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justin cherian

A leading healthcare MNC drives internal equity and performance differentiation

By Case Studies No Comments

A leading international Pharmaceutical organization that had started operations in the country four years ago was facing issues of internal equity of compensation. It had scaled up its operations over this period and the hiring had been predominantly market-driven.

This had led to a widespread of salaries across same grades in the company. Year on year the merit increases had compounded the problems with wide differences between the earnings of strong performers. Inqubex was brought on board to develop a structured approach to compensation.

Inqubex started by understanding the compensation approach followed by leading players in the market as well as analyzing the market benchmark data. The corporate positioning philosophy was analyzed and the inputs were used to establish compensation ranges to ensure consistent and equitable fitment of staff in each career level.

Simulation scenarios were worked out to understand the implication of implementation from a cost and motivation perspective and a holistic set of fitment guidelines were prepared regarding equity corrections, merit increases, promotion and hiring fitment. The structured compensation framework was designed in a manner to ensure that the year on year shift in market benchmarks does not impact the rationale of fitment and compensation spread.

An Engineering/ Projects company drives productivity enhancement by integrating its SBUs

By Case Studies One Comment

One of India’s leading EPC organizations was facing a unique challenge within one of its SBUs. This SBU had been the core driver of the business since inception and had a strong operational team delivering projects. There was however a distinct lack of systematization and a strong emphasis on individuals. Concomitant issues of over-staffing, duplication of activities and low employee morale were also affecting its performance.

In order to build processes and not disturb the legacy, the company started a similar group in parallel with professional staff in order to drive systematization and scalability of operations. This group faced challenges of lack of manpower. The organization faced the challenge of integrating the two groups to drive optimal utilization of resources and enhanced productivity.

These groups were culturally and operationally diverse. Inqubex was brought on board to develop an integrated organization.
Inqubex started by meeting the leadership of the groups and understanding their respective concerns and expectations. Key expectations were lack of specialist skills in one group and lack of manpower in another.

Key roles and work processes were identified and studied and an integrated organization was proposed. In order to make the recommendation feasible, a detailed manpower plan was created to showcase that the integration of two groups will bring forth the desired specialization for one group and provide the much-needed manpower for the other.

The productivity increase opportunity of this intervention is significant and has been used to generate buy-in from both the group leadership teams. The final question of the leadership of the integrated entity is being discussed. A phased approach for leadership transition has been suggested by Inqubex, based on a succession plan linked to core competencies required and existing within the management teams.


By Case Studies No Comments

One of India’s fast-growing E-Learning organizations was looking for strategic HR advice to redesign its organization structure to drive scale, in light of its future growth plans. Inqubex worked alongside the leadership to gain an understanding of the vision, business strategy and growth objectives.

This was followed by a Vision and Organization design workshop, to bring the leadership team on a common platform and assimilate their expectations of the future organization. The existing organization structure was analyzed to identify gaps in the light of the future plans. These inputs were used to prepare a straw model of the “To-Be” organization. This was validated by the leadership team in a validation workshop.

Based on the straw model created and the Inqubex understanding of the business strategy and the best in class approaches to organization design, a proposed organizational structure and manpower estimation model was presented to the Company. The recommendations were phased for a 5 year period and the client has currently implemented the Year 1&2 recommendations.

Feedback from the organization suggests that they have received value from the recommendations as they have almost doubled in size both in terms of turnover and revenue in the 2.5 year period. Inqubex continues to work closely with the client to support change management and has recently carried out an engagement for helping them evolve a desired corporate culture.

HR Career

5 ways to rock your career in 2022

By Careers No Comments

It’s been a truly random year, to say the least. If you have made it this far with health and happiness intact, then congratulations.

Also, if you are like most people we’ve interacted with, then welcome to what we call the state of ‘induced existential flux’. Triggered by the widespread re-assessment of life priorities during this period of uncertainty & chaos, the most tangible outcome of this flux has been ‘The Great Resignation’, on which much has been written and said. But even when the results have not been as drastic, it is safe to say that most of us have been nudged to reflect on our professional & personal lives thus far, and what we truly want from the future.

