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Employees can make a difference in internalizing sustainability and translating high-level commitments from a corporate sustainability plan into action and results. Employees make far-reaching decisions impacting an organization's environment and social consequences on a daily basis. What is the evidence for employee engagement to further sustainability within organizations?
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Conversation Agent quotes on Influence from Valeria Maltoni It's the age of the connected customer and people are now comfortable using technology to share -- privately or in public.
Here are some highlights:
How social currency influences behavior
**Social influences include peer pressure and social exchange. The latter is stronger than an economic motive.
**Most human interactions consist of an exchange of value. From a psychological standpoint, actions like sharing signal desire for self expression, need for validation, and social status recognition, and also simply altruism and affinity with a group or cause.
**Both social influences are amplified in public settings.
Psychologist Robert Cialdini documented six principles of ethical persuasion:
**social proof
**authority
**affinity
**commitment
**consistency
**reciprocity
Selected by Jan Gordon covering "Curation, Social Business and Beyond"
Read full article, see slideshare, images here: [http://bit.ly/VySDuu] Via janlgordon, Robin Martin, U-M HRD Delete the scoop?
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The post Employee Engagement Matters provides the following statistics as evidence for engagement:
Grow profit
• The Corporate Leadership Council reports that engaged organizations grew profits as much as three times faster than their competitors. Highly engaged organizations have 87% less staff turnover and 20% better performance than average.
• A global survey by Tower Perrins-ISR involving more than 664,000 employees in 50 companies found that the operating income of companies with engaged employees improved by 19% in one year, while it declined by 33% for companies with low levels of employee engagement.
• Fully engaged employees are 2.5 times more likely to exceed performance expectations than their disengaged colleagues.
• 59% of engaged employees say their job brings out their most creative ideas compared to only 3% for disengaged employees.
Corporate social responsibility
• Many factors, such as leadership, integrity, immediate management and fair treatment, influence employee engagement. However, increasing evidence shows that performance on sustainable development also plays part. For example, a survey by Ipsos Mori10 found that:
70% of employees with a favorable perception of their company’s community engagement plan to stay for the next 2 years. compared to 50% of those with a less favorable perception.75% would recommend their company if they feel it is environmentally responsible, versus less than half if it is not.47% of job-seekers are more likely to join and stay with a company that addresses social issues.75% of employees who believe their employers pay enough attention to environmental protection and sustainable development reported higher levels of commitment.