On a scale of 1- 10, how unhappy are you with the current level of employee engagement in your organization?

If you’re thinking at least 7 or higher…

It’s probably because you already know employee disengagement and succession planning has reached crisis levels…

Yet few organizations are willing to stop navel gazing and patting ourselves on the back for transformation that didn’t lead to better business results and commit to a new approach.

Listen, if you want to start improving employee engagement and retention you can, but you can’t approach accelerated change with outdated assumptions.

Nope.

Not gonna happen.

Outdated assumptions won’t work when you’re expected to deliver services faster, better and more profitably to a tech-savvy, increasingly diverse, and sometimes geographically dispersed workforce.

A workforce that’s trying to navigate an ever-changing and shifting world of employment.

For you to get out in front of it, preserve your position, and more importantly, contribute at the highest possible level of your organization your skill set must also continue to evolve.

And out of all the skills, you need to successfully design and manage the ongoing evolution of the talent needs AHEAD of any change and execution of strategy…

There’s ONE skill that trumps all the others…

It’s your ability to MEASURE the return on employee engagement.

Here’s why…

You already know the typical HR department shows up on the company balance sheet as a cost, while the tangible benefits it provides elude traditional accounting methods.

You MUST have the means to build a roadmap WITH the business leaders and to form a commitment to focus on results.

To do that you need a useful framework for aligning human resource strategy with organizational strategy.

One that’s NOT rooted in old assumptions.

Business leaders are placing a MUCH greater emphasis on the workforce and corporate culture than ever before because they’re dealing with increased complexity and risk.

To even have a chance at gaining (or keeping) any competitive advantage, the businesses of the future need “all hands on deck”.

They need fresh takes on time-tested approaches and new ways to engage employees, stimulate growth and cost efficiency, and this includes human resources.

If this doesn’t excite you, I don’t know what will because that PROVES that HR leaders are as important as the business leaders, CEO and the head of finance.

It’s no longer about operating autonomously (hint hint…old assumptions).

If that were true, then having a collection of high performing individuals would automatically translate into a high performing team.

Hmmm.

Listen, no role in the C-suite has been transformed more than yours and there’s never been a greater opportunity to become a more transformative partner for business.

You’re still reading this…

Because this rings true for you I’d like to invite you to a NEW webinar training.

My background is in helping organizations effectively measure the return on employee engagement to increase revenue and align with company expectations.

On this new webinar, I’ll share steps to retaining happy employees who won’t jump ship even when someone waves a larger paycheck under their noses.

This is a useful framework that helps HR leaders profitably deliver services better, and faster.

It’s not that hard, but there are a few critical steps that a lot of people mess up.

Click this link to Register Now http://bit.ly/2evuM2l