Our employee engagement infographic defines employee engagement and provides a more in-depth view by sharing the employee engagement platform that we use. It later shares improved results by having engaged employees, including engagement levels, and the ROI for Funders for LGBTQ Issues.

1. Funders for LGBTQ Issues Advice Guide
Employee Engagement
CultureAmp considers employee
engagement to be “the levels of
enthusiasm and connection employees
have with their organization. It’s a measure
of how motivated people are to put in extra
effort for their organization, and a sign of
how committed they are to staying there.”
— CULTUREAMP.COM
SurveyMonkey Engage considers
employee engagement to be “the
health of the relationship between an
employee and their workplace.”
— ENGAGE.SURVEYMONKEY.COM
BambooHR considers employee
engagement to be “about setting
people free to do great work. When
people are free to do great work, they
are more engaged while they are on the
job. This makes them more happy and
productive people both at work and at
home.” — BAMBOOHR.COM
As employers look to do more with limited resources and employees continue to evolve in what they
expect from employers, employee engagement offers companies and organizations the opportunity to
enter into a productive dialogue with their workforce to improve the workplace for all stakeholders.
Funders for LGBTQ Issues details inside its preferred employee engagement platform, what an engaged
employee looks like, what can happen to your organization, and an employee engagement checklist.
Engaging employees annually has resulted in:
$228,930 PRODUCTIVITY SAVINGS
($25,437 PER EMPLOYEE)*
*FOR MORE ON RESULTS SEE THE FINAL PAGE.
HIGHER
JOB
SATISFACTION
INCREASED
UNDERSTANDING
OF YOUR
WORKFORCE
HIGHER
PRODUCTIVITY
EMPLOYEE ENGAGEMENT =
Society for Human Resource
Management (SHRM) considers
employee engagement to be
“the level of an employee’s
commitment and connection to
an organization.” — SHRM.ORG

2. 1 From Insights – The Anatomy of an Engaged Employee
2 From Visix Employee Engagement – By the Numbers
WHAT RESULTS CAN OCCUR WITH ENGAGED
EMPLOYEES (JUST A FEW)? 2
INCREASED PRODUCTIVITY
Investing in employee engagement results in productivity
increases because engaged employees have more energy
and less stress than disengaged employees.
LOWER TURNOVER
Organizations with high numbers of engaged employees
experience decreased turnover. Replacing employees
costs your business time and money.
HIGHER PROFITABILITY
Engagement is strongly connected to overall
business success, including profitability.
LOWER ABSENTEEISM
Engaged employees are more likely to come to work
than disengaged employees, affecting productivity and
your company’s bottom line.
21%
65%
22%
37%
WHAT DOES AN ENGAGED EMPLOYEE LOOK LIKE? 1
An engaged employee can have profound impact upon an organization and its goals. You and your team will need to
discover what makes your employees engaged. Of course, you can do this through employee engagement surveys
but you will also need to know your employees. That may mean getting to know them as people as well as employees.
It may be easier to view what fully engaged employee looks like and then work back from there in combination with
your employee engagement survey.
ENGAGED EMPLOYEES…
…UNDERSTAND
…LISTEN
…LOVE WHAT THEY DO
…RUN WITH AN IDEA
…HAVE A VOICE IN THEIR
ORGANIZATION
…GET THEIR HANDS DIRTY
They know the strategy of the business, what customers want and what’s expected
of them by their manager.
They listen to the needs of the business and let that guide their work and performance.
They love their job, their company, their colleagues, and their customers.
They dig in and go above and beyond what’s expected of them frequently.
They feel heard.
They don’t do the bare minimum – they come up with new solutions, then put
them into action.

