‘How do we know which engagement initiatives will deliver most benefit?’
This is the question we come across the most when discussing change and engagement specialists
To find an answer, you first need to understand what you are looking to achieve. When it comes to identifying potential engagement-boosting initiatives, Our research found that many managers and staff use the term ‘engagement’ without really understanding its meaning which means they have no chance of making an impact on it.
We’ve identified that engagement in an organisational context is best classified as ‘Active Committed Enthusiasm’ (ACE), a much more accurate definition, senior executives, HR professionals, project planners and line managers senior executives understand clearly.
Using ACE as a definition, we can more clearly identify the factors affecting how Actively Committed and Enthusiastic our staff are, the change levers at our disposal, the initiatives we could employ and how much we expect each potential change to impact. Initially, we use Delphi techniques to identify what factors are contributing to low engagement (process factors, working environment factors, internal and external factors), and determine the impact of potential resolutions. Over time, we use longitudinal analysis of business productivity and other measures to assess long-term implications. By adopting these research-based techniques, we can help you optimise engagement initiative ROI.
Our work and the PACE model has received acclaim from key HR research academics:
“A tour de force on engagement. Their PACE model brilliantly captures the broad disciplines shaping engagement and their synthesis of these ideas offers clear distinctions that lead to specific and usable actions”
– Professor Dave Ulrich
“Robust academic research and extensive practical experience from authors who are well-known and highly regarded in the field”
– Professor Chris Rowley
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