We always talk about employee engagement, but what does that actually mean for your business? I want to share this case study about Afrika Tikkun that increased their employee engagement by 32% in only 12 months by using our Flow@Work employee engagement survey.
More importantly is that our data revealed that a 32% increase in employee engagement resulted in a 246% increase in profits. This is a classic example of how you better your business, by managing your human resources optimally.
Afrika Tikkun
Afrika Tikkun is an NGO that focusses on empowering township communities to deliver educational, health and social services to children and youth, effectively investing in the development of children from early infancy through young adulthood into the world of work – an initiative aptly called ‘Cradle to Career’.
The Challenge
Following a retrenchment process and a comprehensive internal evaluation in 2013, Afrika Tikkun’s management team realised that it was necessary to not only restructure their operations and to clarify reporting lines and deliverables, but also to address their organisational culture, with particular emphasis on creating an environment where employees can freely contribute. They also realised that from a donor perspective they will have to showcase the effectiveness and sustainability of their programmes and interventions to drive positive change in support of the children in their ‘Cradle to Career’ initiatives.
The Approach
To establish a baseline against which future performance can be measured, and at the same time to get a better understanding of the specific areas that require focus, our Flow@Work Organisational Effectiveness Survey was conducted amongst their 501 staff, with 399 electing to participate. The survey is a comprehensive diagnostic instrument that measures on a sub-unit level all facets of employee engagement and organisational health – from culture and alignment with values to performance management, internal communications and employee enablement. The results of the survey highlighted a rather disappointing overall engagement level of 27% for the organisation, which was 2% below Mindset’s national benchmark.
The Solution
Upon completion of the survey, Mindset’s consultants analysed the results to pinpoint aspects of the work environment that impacted engagement levels at the organisation, and made appropriate recommendations that provided executive management with the insight necessary to design targeted interventions. The organisation’s management embarked on a national roadshow to provide the employees at the different regional centres with first-hand feedback of the survey results and to outline impending actions. A second roadshow was used as an opportunity to reemphasise Afrika Tikkun’s vision, mission and values. Employee forums were established at all the regional centres to provide a platform for employees to raise their opinions and also to provide feedback in response to staff complaints. The 30-strong management team attended over a 12-month period a comprehensive leadership development program, followed by a series of coaching sessions that helped them to internalise and practice the leadership philosophy on a daily basis.
They also attended our 1-day Flow@Work Employee Engagement workshop where they gained insight into the impact that the different drivers of engagement have on the engagement levels at their departments. The rest of the employees were supported via a number of 1-day workshops that focused on aligning their daily actions with both their sub-unit’s objectives and the organisation’s overall strategy.
The Flow@Work survey gave us the opportunity to address challenges that we would otherwise not have been able to.
Leonie van Tonder
Chief Operating Officer
The Outcome of this exercise was amazing:
A follow-up measurement was conducted after a period of 12 months, this time with 482 out of 551 employees participating. The survey results indicated a significant improvement in all indicators, with the percentage of engaged employees going up from 27% to an astounding 59%. Such a remarkable improvement over such a short period is indicative of a leadership team that has intentionally embraced employee engagement as a corporate way of life and as an integral part of a revitalised organisational culture. Since employee engagement is a key predictor of employee loyalty and commitment as well as their willingness to do more than what is required, Afrika Tikkun can look forward to an energised workforce that is empowered to co-create the organisation’s future and that is committed to driving the strategies and actions necessary to effectively support children from ‘Cradle to Career’.
How to Increase Employee Engagement
Learn how to increase employee engagement in your organisation and download the full case study, or request a consultation with one of our experts.