Assuming you haven’t yet decided to leave it all behind & become a monk in the hills, here are 5 ideas on how each one of us can rock our careers in 2022!


  1. Pick up some new skills: Perhaps the most direct way to change the status quo in your career is to acquire new skills. Careers & business needs are evolving and so are learning avenues, with more opportunities available than ever before, giving you control over your growth as a professional. You can choose to delve deeper into your existing area of specialization, develop new-age skills, or do something in between – dive in with the confidence that organizations today are increasingly supportive of such developmental efforts.


  1. Learn to say No: As important as what we open ourselves to in the new year, is what we choose to decline & exclude. This is the time to push back on work practices, colleagues, habits, and everything else that have been holding you back – value your time, well-being and growth, and make concerted efforts to cut out hindering factors. That could mean giving unvarnished feedback to your team/ colleagues/ Manager; standing up against established ways of working if that’s the only reason they exist; brushing up your CV if you feel your current organization does not align with your career objectives; among countless other actions that could take you one step closer to your destination.


  1. Take a chance: Marrying YOLO with your career – this is the time to stop being shy and take that chance – push for that cross-functional move you always wanted, pitch for that dream job, ask for a raise, or even confront long-standing issues at the workplace. As Wayne Gretzky said, “You miss 100% of the shots you don’t take”. If there is one good thing we can take from this time, it is to start taking more chances. The steady-state needs a shake-up, and it needs to start with you.


  1. Use genuine connections to open up possibilities: We’ve all had our fair share of cringe-worthy card exchanges and awkward, thinly veiled sales pitches. While all of this may have given ‘networking’ a bad rep, we want to highlight the importance of genuine connection at a time of increased distancing & isolation. In 2022, step out of your comfort zone, and make connections with people around you, reach out to those who can support your journey forward, and also those who could benefit from your guidance. Done right, there are few stronger enablers of professional success than a vibrant network.


  1. Your life is your career: Today, more than ever before, it is important to think of life and aspirations with an integrative approach. Look beyond just your work – do you have a real hobby outside of work & domestic responsibilities? Is there anything that you really feel passionate about – have you been able to give any time to that? Do your personal relationships need more time & focus? For real well-being, both personally and professionally, it is important to remember that at the end of the day, your life is your career.

Go ahead and be the best version of yourself in 2022!

organization productivity

5 Tried and Tested tips to improve organization productivity

By Performance Management No Comments

The workplace is something that we spend most of our lives in. So, it is important to make sure it is a place where people can be happy and productive. To achieve this, we need to set goals that are going to make the workplace more productive. In the business world, employers are always looking for ways to increase productivity in the work environment.

There are several ways that they can go about doing this and most of them involve modification to the work environment which will in turn boost and improve organizational productivity. However, even the most advanced and modern work environment will not be able to provide a better working environment for you if your employees are not trained on how to get the best productivity out of their workday.

Every business should have a specific set of goals aimed at increasing and improving organisational productivity in the workplace. The more productive your company is, the easier it is to boost profits and improve business relationships. Here are some of tried and tested tips to improve organization productivity.

  1. Time Tracking

Business leaders ought to dissect and analyse how their teams are utilizing their time. There are several metrics that can be tracked with automation software, for example, the time it takes to do a job or a task at hand, or the number of assignments that are finished each day. Concentrating on the data information uncovers which employees are productive and which ones need more training or testing, which will help to improve organization productivity.

  1. Break time

It’s excessive and not necessary for every employee to be occupied the entire time of a working day. Indeed, keeping your staff too occupied can cause exhaustion and burnout. That’s why one of the steps to improve organization productivity is to take occasional breaks.

