The Chemistry of Employee EngagementReformulate your company’s future with real-time people data.

Everyone’s talking aboutemployee engagement.

Leaders want more of it.

No one knowshow to get it.(Consistently.)

Disengagement isn’t always visible.

“Today I’m just going to do what is necessary to get by.”

“Once I get my bonus, I’m out of here.”

“I spend most of my time here planning my

next vacation.”

“We won the talent war!”

If only that were enough.

The moment of truth:

Hiring top talent doesn’t inoculate against engagement and

retention problems.

Growth can actually trigger problems with engagement.

(And productivity and retention, too.)

ENGAGEMENT IS IMPORTANT.

THE FUTURE OF AN ORGANIZATIONDEPENDS ON IT!

(No pressure.)

Only 13% of the global workforce is highly engaged

(Deloitte)

So, what causes disengagement?

13%

Any number of potentialREACTIONS

to change.

STRATEGY DU JOUR.

The boss changes direction often.

The team loses motivation.

People fear their hard work will be wasted.

Their workload has steadily increased, but they’re committed, so they put in the extra hours.

Three accountants just quit.

Leadership didn’t know until the exit interviews.

ACCOUNTING IS EXHAUSTED!

An employee’s strong decision making leads to a promotion.

Now the team is required to run every decision by her, resulting in delays and frustration.

YOU’RE THE BEST! (AT YOUR OLD JOB.)

Can you discover problems in time to take action?

That’s the problem with the annual survey.

It’s still, well, annual.

“Annual surveys weren’t working. We wanted to take a more frequent pulse of employees, without weighing down the HR team.”— Joan Burke, SVP Human Resources, Marketo

“Managers were rarely managing the same team a year later, so it was difficult to compare results.”— Richard Deal, SVP, Chief HR Officer, FICO

In chemistry, scientists measure data and see results in real time.

What if you could do that with people?

YOU CAN.

Lots of people already do.

MARKETERS!

They use insights to course-correct and optimize quickly across a portfolio of campaigns.

POLITICIANS!

They don’t wait until election day; they constantly poll voters to fine-tune their strategies.

DEVELOPERS AND APPLICATION MANAGERS!

They use performance monitoring technologies to identify bottlenecks and diagnose issues.

WHY NOT USE REAL-TIME MEASUREMENT

FOR EMPLOYEE ENGAGEMENT?

MANY COMPANIES ALREADY DO.(FICO, Marketo, Sojern)

Here’s how to reformulate your company’s future.

(In 3 easy steps!)

1. PULSE FREQUENTLY.

Measure the right things at the right frequency by pulsing monthly or quarterly.

“We have more frequent longitudinal data and an

environment where managers can analyze it in real time. It’s proven

invaluable in increasing awareness and energy around the topic of

workforce engagement.”— Richard Deal,

SVP, Chief HR Officer, FICO

2. EVALUATE RESULTS IN REAL TIME.

Deliver actionable insights based on the data collected.

“We see how new processes or initiatives in our business can cause

stress (through lower scores), but because of the driver data, we see

why, making it more actionable.” — Eric Hutchinson, COO, Madison Reed

3. EMPOWER LEADERS AND MANAGERS TO ACT! QUICKLY.

Deliver insights to the right people—managers, and not just HR and the CEO.

“Giving leadership actionable data they can slice and dice is

hugely impactful.” — Tiffani Ingham,

Senior Director, People Operations, Sojern

REAL-TIME MEASUREMENT ISN’T THE FUTURE.

IT’S NOW.

WHAT’S YOUR ORGANIZATIONAL

CHEMISTRY QUOTIENT?

CONDUCT YOUR OWN INVESTIGATIONOF EMPLOYEE ENGAGEMENT.

(In real time.)

You can improve engagement by knowing each employee group’s specific, unique drivers of engagement throughout the year, and by using those insights to develop creative, pragmatic solutions to the real reasons people become disengaged at work.

Request a demo of Glint.

THE REAL-TIME EMPLOYEE ENGAGEMENT PLATFORM.