Engaging Employees

Increase employee engagment

Working with Hillary and her team changed our leadership’s approach to employee engagement. Not only did we see short term improvement we’ve been able to maintain the gains longer-term. Hillary helped us imbed changes in our operations that allowed for greater involvement from those working in our organization and asked the right questions to help identify strategic communication gaps. Some of the changes were simple but sometimes those small changes can be the most impactful.

Steve Massey
CEO, Westfields Hospital and Clinic

Improving the Employee Experience

Engaged employees perform beyond their job description.

Employees who are engaged at work can mean the difference between sustained success or suspended in neutral (or worse!). When they are engaged, they care. They truly think about their work and come up with ways to improve the bottom line, to deliver uncompromising customer service, and to build your business.

Employee engagement doesn’t happen by accident. Employees have to be encouraged, empowered, and energized — and that takes an approach that is unique and different for each organization. Building an engaged employee base requires thoughtful, experienced planning as well as the right tools and techniques to make it happen.

Engaged employees are committed.

They value connections with their colleagues. Investing in a superior employee experience generates results:

  • Reduced unintended turnover
  • Higher quality work product
  • Greater discretionary effort
  • More effective client interaction
  • Better bottom line results (Corporate Leadership Council research confirms that increased employee engagement can lead to a 42 percent increase in a company’s financial performance).

See how a financial services company rejuvenated its annual employee appreciate celebration

Our Process

  • Feel like their contributions matter
  • Understand how their work contributes to the big picture
  • Experience emotional and physical well-being
  • Confidently share their ideas and know they are heard
  • Feel appreciated and recognized
  • Look, feel, and be their best

Step 1: Understand your company’s values, culture, practices—where you are,where you want to be.

Step 2: Develop communication, recognition, and accountability tactics that move you forward.

Step 3: Guide implementation to ensure programs are relevant and sustainable.

Step 4: Monitor, measure, and modify for continuous improvement.


  • Activities designed to build camaraderie
  • Activities designed to promote use of newly acquired skills
  • Process and tools designed to create sustainable change
  • Process and tools designed to promote communication clarity
  • Process and tools designed to promote accountability clarity


  • New Skill Reinforcement
  • Onboarding New Employees
  • Objective Achievement
  • Personal Lifecycle Milestones
  • Project Launch & Completion
  • Trade Show Ready
  • Service Anniversary