Enjoying a short 10-to 15-minute reprieve permit your group to re-energize and afterwards feel invigorated when they approach the work once more. Did you know that some Big Tech firms even have break rooms with Ping-Pong tables to give representatives space to rest and have a great time at work?

  1. Avoid unnecessary meetings

As the internet saying goes. ‘This meeting could’ve been an email’, well we really must put this into practice. It’s certainly one thing in case you have a significant declaration or need to examine technique, however leading a meeting about points that can be discussed and exchanged through an email just decrease instead of increasing organizational productivity.

  1. Don’t strive for perfection

The cliché trope of “nobody’s perfect” is important to keep in mind, as it is unrealistic to be perfect in every aspect of your work life and it can really affect a person’s self-esteem. There will consistently be different contenders breaching barriers and disrupting the market, so focus on consistency so as to improve organization productivity.

  1. The 90 Minute trick

One of the most underrated, ignored and even overlooked tips to improve organization productivity that can prompt higher results creating 90-minute sessions separated by breaks. During the said 90-minutes, every worker should invest however much energy as possible into accomplishing and completing an assignment. Making a progression of these 90-minute sessions followed by brief breaks is a sufficient opportunity to build up a pattern and complete tasks without getting burnt out.


As remote workers become more prevalent in the workplace, measuring productivity can become a challenging task. While there isn’t a one-size-fits-all solution for measuring productivity, there are some practices that are more effective than others. As you just read, the word “productivity” was brought up in almost every one of the tips that we shared.

Improving organisational productivity is a key factor in the success of any business, and it’s important to set goals that can improve the productivity of your employees. In today’s high-paced business environment, companies must find ways to increase productivity if they want to remain competitive. For some, that means investing in new technology, such as better computers, projectors and microphones.

For others, it means training employees or implementing new software programs that streamline workflow. Whatever the solution, every business should have goals aimed at increasing productivity in the workplace. Without goals, you don’t have a way of measuring success and failure. If you don’t know what you want to achieve, how can you get there? If you need more hands-on experience on improving organization productivity, connect with us at and find out how!

“Focus on being productive instead of busy.”

Tim FerrissAmerican podcaster, author, and entrepreneur

Organizational productivity

How does motivation impact organizational productivity?

By Performance Management No Comments

Most employees need the motivation to feel good about their jobs and perform optimally, but in the current competitive job market, it is becoming increasingly important for employees to take responsibility for their own professional development and focus on self-motivation to be successful.

While some employees are naturally motivated, many job seekers find it difficult to stay motivated without a little bit of help. Employees need to feel like they are important and that their contribution is worthwhile. This is one of the reasons for the popularity of employee engagement programmes.

A bad employee engagement programme can be worse than doing nothing. Let’s look at why employees need the motivation to feel good about their jobs and how you can use it to make them more productive.

Fostering a positive environment in the workplace is essential for many reasons. If your employees are having a bad time and are constantly stressed and unhappy, their productivity will be low. It can be hard to get a positive workplace, but if you want to get ahead in your career, you need to make sure your employees are happy and motivated.

Is there an issue at the workplace? If so, talk to the employees to figure out how to fix the problem. You’ll be surprised how much they are willing to help you! Are you treating your employees fairly? Are you being a good boss? Are you always around to help? Never take your employees for granted. They’re the ones that are keeping you in business.

Most employees need the motivation to feel good about their jobs and perform optimally. Some employees are money motivated while others find recognition and rewards personally motivating. Motivation levels within the workplace have a direct impact on employee productivity.

Workers who are motivated and excited about their jobs carry out their responsibilities to the best of their ability and production numbers increase as a result. Now coming to some of the steps, which you can take will motivate them and impact their organizational productivity.

  1. Incentive-Based Motivation

An incentive is a motivational influence that is designed to drive behaviour and motivate employees to produce better work which will impact their quality of work as well. Employers use several types of incentives to increase production numbers. Employee incentives come in a variety of forms including paid time off, bonuses, cash, and travel perks. Incentives drive employee motivation because they offer workers more to strive for than a regular paycheck.