3. 3 From Engagement Survey Template via CultureAmp
4 From CultureAmp’s Modern HR Playbook
FUNDERS FOR LGBTQ ISSUES USES CULTUREAMP 3
AS ITS EMPLOYEE ENGAGEMENT COLLECTION TOOL
>> The platform starts with 60 rating questions + 4 text questions which can be increased.
>> Price starts at $3,000 for a company with less than 200 employees.
COMPANYCONFIDENCE
INNOVATION
LEADERSHIP
ENABLEM
ENT
FEEDBACK
&
RECOGNITION
LEARNING &
DEVELOPMENT
TEAM
OWNERSHIP
MANAGEMENT
WORK & LIFE BLEND
COLLABORATION &
COMMUNICATION
ALIGNM
ENT
&
INVOLVEM
ENT
ACTION
SOCIALCONNECTION
SERVICE&
QUALITYFOCUS
PLATFORM
STRUCTURE
DEEPER BEHAVIORS AND
ATTITUDE FOCI
GENERAL TOPICS FOR
STANDARD QUESTIONS
FEELINGS
ATTITUDES
BEHAVIORS
CONNECTION
COMMITMENT
MOTIVATION
EMPLOYEE ENGAGEMENT CHECKLIST
Employee engagement involves people analytics, “collecting and analyzing data, giving (the organization the information
it needs) to make decisions, measure success, calibrate, and improve.”4
Most organizations already collect and analyze
data related to clients, members, suppliers, stakeholders, users, and more. Why not collect data on your staff?
BUILD CONSENSUS WITHIN YOUR LEADERSHIP
AND TEAM THAT EMPLOYEE ENGAGEMENT IS
IMPORTANT
At Funders for LGBTQ Issues, the President and the Director
of Finance and Administration led the charge with employee
engagement being an important part of our mission.
IDENTIFY AND SELECT AN APPROPRIATE PLATFORM
We used SurveyMonkey for the first year and CultureAmp for the
second year. CultureAmp provides us with more detailed employee
knowledge which allows us to develop proper action plans.
BUILD THE PLATFORM TO SUIT YOUR
ORGANIZATIONS NEEDS
We augmented the standard questions with mission related
questions so as to gauge how staff related to how the organization
operated within the framework of it mission. This allowed us to align
our strategic plan with our staff output.
PREPARE STAFF OF SURVEY’S ARRIVAL AND
EXECUTE SURVEY
We announced the survey and shared its importance for the
betterment of the organization.
GIVE STAFF AMPLE TIME TO COMPLETE SURVEY
We allowed 2 weeks to complete the survey. This allows introverted
staff to participate at their own pace and not be left out.
CLOSE SURVEY AND REVIEW RESULTS; LOOK FOR
AREAS OF SUCCESSES AND CHALLENGES
We reviewed the results and searched for successes, challenges,
opportunities, and threats.
SHARE RESULTS WITH STAFF AND SET GOALS TO
IMPROVE AREAS OF CHALLENGE
We shared results with staff individually, as we have a small staff,
and then presented the results with the full staff where we presented
areas of challenge.
REPEAT SMALLER PULSE SURVEYS ON AREAS OF
CHALLENGE
We did not perform intermittent pulse surveys. But we did interview
staff individually to see where we were on the challenges.
1 5
3
7
2
6
4
8

4. FUNDERS FOR LGBTQ ISSUES EMPLOYEE
ENGAGEMENT RESULTS 6
45 WEST 36TH STREET | 8TH FLOOR
NEW YORK, NY 10018
PHONE: 212-475-2930 FAX: 212-475-2532
info@lgbtfunders.org | www.lgbtfunders.org
www.facebook.com/lgbtqfunders
TWITTER: @lgbtfunders
© OCTOBER 2018, FUNDERS FOR LGBTQ ISSUES
INFOGRAPHIC CURATOR:
MARVIN WEBB
INFOGRAPHIC DESIGNER:
TREVOR MESSERSMITH - 80EAST DESIGN
5 From 2017 Gallup’s State of the American Workplace
6 From Employee Engagement ROI Calculator by Officevice
BY AVERAGE SALARY OF $92,463.33, STAFF OF 9 EMPLOYEES, AND 131% EMPLOYER COSTS FOR BENEFITS.
PRODUCTIVITY SAVINGS
(21% PRODUCTIVITY GAIN)
$228,930
ABSENTEEISM SAVINGS
(-5 DAYS AVERAGE ABSENTEEISM) $22,711
TURNOVER SAVINGS
(66% REDUCTION IN TURNOVER) *
ONBOARDING SAVINGS
(ESTIMATED AT $6,813 PER NEW EMPLOYEE) $68**
TOTAL SAVINGS
($1,049 DAILY PER EMPLOYEE!) $251,709
In addition to a happier, more engaged, and more creative staff, Funders for LGBTQ Issues realized a substantial
return on investment by engaging its employees.
* Funders for LGBTQ Issues experienced zero turnover in 2016.
** Funders for LGBTQ Issues only onboarded one new staff member in late 2016.
COMPARATIVE EMPLOYEE ENGAGEMENT LEVELS,
2016-2017 5
NATIONAL
FUNDERS FOR
LGBTQ ISSUES
(2016)
FUNDERS FOR
LGBTQ ISSUES
(2017)
GLOBAL
33%
70%
83%
87%