Employee Engagement

You may lose more than 50% of your employees in the next two years.

When the recession ends, and it will, 71% of those employees under the age of 40 will look for a new job. That percentage drops to 40% for those older than 40 years. The only way to prevent this migration is by determining who is engaged and developing a plan of action.

ACCORD MANAGEMENT SYSTEMS, INC. focuses on measuring employee engagement at all levels of your organization, diagnosing causal factors of both engagement and disengagement then prescribing client-unique approaches to further strengthen engagement.

For more than 20 years, managers have been looking at the organizational factors which engage (or disengage) their employees. Basically, an engaged workforce is always more productive than one that isn't. But how do you tell if your workforce is disengaged?
We CHALLENGE you to test how much you know about YOUR employees -- or at least think that you know.

Do you think you know them well? Are they really engaged?

There are 3 simple steps to determine engagement levels.

Frankly, what you DON'T KNOW about your employees CAN HURT YOUR BOTTOM LINE.


There are three keys to engaging your employees.

Assess - hire and promote employees who are properly matched to the job.

Analyze- listen carefully to employee concerns and suggestions to increase motivation & review metrics

Act - implement changes and build flexibility into your system so that you can take advantage of employee initiative.


There is a cost to having non-engaged employees. They don't work as hard, therefore they are less profitable they are less productive. While you may not be able to calculate the exact amount that your business loses through non-engaged employees, it is possible to get a very good estimate of how much your business is at risk because of less productive employees. How at-risk is your company? Click here to find out.


Employee Engagement or Employee Climate Surveys are an excellent tool for soliciting the ideas and opinions of your employees. This communicates to your employees that senior management cares. Results provide data to help you understand your organization and work group’s strengths and opportunities for improvement. Results provide baseline, historic and normative comparisons so you know how your organization is doing compared to others. Employee surveys, in and of themselves however, do not create fully engaged or committed employees. Effective feedback, action planning, implementation and follow-up to the survey results are the critical steps in developing engaged and committed employees. By collecting survey data, you have raised the expectations that something will be done with the results. Survey results then can be the catalyst for change and organizational development.

ACCORD can help, designing a customized employee engagement survey that provides you a clear view of your employees' perception in several areas, and an action plan for following through:

  • Company Effectiveness

  • Compensation and Benefits

  • Senior Management

  • Communications

  • Quality/Customer Focus

  • My Supervisor/Manager

  • Department Effectiveness

  • Performance Management

  • Policies and Practices

  • Development/Career Opportunities

  • Working Conditions and Resources

  • Satisfaction/Commitment

The surveys are completely customized to your organization's needs, and Accord has compiled a set of our top 50 impactful questions to give you a clear view into the engagement level of your organization.

What does a Disengaged Employee Cost?


Is emotionally invested in the success of your company.

Knows they are in the right job for their skills & abilities, has a path for career growth, trusts their Sr. leadership and feels that their efforts contribute to the organizations success..

Is proud of the work they do and have no intention of leaving.


Is searching for work elsewhere on your dime and time..

Costs the organization in terms of quality, safety, customer satisfaction, number of days off, and missed opportunities..

Is less productive and most likely spreading disengagement thereby creating organizational dysfunction.

Contact us for detailed information regarding employee surveys or custom requests.