  1. Rewards and Recognition

Many employees need recognition from their employers to produce quality work. Recognition and employee reward systems identify employees who perform their jobs well. Acknowledging a job well done makes employees feel good and encourages them to do good things.

Employers recognize workers by tracking progress and providing feedback about how they have improved over time. Public recognition is also a motivating factor that drives worker productivity. Some employers encourage fellow employees to issue “shout-outs” for good work. Moreover, perks like food and parties can also be a nice way to recognize good work.

How do you motivate people? You show them the big picture. A lot of employees lose sight of the big picture when they get bogged down in the daily grind. If they are aware of what makes their job important, they will have a better opportunity to focus on that and perform to the best of their ability. If an employee feels like what they’re working on has a purpose, they will be more motivated to complete it.

If you want to motivate your employees to work hard and improve your company, you must be able to provide them with the right tools to do their jobs. The right tools will allow employees to be able to do their jobs at a high level of productivity and your business will prosper. Also, a high level of performance and achievement will keep employees happy, motivated, and in a position to keep improving their performance.

Measurement of productivity is a difficult thing to do in the workplace. There are so many different types of people and personalities, and we all have different ways of working. That’s why we’ve provided you with a quick and easy way to keep track of the productivity of your remote employees.

We hope you learned some new ways to motivate your employees from this post. If you have any questions about employee motivation or employee engagement, please contact us anytime at We look forward to hearing from you!

Organization Productivity

How to measure organization productivity

By Performance Management No Comments

The rise of remote work means that employees are no longer clocking in at a physical location. Instead, they are expected to work whenever and wherever they want. While this may seem like a dream come true for many, it also leaves company owners without a clear way to measure employee productivity.

Companies have been facing the difficulty of reporting remote workers’ productivity for years. While there are tools in place that have made it easier to track time, keeping accurate records and making decisions on what hours are productive has remained a challenge.

In the digital age, it’s even more difficult to measure the productivity of an employee. There are a lot of things that can skew your data, and it can be difficult to know how much weight to put on certain factors. But there are companies that are still struggling to develop a way of measuring productivity, and there is a lot of research being done to figure out the best ways of doing it.

One of the problems that companies are facing is that they have to rely on numbers. When you have to rely on numbers and you don’t know as much about the person as a manager would in a traditional workplace, you run into accuracy issues. To improve this, you have to start looking at motivation, and data that can’t just be interpreted through numbers. This blog will also look at what is organization productivity is and how to measure it.

What is organization productivity?

Productivity is a measure of the efficiency of a or person in converting inputs into useful outputs. To calculate productivity, you divide the average output per period by the costs incurred or the resources, such as personnel, consumed in that period.

How to measure organization productivity?

Each organization has its own strategies for measuring organization productivity. The assortment of strategies mirrors the way that each organization is diverse as far as its structure and focus. Therefore, companies typically tailor productivity measuring tools to best suit their necessities. That being said, these are several broad strategy categories that are used to measure organization productivity.

  1. Focusing on profits

One way you can measure profitability is to screen the benefit and deals of the association. Focusing on profits can be a popular choice for companies operating in areas where it is often difficult to measure how long a specific activity will take.

  1. Getting things done

Another approach concentrates on how many tasks are completed by the workforce. In this productivity measuring method, management is less concerned about the time that’s needed to complete tasks. Instead of that, they’re centred around finishing the end result.

  1. Time management

One usually utilized time management system requires employees to enter the time they spend on a task into a spreadsheet. The outcomes would then be able to be surveyed by supervisors after some time to see whether organization productivity is expanding, diminishing, or staying consistent. The upside of this strategy is that advanced programming software permits organizations to separate time into minutes and even seconds to guarantee that work time is being utilized adequately.

