I attended a recent presentation where the key speaker was David MacLeod; he was highlighting some of his findings in his Government commissioned research into Employee Engagement.

Unsurprisingly, he saw that companies which had higher levels of employee engagement on the whole had higher levels of performance; these companies tapped into the best of people, drawing upon their full capabilities and realising their potential.

This is a product of many things, but there is no doubt that employees feel engaged when they have a voice, have faith in Leadership, an organisation which cares, and a Line Manager who takes an active interest in their performance and development.

Correctly handled, 360 degree feedback, coupled with a robust performance appraisal process, provides an excellent way to enable Line Managers to have meaningful conversations about someone's impact in the workplace and where they can develop.

Read the full report here:
http://www.bis.gov.uk/policies/employment-matters/strategies/employee-engagement

John