performers who want to progress their careers with Harrods. Managing employee relationships is the role of the Human Resources department.

Harrods carried out its first comprehensive employee survey to find out what they thought about working at Harrods. The employee survey has now become an integral aspect of Harrods’ Human Resource Management programme. The survey results were used to create strategic plans for change focused on improving employee engagement and trust. The four main elements were:

• Changing Organisational Structure
• Changing Leadership
• Improved communications
• Living brand values

Find out how the human resource management ensured these elements were implemented in the full case study.

There have now been four employee surveys. Each survey has seen a higher return from employees and an improvement in the indicators of employee engagement as a result of the actions the HRM team took. Significantly, 91% of employees have stated in the most recent survey that they are proud to work for Harrods and employee turnover has halved in the last five years.

This content is not owned by Engage for Success. And you can download a pdf of the report Employee Engagement at Harrods – Engage for success 2012 .

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Early Warning Drives Manager Effectiveness, Communication, and Success with Quantum Workplace

11 percentage point, 5.1 & 11.2 percentage point increase, 58% yoy increase.

The Company

A leader in finance technology for more than 30 years, Early Warning builds the industry’s payments, risk, and fraud mitigations solutions.

With a rise in consumer reliance on digital banking and services, the company experienced rapid growth. The rapid expansion led to extensive change for the company and its employees. To ensure the business could continue to exceed the demands of the industry,  Early Warning knew it needed to engage employees in new and creative ways to boost performance and drive business success.

The Challenge

With a fast-paced growth trajectory, Early Warning knows the importance of utilizing Quantum Workplace's comprehensive employee engagement survey as a change management tool to help them quickly assess employee perceptions and focus the company's efforts where it matters most.

Survey results uncovered two areas in which the company needed to take action—manager effectiveness and communication. With the company’s rapid growth, leadership training needed to become a focus area. There was also clear evidence that employees were missing the “why” behind the occurring changes.

“ We saw an opportunity to create an incredible company culture by communicating better, leading better, enhancing multi-directional feedback channels, aligning on purpose, and most importantly, ensuring that all employees feel like they own engagement as well,” said Natalie Schwimer, Chief Human Resource Officer. “The survey was instrumental in providing data-driven inputs for uncovering specific areas that would drive meaningful change.”

The Solution

Based on survey findings, Early Warning first focused on manager effectiveness initiatives to help build a long-term program designed for employee success. The company launched leadership development programs, using Quantum Workplace’s 360 Feedback solution to assess effectiveness. Other efforts included hosting its first-ever leadership conference, which was designed to reinforce company culture, values, shared priorities, and engagement efforts. And specially-designed training was delivered through different formats to equip leaders with skills and fundamentals to tackle everything from procedures to performance.

Next up was communication—a critical area to ensuring alignment on organizational goals and the company’s overall strategy. First, Early Warning created an Employee Engagement Panel, a cross-functional team that assessed progress on engagement efforts once a quarter and drove action planning. An outcome of their work was the launch of the company’s refreshed company values to support its strategic shift. And along the way, the company also adopted new communication formats and channels, focusing on providing timely updates which highlight the purpose of the change and impact on employees.

“In our employee engagement journey, we’ve learned that focusing on one or two areas of opportunity results in more impact and a more engaged workforce,” said Schwimer. “With Quantum Workplace’s software we were able to easily identify the areas where we should focus our efforts in order to achieve the results we wanted.”

In order to engage employees to boost performance and drive business success, Early Warning uses Quantum Workplace to:

• Collect employee feedback 
• Understand how employee perceptions change year over year
• Surface employee concerns and address them before they contribute to disengagement
• Build effective action plans by incorporating employee feedback

We once thought that implementing an engagement survey every year would be a heavy lift for our HR team. But after experiencing how effortless Quantum Workplace’s survey is to launch, and how valuable the insights are, it’s become a business necessity to launch the survey annually.

Natalie Schwimer Chief Human Resource Officer Early Warning Services, LLC

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How smart storage lockers support flexibility for hybrid workers

Smart locker systems make flexible workspaces in offices appealing to employees and optimize space for employers.

• 1. Better question
• 2. Better answer
• 3. Better working world

How EY can help

The better the question

Is the employee experience you’re delivering the one your people want?

Different and smarter personal storage solutions are critical to advancing the employee experience.

The global EY organization has become a leader in agile work environments by recognizing that flexibility is no longer a culture-driven perk — flexibility is essential to employee retention now and going forward. To deliver the employee experience our people want, we reimagined the workplace configuration and design of our headquarters at One Manhattan West in New York to create a workplace that meets the demands of the hybrid worker. We focused on how workers will use the office space and how we could meet and surpass their expectations.