  1. Feedback and Assessment

If a small team or group of employees interact regularly, you might carry out organization productivity estimates based on peer assessment and feedback. In such a framework, you evaluate every employee’s productivity as per the input they get from others about their overall performance which can be a useful tool to measure organization productivity.

  1. Customer satisfaction

One of the most famous ways of calculating organization productivity in an organization offering administrations to clients is to utilize customer feedback. For example, clients who call a customer service helpline may be asked once the call is over to complete a brief satisfaction survey. In it, they will clarify whether the employee addressed their inquiry and regardless of whether they believed they were dealt with politely.

There are many ways to measure productivity. Some of them are subjective and some of them are very objective, however, the best way is to have a combination of both to get the best idea of how productive your remote workers are. The need for effective management tools when it comes to remote employees is greater than ever.

Today, more and more companies are turning to project management software to help them effectively organize their employees across the world. Here are some strategies for how to manage remote workers more effectively. Hope this blog has been helpful with the tools and techniques organizations are using to measure productivity. If you want to know more, visit now.

HR Analytics Tools

HR Analytics Tools – The Game Changers

By HR Tech No Comments

HR has historically been one of the most traditional, conservative fields in business. That approach worked for decades, but a lot’s changed in recent years. Globalization and digitalization have reshaped the business environment.

With the rise of disruptive players, the HR team needs to rethink its approach to people management. Even with the advent of automation, human resources are still considered a vital aspect of the business world.

With analytics and the availability of big data, there are many opportunities for human resources professionals to improve the ways that they work. In this blog, we’ll explore how the future of human resources looks. With innovative changes like the widespread adoption of analytics, now is an exciting time to be a part of the human resources field.

Human resources professionals are always seeking to improve the work environment for their clients and employees. One of the most significant breakthroughs in HR was the widespread adoption of analytics.

The idea of using data to better understand workplace culture and human relationships was unheard of in the past. This new method of learning and improving is sure to change how groups view and interact with the HR field. As the ultimate objective of the HR department is to always be improving, the widespread adoption of analytics is sure to continue to help companies now and in the future.

What is HR Analytics?

Also known as talent analytics, HR analytics are “the application of considerable data mining and business analytics techniques to human resources data,” – Start-Up Focus

Transforming the world of HR

HR analytics intends to give knowledge into how best to oversee employees and arrive at business objectives. Since such a lot of information is accessible, it is significant for HR groups to initially recognize which information is generally important, alongside how to utilize it for the greatest ROI.

To effectively use HR analytics, organizations should assemble information and afterwards use it for navigation and cycle improvement. Since more organizations understand that HR analytics and data assists them with employing and holding the right ability, organizations are investing in HR analytics tools alongside prepared experts who see how to mine and apply them.

Analytics tools and technology are now more accessible than ever. Companies can purchase analytics solutions off the shelf and adopt integrated, cloud-based HR systems easily. This puts integrated HR data within reach for both small and large businesses. However, it is important to note that those at the forefront of HR analytics go beyond simply utilizing tools.

HR Analytics in the workplace

HR Analytics can assist businesses with settling on more brilliant choices in areas such as the following

  • Turnover

Utilizing HR analytics enables teams to predict the risk of turnover by function, location, and position.

  • Retention

HR analytics can identify where the highest risk of turnover is, along with which individual employees are at risk.

  • Talent

In terms of new talent, HR analytics can identify which new hires will be high performers.

In general, predictive analytics can identify common factors and important patterns.

HR Analytics and its untapped opportunities

It is imperative to take note that access to HR Analytics is just the initial step with regards to utilizing information and data to further develop organization arrangements and business practices. As Deloitte points out, “The real value is in turning these insights into change that delivers business value.

The hardest part of people analytics is implementing the changes recommended by the models, which call for people analytics to be accompanied by sound change management practices.” With innovative changes like the widespread adoption of HR analytics, now is an exciting time to be a part of the human resources field.

