WHY Do Employees Need
REAL-WORLD IMPACT METRICS?

BOTTOM LINE: Employee Disengagement is Growing Worldwide.

🔶 Our research revealed employees need to know what they do matters and they are making a meaningful, measurable impact on people’s lives.

🔶 Employee engagement increases with ongoing proof of the REAL-WORLD IMPACT of products and services.

🔶 Proof must be captured, measured, analyzed, and reported weekly, with no extra work for employees or leaders.

Learn more…

You’ve likely heard about the pervasive problem of Employee Disengagement and the cascade of issues that occur as the result of disengagement including,

Contagious dissatisfaction and discontent, chronic complaints and negativity,
reduced productivity, initiative, and innovation, increased turnover and decreased longevity,
stagnant or
waning sales, and escalating stress for all stakeholders.

The latest Gallup State of the Workplace Report¹ revealed 79 percent of employees are disengaged worldwide. They further note,  the recent global drop in employee engagement (from 23% to 21%) has cost the world an estimated 438 billion US$ in lost productivity.

Gallop estimates we will add $9.6 trillion to the global economy if we can finally master employee engagement.

Why is employee disengagement growing?

Countless studies have been conducted about employee disengagement revealing a wide variety of contributory problems, including,

Toxic workplace culture,
Lack of recognition,
Insufficient growth opportunities,
Inadequate pay and benefits,
Lack of flexibility and resources,
WFH freedoms and parental leave,
Unrelenting stress and layoffs,
Unfair rewards, and
Unseeable meaning in the work they do.

Over time, countless leaders have applied a wide range of strategies, frameworks, advice, acronyms, and information they’ve received from a plethora of articles, books, videos, podcasts, and consultants.

Research conducted by organizational strategist and social scientist, Wendy Lipton-Dibner revealed an overlooked problem that has been contributing to, and in many cases causing, employee disengagement.²

“Popular engagement strategies are missing a critical component—one that is integral to employee engagement, productivity, job satisfaction, longevity, creativity, collaboration, innovation, service, and sales.

Employees are passionately seeking work that affords
opportunities to make a meaningful impact on people’s lives.

Lipton-Dibner explains,

“When organizations fail to provide ongoing proof of Real-World Impact, employees don’t get to see that what they do matters—how it matters, where it matters, for whom it matters, how long it matters, and most importantly, why it matters.

“Employees need ongoing proof that the products and services they help research, innovate, design, manufacture, market, sell, deliver, service, and support are creating an ongoing stream of desirable, meaningful, potentially life-changing impacts in multiple areas of customers’, clients, and patients’ lives over time.

“Without ongoing proof of Real-World Impact, we will continue to see employee disengagement restrict organizational growth worldwide.”

The unprecedented, pervasive level of employee disengagement will only be relieved when we address a simple truth:

AN UNPRECEDENTED SITUATION
****DEMANDS****
AN UNPRECEDENTED SOLUTION

“Any solution designed to decrease employee disengagement would have to be able to capture, measure, analyze, and report the ongoing, long-term, REAL-WORLD IMPACT of products and services, so all employees would receive ongoing PROOF that what they do really MATTERS…

In addition, given the reduction in workforce worldwide, any solution that could be adopted would have to produce measurable results without requiring extra work from employees or their leaders.

Lipton-Dibner’s global search didn’t reveal any existing products or systems capable of achieving these outcomes.

So, she invented one. A powerful, easy-to-use solution that can fully engage all stakeholders while capturing, measuring, analyzing, and reporting ongoing REAL-WORLD IMPACT METRICS—in only Five Minutes a Week with No Extra Work for Leaders or Their Teams.

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