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The Disengagement Tax: Turning Employee Listening into Revenue
A disengaged employee who stays costs up to 34% of their annual salary every year.
Most founders treat culture as a launch-phase item: define the values, hire people who believe in the mission, and trust that early momentum carries it forward. It does, for a while. But as the team grows, the distance between the CEO and the day-to-day experience of employees widens quietly, and the gap between what's on the website and what employees actually live starts to show.
Key takeaways:
- Why the disengaged employee who stays costs up to 34% of their annual salary every year, a figure that outweighs the turnover number most HR leaders already track
- How to translate an engagement argument into a money argument, and why that reframe is the most important skill an HR leader can bring to a C-suite conversation
- What a 90-day culture improvement plan actually looks like: the Gallup 12, one focused pain point, a pulse survey, and an action plan communicated back to employees so change is visible
Encourage peer to peer praise
Give your employees the power to recognize, connect with, and celebrate each other anytime, from anywhere with Recognition and Rewards. When employees give and receive the acknowledge they deserve, positivity becomes infectious. And when that happens, you improve collaboration and engagement and help reduce turnover.
