Executive Onboarding

Executive Onboarding
The latter implies an employee’s attachment to an organization as
a whole, including feelings of loyalty, pride and shared values. The
first two concepts (i.e. job involvement and job satisfaction)
encompass the intensity of feelings and connection towards a job.
To succeed with your agenda, you not only need motivated
employees – but you also need their engagement. It is our
experience that high involvement often leads to high employee
engagement. Moreover, high employee engagement and
involvement seem to lead to a better performance and/or
organizational outcome with the key link between the two
(employee engagement and organizational
outcome/performance) being customer satisfaction/experience
(see Figure 7).
Figure 7: The link between employee engagement and organizational performance.
Based on the article, “Employee Engagement and Talent Management.” In The Talent
Management Handbook by Deborah Schroeder-Saulnier, 2011. 2nd edition.
Engagement can be optimized when: 1) structures, 2)
capabilities/people, 3) systems and 4) processes are aligned with
the overall strategy and embedded in strong values and a positive
work culture. Thus, these four elements constitute the operational
platform for any successful business (i.e. the operational
excellence levers) and if clearly defined and transparent to the
employees become the drivers of engagement (see Figure 8).
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