Leadership and Engagement

Behaviour of leaders can ignite or extinguish talent and passion

How highly engaged leaders are, and their own accountability for leading by example, have a major bearing on increasing or eroding employee engagement. Central to driving employee engagement, leaders must be fully engaged themselves!

ignite image March 2014

How highly engaged or disengaged leaders are affects how much they can ignite or extinguish engagement in others










Employee engagement is a strategic approach supported by tactics for driving improvement and organisational change. From the leadership to the frontline employees, all levels within an organisation must commit to making changes to be more fully engaged.

Top performing leaders understand that employee engagement is a force that drives business outcomes! Research shows that engaged employees are:

  • more productive
  • more profitable
  • more customer-focused
  • attentive to safety
  • and more likely to withstand temptations to leave the organisation.

In the best organisations, employee engagement transcends a human resources initiative — it is the way they do business.

What is the impact of actively disengaged employees on others and on the bottom line?

Gallup’s Research shows that it takes 5 engaged employees to neutralise the effect of one Actively Disengaged employee.


* Actively disengaged employees erode an organization’s bottom line, while breaking the spirits of colleagues in the process. Within the U.S. workforce, Gallup estimates this cost to the bottom line to be more than $300 billion in lost productivity alone.

Need to take a strategic approach to employee engagement in your organisation?   Contact us  to discuss how we can help you move ahead.

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*Gallup Consulting 2010, Employee Engagement Overview Brochure “Employee Engagement What’s Your Engagement Ratio?”