The world of HR is changing, and along with it, the role of the HR professional. As technology has become more pervasive, the practice of Human Resources has shifted from a field that is solely focused on the basics of hiring, firing, and benefits to one that is focused on employee engagement, happiness, and retention.

The next time you’re looking to fill an HR position, keep an eye out for qualified professionals who are interested in more than just the day-to-day functions of the HR department.

As the human resources profession continues to grow and evolve, we’ll need to stay flexible and find new ways to meet the needs of both our employers and employees. We’ll also need to make sure that we continue to learn about the latest trends and technologies, and that we have a solid understanding of the history of our profession.

In the future, we may even see human resources in a completely different light from what we are accustomed to today, but one thing will continue to remain the same—we will always be here to support and advocate for our employees. So, what are you waiting for? Learn more about the ever-expanding HR Analytics, visit now

workforce analytics software

The benefits of choosing workforce analytics software

By HR Tech No Comments

When you’re managing a large workforce, you have to know what’s happening at all times. You want to make sure your workers are productive, but also that you’re doing your best to protect their health and wellbeing. It’s not easy managing a big team, but it’s made easier with workforce analytics.

In this blog, we take a look at what it is and how it can help. Companies have the capability to collect data, but analytics is where they get value out of the data. Analytics helps companies make proactive decisions, and workforce analytics helps companies make better decisions about their workforce.

But what is workforce analytics and what does it entail? In this blog, we will look at workforce analytics, its different elements and how it can help a company make better decisions for their workforce.

Even so, an organization’s human capital is perhaps its most important asset. Building an in-depth understanding of your staff can help you come up with better solutions and improve your competitive edge. Workforce analytics — sometimes called people analytics — can empower your team by providing better insights as to what works and doesn’t.

Furthermore, it can help uncover tools that employees need to succeed. Let’s begin by breaking down the meaning of workforce analytics.

Whether you’re managing a group of 50 people or 5,000 people, you want to know what’s going on at all times. You want to know what’s happening today and what’s happened in the past. You want to know what’s going to happen tomorrow. The only way to achieve all of these is through workforce analytics.

Workforce analytics is the process of collecting, analyzing, and reporting on workforce data in order to make informed decisions about the future of your workforce. Workforce analytics is no longer a nice-to-have. It is a must-have. From a single department to an entire organization, analytics is about knowing what’s going on, why it’s happening, and how to make it better.

Workforce analytics is about the past, present, and future of your workforce. It provides deep analytics for workforce trends, including current workforce capabilities and gaps, in order to improve business performance.

What are some key advantages of workforce analytics?

More so than tracking the number of employees and what they’re making, workforce analytics provides a comprehensive view of your organization’s workers designed to interpret historic trends and create predictive models that lead to insights and better decisions in the future. Some of the key benefits of workforce analytics include:

  • Observe regions where effectiveness can be improved with automation –

While workers are a resource for an organization, in some cases the undertakings they do can decrease their usefulness or give negligible returns. Workforce analytics can find regions where errands can be consigned to machines by means of computerization, permitting labourers to rather commit their endeavours to more significant and important exercises.

  • Improve workers’ engagement by understanding their needs and satisfaction –

More than simply looking for firing and hiring information, workforce and people analytics can help a company understand why their employees are not performing their best, and the factors that are impacting productivity. This is more to maintain the current workforce instead of replacing it. The goal is to uncover those factors affecting performance and engagement and to overcome them by fostering better conditions.

  • Create better criteria for hiring new staff and provide a better hiring process –

Finding new talent is always complex regardless of a company’s size or scope. Workforce analytics can shed light exactly on what is needed from a new hire by a department based on previous applicants, their success, and the company’s needs. More importantly, they can understand new candidates based on this historical data to determine whether they would be a good fit or not. For instance, a company seeking to hire a new developer may think twice about hiring a server-side programmer after several previous hires with similar experience didn’t work out.

Workforce analytics enables data-driven workforce planning, analysis and management, and specifically with workforce optimization, which is the process of optimizing workforce performance. Workforce optimization is a key component of workforce analytics, which is a subset of business analytics.

