“By examining how employee well-being and engagement affect key business and people results, we’re able to better understand what factors help employees and companies be their best,” said Dr. Julianne Tillmann, Director of the Limeade Institute, which conducts primary research, dives into the science of well-being and engagement and keeps a pulse on employee engagement research and trends “We’re thrilled to share our findings at SIOP and show the true value of well-being and engagement data for business leaders.”
The poster presentations from the Limeade Institute included findings on the following:
Great Places to Work: Relationship to Well-Being, Engagement & Organizational Support by Stephanie Lopez, PH.D., Julianne Tillmann, PH. D., Laura Hamill, PH.D., and Reetu Sandhu, M.A.
Limeade Institute scientists examined the relationship between organizational levels of well-being, engagement and organizational support for well-being – what Limeade calls the Great Company Index – and external business results.
Findings indicate organizations who scored high on the Great Company Index received significantly more Great Place to Work awards than lower scoring organizations.
Exploring Well-Being Program Data As a Predictor of Employee Turnover by Alexander Smith, B.S., Kevin Maykovich, B.S., Julianne Tillmann, PH.D., Stephanie Lopez, PH.D., Reetu Sandhu, M.A., and Laura Hamill, PH.D.
Limeade Institute scientists examined the relationship between well-being program data and employee turnover.
The findings highlight the value of well-being data for business leaders who are focused on employee retention. Specifically, turnover rates were higher among employees who did not register for a well-being program – while employees with higher participation had lower turnover.
Employee Stress, Engagement and Work Outcomes by Julianne Tillmann, PH. D., Laura Hamill, PH. D., Brittany Dungan, PH. D., Stephanie Lopez, PH. D., Shuo Lu, B. S.
Limeade Institute scientists examined the relationship between stress, engagement and four employee outcomes: motivation, organizational citizenship behaviors (OCB), employee’s use of work time (EUT) and self-reported absenteeism (SRA).
Engagement had a stronger impact on motivation, EUR and OCB than on self-reported absenteeism. Stress had a larger impact on SRA, indicating that employee absenteeism is higher in higher stress settings. While stress also had some impact on motivation and EUT, it had little impact on OCB.
The findings highlight the importance of cultivating employee engagement rather than on reducing stress – as the former will inherently address the latter.
The Limeade Institute The Limeade Institute team consists of researchers with doctorates in organizational psychology, cognitive neuroscientists, psychometricians, business insights experts and data scientists. The Limeade Institute will continue to launch research reports and share findings on employee engagement and well-being. To learn more about the Limeade Institute, please visit www.limeade.com or contact [email protected].
About Limeade Limeade is an employee engagement company that inspires commitment by elevating culture. Limeade technology creates an immersive experience focused on the whole person, the whole company and the whole ecosystem with integrated well-being, engagement, social recognition and aggregation software. Learn more at www.limeade.com.