“When employees visit the office, they do so for a purpose. It could be seeing friends, a social event, or a meeting with team members, a client or a supervisor,” said David Kamen, EY Americas Real Estate Services Leader. “Instead of a sea of cubicles, there is more variety of spaces, rooms and collaborative places that all support a more adaptable approach to how work gets done.”

To make these new collaborative spaces function for the most people possible, One Manhattan West does not have designated desks for employees. This change supports flexibility, but we knew our people would need in-office storage that functions with and complements these flexible workspaces.

Our smarter workspaces necessitated incorporating smarter storage. Previously, employees struggled to get a locker close to where they would be working for the day. Lockers were typically assigned and would always be in one spot, regardless of work location. Smart lockers solve this problem, enabling employees to reserve a locker wherever their workspace is for that day.

The better the answer

Smart storage within an integrated technology ecosystem

Smart lockers help EY people manage, control and optimize storage on a self-service basis.

Employee expectations of smart technology have become critical in building infrastructure and improving the workplace experience. The growth of the Internet of Things (IoT) has sparked a further push to allow systems to talk to each other through common protocols and open standards, creating a digital ecosystem.

Smart locker systems are now part of the EY digital ecosystem. They are a combination of hardware and software, with a software-as-a-service (SaaS) platform at the heart, where the locker management takes place. Any physical locker cabinet can become a managed smart locker through the integration of smart locker system hardware and software.

The hardware, usually in the form of an electronic lock, is connected to an operating terminal, which is then connected through the internet to a SaaS platform. This software platform is the most critical component of a successful smart locker system, as this is where an organization defines the criteria under which lockers can be used and integrates with all other IoT and IT systems.

In the previous EY office, it was a challenge for employees to get a locker near their desk. Assigned lockers, and people’s assigned desks, were in one spot. Now, the new office’s design encourages activity-based working, which means using different work settings in the office based on the task at hand. Employees can use an individual workstation for day-to-day work, a collaboration room for smaller groups or a meeting room for larger groups. As part of the EY digital ecosystem, smart locker systems empower employees to choose where they want to work and find and use convenient storage throughout the day.

One Manhattan West employees can use their EY access badge at an integrated walk-up kiosk to book a smart locker, then they use their smartphone to control their locker through integration with the EY My Day workplace experience mobile application. This allows employees to use just one user interface for storage booking, access, wayfinding and meeting room booking.

The better the world works

Reimagined workplaces that meet the needs of a hybrid workforce

Offices designed for hybrid workers need to include smart storage solutions.

Smart storage is a component of the technology ecosystem provided by  EY Workplace Reimagined , a service offered to clients that addresses the needs of the hybrid workplace. This system integrates with existing EY technology to improve the employee office experience. Smart lockers also provide valuable insights and data to aid decision-making for our facilities management teams.

“We previously had to collect the data around the utilization of the storage, such as how long it has been assigned, how frequently it is accessed, and whether we still have locked storage for people who are no longer at the firm, through manual processes,” said Philip Lynch, EY Americas Enterprise Support Services Leader. “Smart lockers provide us with that insight in real time, and then it can be part of a larger conversation about how we’re using the space and how we might improve. It’s not just optimizing for storage utilization, but also improving every facet of the workplace experience for all of our employees.”

The knowledge gained from the One Manhattan West implementation is defining the standards for other EY offices around the globe. Each new office coming online in the US will include smart lockers, and other offices that did not have this capability are being retrofitted because of the success of One Manhattan West.

The  EY Workplace Reimagined service offering  can help organizations through an ecosystem of integrated digital workplaces and smart building technologies that can benefit clients at all levels of digital workplace maturity. Workplace Reimagined also helps clients determine real estate footprint needs in each market and transform their use of space for meetings, interaction, collaboration, ideation and work with customers.

Workplace reimagined services

Our workplace reimagined professionals can help your business develop a workplace that’s as flexible as your workforce. Find out how.

Smart Building Strategy and Technology Solutions

Our Smart Building team can help your business realize the future of sustainable and intelligent building solutions.

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Jeffrey Chulick

Digital workplace and smart building leader. IoT and data advocate. Passionate about diversity and inclusion. Husband. Father of two. Global citizen.

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EY refers to the global organization, and may refer to one or more, of the member firms of Ernst & Young Global Limited, each of which is a separate legal entity. Ernst & Young Global Limited, a UK company limited by guarantee, does not provide services to clients.