What effect has employee engagement on company's performance and productivity. And how we can develop and sustain personal growth of your talent and top performers

2. While the economy is slowly recovering, employee engagement and morale in the
workplace are not. Almost half of organizations around the world saw a significant
drop in employee engagement levels at the end of the June 2010 quarter — the
largest decline Hewitt has observed since it began conducting employee engagement
research 15 years ago. This highlights the growing tension between employers — many
of which are struggling to stabilize their financial situation — and employees, who are
showing fatigue in response to a lengthy period of stress, uncertainty and confusion
brought about by the recession and their company's actions.
Hewitt Associates, a global human resources consulting and outsourcing company.

3. What if, your Talent and
Top Performers are.....?
Gallup Organization defines employee engagement as people who work with passion
and feel a profound connection to their company. As a result, these employees drive
innovation and move the organization toward its goals and vision.

4. Becoming unhappy and
disconnected?
What happens......if?

5. They become:
• Absent
• Demotivated
• Demoralized
• Disengaged
• Fatigued
• Sick
• Stressed
And lack:
• Energy
• Creativity
• Passion
• Performance
• Productivity
Gallup's engagement ratio is a macro-level indicator of an
organization's health that allows executives to track the
proportion of engaged to actively disengaged employees.
In world-class organizations, the ratio of engaged to
actively disengaged employees is 8:1.
In average organizations, the ratio of engaged to actively
disengaged employees is 2:1.

6. What now....?
“You can motivate by fear, and
you can motivate by reward. But
both those methods are only
temporary. The only lasting thing
is self motivation.”
Homer Rice, college athletic director
and football coach (Georgia Tech)
Gallup researchers report that lack of employee engagement costs American businesses more
than $370 billion per year in lost productivity and has been associated with increased injury
rates, declining mental health and decreased well-being.

7. “But the wellbeing factor -- if it's recognized at all -- isn't leveraged well as it could be.
Businesses that manage wellbeing consciously, consistently, and with an eye toward improving
key outcomes are more likely to have a profound influence on organizational and employee.”
wellbeing. Rosie Ward, Health Manager at RJF Agencies Inc.
Lifelong Learning
Measures
Workshop
Self-directed Learning
and Coaching
Foundation Human Function Curve
Vivamea Self-Inventory and Biometrics
Applied Learning and Real-Life Coaching
Vivamea Wellbeing Self Coaching
& Learning Platform
Vivamea Wellbeing Coach
What is Vivamea SA.....?

8. What matters... ?
More competition for all resources
means we have to create an
environment where we recognise the
whole needs of the individual.
“We are thinking more critically about:
• how we differentiate,
• how we incentivise,
• how we reward top performers and
• how we identify areas where people
who are good can improve further.”
Phil Cox, CEO, International Power, UK.
Gallup studied the relationship between wellbeing and recent changes in disease burden and
found that the average annual new disease burden cost for people who are thriving is $723,
compared with $1,488 for those who are struggling or suffering.

9. What matters most...!
Give them control to their personal development.
Our 7 Principles:
1. Work and live smarter, turn stress into
motivation.
2. Be in the driver’s seat of your personal,
private and professional life.
3. Stay healthy, strong, focused, relaxed and
more energized.
4. Body Equilibrium: healthy living, sleep and
rest.
5. Self-Leading: making your own Wheel of Well
Being.
6. The arch of stability: Achieving optimal
performance in a fast spinning world.
7. Sustainability: gain & change, continual
Evaluation, growth and sustainability.

10. What are the Benefits...?
For Organization:
• Higher retention of key employees.
• Improved performance reviews.
• Reduced stress related health costs and
absenteeism.
• More effective and committed employees.
• Proof of commitment to corporate social
responsibility initiatives.
For Employee:
• Better at coping with stress, managing
challenges and pressures in the workplace.
• Health, energy and mind are integrated at their
peaks.
• Ability to prioritize and stay focused.
• More flexible and creative.
• Find motivation in personal, private and
professional life.

11. Appendix (s):
1. Human Function Curve
2. Vivamea Modules
Contact Details:
Marly Taylor: Educational Sales Manager
Email: Marly.Taylor@vivamea.com
Mobile Phone: +41 (0)799648708

12. Stimulus point for
breakdown
Performance
Pressure
Burnout
Exhaustion
Perceived Path
Fatigue Over-use
Peak Sustainable Performance
instinctive refuelling
Stress is positive for performance until it reaches a point where it becomes
destructive
The Human Function Curve
Appendix 1.

13. Leadership All Employee Wellbeing Work-Life-Health Wellbeing Survey Wellbeing Booster
Peak Sustainable
Performance: manage
body, mind and work,
walk the talk and act a
role model.
Vivamea Wellbeing & Work
Performance Coach.
Vivamea Wellbeing Awareness
Builder & Mapping out the
organization work-life-health status.
Vivamea Personal
Work-Life-Health
Booster.
Vivamea Wellbeing
Coach 3 or 12 months.
Vivamea Wellbeing Coach 12
months.
Vivamea Wellbeing Coach 6 weeks. Vivamea Wellbeing
Coach 6 weeks.
Workshop 2 x half day
or 1 full day.
Blended learning over 12
months.
Option: Biometric Screening.
6 weeks on-line process.
Management Report Presentation
3-5 individual
coaching session
on-line or f2f.
Appendix 2.