From workforce analytics to data-informed workforce planning and analysis, workforce managers are able to make more informed decisions to help their company be more productive and effective. At inQsights, our workforce analytics help companies do just that. If you want to learn more, contact us at

Organizational productivity

The impact of employee engagement on organizational productivity

By Performance Management No Comments

Employee engagement is one of the most important factors that a CEO or any High-ranking manager needs to keep an eye on. In a start-up environment, employee engagement can have a big impact on the output and organizational productivity of employees and, also on overall workplace productivity and environment in general.

Especially, in the start-up world where ideas are great but how to execute them can be a challenge for entrepreneurs. Employee engagement can play a vital role in making an idea successful and profitable as an engaged employee tends to be more productive, more innovative and wants to remain with the same organization for a long period of time.

This blog will look at why employee engagement is important and what you can do if your employees are not engaged.

Primarily, employee engagement is defined as the level of commitment and motivation your employees have towards the organization. It is an important and often overlooked metric that can make or break your business. So how can you figure out if your employees are engaged or not?

According to Gallup, the leading research-based consulting company on workforce productivity and wellbeing, employee engagement is the most important thing you need to track to determine if your employees are productive. If your employees are not engaged, they are not working at full capacity.

They are leaving at the end of the day without putting everything they have into their work. They may be putting in the hours, but they are not necessarily putting in their heart and soul into the work they do. Not all workplaces are equal. Some are fantastic, while others are a nightmare.

Essentially, a workplace is like a house – the quality of life you have is directly related to how well you treat it. Employees can feel unappreciated, undervalued, and even ignored by some employers, leading to the concept of employee engagement. Engaged employees are those that are willing to go the extra mile for their business.

However, dissatisfied employees will just do the bare minimum to get by. Employee engagement is “an emotional and behavioural commitment to the organization and its goals and is characterized by a high level of energy and positive attitude”. If you want to create a productive and happy workplace, you need to ensure employee engagement.

Do you know if your employees are engaged in what you do? A lot of leaders don’t actually notice how engaged their employees are and how that impacts their productivity. The key to increasing employee engagement and productivity is to get your staff to feel like they have a stake in your organization.

If they feel they have a good idea and they can be heard, they’re more likely to be engaged in your organization. Once an employee feels engaged, they’re more likely to feel like they have a stake in what you do and therefore be more productive. Employee engagement is a key value to help achieve performance success.

How to achieve employee engagement is a major concern of top managers in various organizations. Understanding the challenges of employee engagement at work is helpful to find real solutions to increase productivity in organizations.

An “engaged employee” is one who is fully involved in, as well as enthusiastic about their work, and thus will act in a way that furthers their organization’s interests. Employee engagement is important to the competitiveness of any organization, particularly in the current business environment. Employee engagement can be viewed from a cognitive, emotional, and behavioural perspective. Research has shown that organizations with high employee engagement excel in customer satisfaction and achieve high productivity and operational efficiency, as well as profitability with the additional side effect of safer, healthier employees with lower absenteeism and reduced turnover.

The more engaged employees are, the more productive the organizations tend to be. Engaged employees are more innovative, creative, and productive. They are also more enthusiastic in their work and committed to their goals. Employees who are highly engaged take more initiative to come up with better solutions to problems and to find ways for improvement.

Engaged employees are invaluable to an organization’s success. They are more motivated, productive, and loyal compared to their counterparts. This ultimately gives a competitive edge over other organizations, resulting in better performance and higher profits. An average of 4.8 million employees are engaged at work and are extremely motivated, productive, and loyal.

The rest, who are not actively disengaged, but are not engaged, are known as the ‘not sure’ group. These employees are just here for the paycheck and don’t really have any drive to do their jobs. If you are interested in learning how to increase employee engagement, please reach out to us at, we are always excited to help our clients improve their business results.