Satisfy and Engage Employees
Bring your people to life with our unique employee engagement initiatives. The power of people who are genuinely engaged at work is the lifeblood of any thriving company culture.
Engage employees through authentic connection.
Imagine a workplace where every employee cares deeply about their colleagues, where they innately make decisions that align to your company values, and where they show up to work excited to impress one another with the results they drive. A workplace where authentic human relationships catalyze organizational success.
At Round Table Companies (RTC), we know that building a vibrant, purpose-driven culture is about more than just implementing new programs—it’s about igniting the spark within each individual and setting ablaze their passion and creativity while strengthening their resilience.
Our unique approach to enhancing employee engagement revolves around fostering genuine human connection, which we’ve done since the dawn of time! (Not really, but for 25 years or so.) From engaging with audiences on television screens, to shepherding CEOs to write the book they were born to write, to inspiring sales teams to see the humanity of everyone they meet, our founder, Corey Blake, has made it his personal mission to engage so deeply with individuals that they cannot help but be in awe of who they are, what they do, and how they contribute to their work in brilliant and beautiful ways.
Show your people they matter and watch the spark set them ablaze.
Research supports the idea that authentic employee engagement, vulnerability, and psychological safety are all intrinsically linked. When people feel safe enough to take risks and show up to work as their full, authentic selves, that little spark of potential catches flame and invites others to feel awe for who they are and the unique gifts they’re bringing to the table. That awe motivates employees to want to trust themselves and each other, to want to foster deep connections, and to want to hold one another accountable to their commitments.
Because psychological safety is so critical to employee engagement and employee performance, our expertise lies in creating an environment where employees feel deeply seen and connected, supported, and empowered to bring their best selves to work.
What are drivers of authentic employee engagement?
We focus on four critical areas of culture that are often overlooked but are innate drivers of fostering genuine employee engagement:
Increasing Connection through Vulnerability
At the heart of RTC’s approach is the belief that vulnerability is one of the greatest tools for unlocking employee engagement in the workplace. When leaders and employees alike have the courage to be vulnerable and share their life experiences, they model trustworthy behaviors and compel profoundly deeper connection.
Deepening Trust and Respect
Central to our philosophy is the idea that trust and respect are the cornerstones of a thriving workplace. By training employees in how to both exhibit and elicit more trustworthy and respectful behavior (while also inspiring them to want to lead with trust!), we lay the groundwork for enhanced creativity and innovation through the organization.
Creating Accountability
Engagement is not just about making sure people feel good. Our programs challenge employees to examine their own actions and biases and to hold themselves and each other accountable to a higher standard. By promoting a culture of accountability, we help teams step into their full potential.
Enhancing Support
Our approach to satisfy and engage employees includes a commitment to care. Increased engagement leads to higher performance, and the key to that increased engagement is ensuring people know they matter. By investing in the well-being of your employees, you create a culture where people are inspired to bring their best.
“I am so very thankful that our leadership recognized the healing and culture shift that was needed. I have grown so much personally and have seen the same impact on others here.”
The Benefits of Enhancing Employee Engagement
Enhancing employee engagement is a strategic imperative with measurable business outcomes. Research consistently shows that companies with highly engaged employees experience these benefits:
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More productivity, creativity, and innovation.
59 percent of engaged employees say that their job brings out their most creative ideas, compared to only 3 percent of disengaged employees.1
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Lower turnover.
Organizations with high employee engagement experience 43 percent lower turnover rates compared to those with low engagement.2
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Higher customer satisfaction.
Highly engaged business units achieve a 10 percent increase in customer ratings.3
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Fewer safety incidents.
Organizations with high employee engagement have 70 percent fewer safety incidents compared to those with low engagement.4
On the other hand, when leaders neglect to satisfy and engage employees, the consequences can be far-reaching and detrimental to the organization.
Decreased productivity and profitability. According to Gallup, actively disengaged employees cost the US $483 billion to $605 billion in lost productivity per year.5
Higher turnover rates. A study by the Center for American Progress found that the cost of replacing an employee can range from 16 percent to 213 percent of their annual salary, depending on the position.6
Reduced customer satisfaction. A study by Qualtrics found that 79 percent of employees who work at companies with a high customer experience are highly or moderately engaged, compared with only 49 percent of employees who work at companies with an average or low customer experience.7
Negative impact on team morale. A study by Gallup found that actively disengaged employees are more likely to report experiencing stress and even physical pain than their engaged counterparts.8
The cost of neglecting employee satisfaction and engagement is simply too high for any organization to ignore. Prioritizing employee engagement is important to creating a culture of trust, accountability, and care, and to unlock the full potential of your workforce.
Bring your people to life with our unique employee engagement solutions.
As a visionary leader, you hold the match that can light the way to a brighter future. By partnering with us at Round Table Companies, you gain the tools, insights, and support to not only spark change but to sustain the fire of your culture’s growth and resilience long into the future.
Our expertise in psychology, leadership development, and storytelling techniques will help your teams and your leaders navigate the challenges and opportunities of authentic engagement, ensuring that their learning is relevant, actionable, and sustainable.
Awaken your company culture to the power of authentic employee engagement.
Explore our company culture services and learn how RTC can help you more authentically engage your employees.
1. Jerry Krueger and Emily Killham, “Who’s Driving Innovation at Your Company?,” Gallup, September 14, 2006, https://news.gallup.com/businessjournal/24472/whos-driving-innovation-your-company.aspx.
2. Shane McFeely and Ben Wigert, “This Fixable Problem Costs US Businesses $1 Trillion,” Gallup, March 13, 2019, https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx.
3. Jim Harter, “Employee Engagement vs. Employee Satisfaction and Organizational Culture,” Gallup, April 12, 2017, https://www.gallup.com/workplace/236366/right-culture-not-employee-satisfaction.aspx.
4. Jim Harter and Kristi Rubenstein, “The 38 Most Engaged Workplaces in the World Put People First,” Gallup, March 18, 2020, https://www.gallup.com/workplace/290573/engaged-workplaces-world-put-people-first.aspx.
5. Gallup, State of the American Workplace, 2017, 19, https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx.
6. Heather Boushey and Sarah Jane Glynn, “There Are Significant Business Costs to Replacing Employees,” Center for American Progress, November 16, 2012, https://www.americanprogress.org/issues/economy/reports/2012/11/16/44464/there-are-significant-business-costs-to-replacing-employees.
7. Bruce Temkin and Aimee Lucas, Employee Engagement Benchmark Study, 2017, March 2017, 9, https://www.qualtrics.com/xm-institute/employee-engagement-benchmark-study-2017/.
8. Jim Harter and Amy Adkins, “Engaged Employees Less Likely to Have Health Problems,” Gallup, December 18, 2015, https://news.gallup.com/poll/187865/engaged-employees-less-likely-health-problems.aspx.