Engage and retain the superior talent that makes a difference

We’ve turned survey data into sound motivational practices for both for-profit and non-profit healthcare and human services organizations.


Why care about employee engagement? Because not only are engaged employees higher performers, multiple other organizational outcomes are also related to employee engagement.

A survey of 370 organizations found when employees are engaged, customer satisfaction is higher as is the bottom line (earnings per share, return on investment, and shareholder returns). Employee engagement leads to lower organizational costs as well. Engaged employees are less likely to leave the organization or be absent.

In fact, another large scale survey showed the top 10 percent of engaged employees are nine times more likely to stay at their organization. And the benefits of employee engagement do not stop with organizational outcomes. Engaged employees also benefit directly. Burnout is less likely for engaged employees and job engagement can buffer other negative effects of stress. The result of an engaged workforce is healthier employees and a healthier bottom line for the organization.


Engaged employees are characterized by responsibility, commitment, identity, quality, and success.

Employees who are engaged:

• Feel a sense of responsibility to organizational goals;
• Are committed to high job performance, going beyond what is required and providing what is needed; and
• Tie their own sense of identity to their organization, thus they;

1. Strive toward continual improvement and high quality performance, and
2. Contribute meaningfully to the success of their organization.


In order to increase employee engagement within your organization, you first need to determine where you stand today. How engaged are your employees now? Then you need to understand why employee engagement is where it is.

What factors drive engagement in your organization and might be keeping engagement from being higher? Are there disruptions in the communication flow? Has a new lead of a particular group caused engagement for members of that group to fall? To what extent has the recent organizational restructuring affected engagement? Are the methods implemented during the restructuring minimizing the negative effects of the restructuring on engagement? Only after understanding the factors driving engagement can you turn to developing methods for improving employee engagement and maintaining the new higher level of engagement.

At Minerva Work Solutions, we are experts in using surveys, focus groups, and interviews to determine how engaged your employees are and what is driving that level of engagement. Drawing on the knowledge gained during our investigation of engagement in your organization, our experience, and scientific evidence, we develop a plan based on the specific needs of your organization and targeted to the improvement of employee engagement. Minerva guides your implementation of the plan and helps you measure the success of the plan so that you can continue to drive employee engagement going forward.