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[/vc_column_text][/vc_accordion_tab][/vc_accordion][/vc_column][/vc_row][vc_row el_class=".row-bottom-corner" bg_colour="#031737"][vc_column width="1/1"][vc_column_text]Imagine the fan’s reaction to a team where 4 players are playing their hearts out, 5 are just watching the game and 2 are actively working at moving the ball – in the opposite direction!
It’s no joke, this is happening today – in our companies across the nation.
Gallup’s annual report on the State of the American Workplace found that 30% of our workforce claim to be fully engaged at work, 52% are disengaged and a staggering 18% are actively disengaged and intentionally impede progress. This in a survey of 150,000 interviews across all industries and levels
There is now little disagreement that engagement is a crucial element of company success – and just to drive the point home, Gallup also cites “Organizations in the top decile of engagement outperform their peers by 147% in earnings per share, and have 90% better growth trend than their competition.”
It’s a quality issue. A workplace quality issue. We know that we measure what we care about and for the leading companies like Stryker, Hyatt Hotels and many more lead the way with engagement metrics down to the individual level. They know that their leaders must have demonstrably mastered workplace engagement and they design their selections and promotions around the metrics.
It isn’t rocket science either.
If you are a company leader you owe it to everyone and to yourself to begin learning what it takes from a professional Organizational Development partner — then start with the basics and build momentum.
Make no mistake, the upside is huge, for careers and for companies – and the early adopters will be the real winners.