Think about this truism: employees join companies and leave managers. Have you ever joined a great company, excited about growth opportunities, benefits, and/or perks of the job only to find yourself looking for a new job soon after?

A recent study by Bersin & Associates estimates that $720 million is spent by organizations each year to improve employee engagement.

A fourA four-step management training program that begins and ends with measuring employee engagement and includes tactical steps to help participants better manage and lead their teams.

From the first prehistoric hunter to employ someone as saber-toothed tiger bait to today's modern leadership issues, we have learned two big lessons. Employee safety has clearly (and mercifully) become more important.

Most will calculate about 60% of the person's salary and some training to determine their cost of turnover.

The Harvard Business Review recently published an article called "Putting the Service-Profit Chain to Work". This article does an excellent job explaining the linkage between leadership, employee engagement, customer retention, and profitability.

If your company has compensation right -- and your managers are trained to drive engagement daily in a performance-based culture – Happy New Year!

Today’s organizations are looking for ways to get a leg up on the competition. The lean movement refined processes but process improvement can only move an organization so far.

Building a high-performance company with engaged employees does not start with picking the right survey; it starts with having the right leaders. There are a wide variety of engagement/culture surveys on the market today, but the real key to having an engagement culture is the top team.