Our approach

Everywhere, everyday people decide whether and how they'll contribute at work. Many decide to opt out of what they know is expected, because they don't know, don't care, don't understand or are not convinced it's important. In fact research around the world tells us only about 20% of the typical organisation is actively engaged in their work.

If we could improve on this we’d create better business performance because engaged employees deliver better service. Higher engagement also reduces the cost of absenteeism and staff turnover. It reduces other costs too (for example leakage and wastage costs in retail). At the same time we’d be creating a work experience that people find more enriching and better meets their needs and expectations.

Britten People are leaders in this field.

Why does improving engagement seem so difficult? Well, competition is tough, costs are being stripped out, work re-engineered and change is constant. Success depends on whether your people enhance or undermine the brand promise you make to your customers.

Employees are less beholden to employers. The "war for talent", is about creating environments that meet the needs of today's workforce. The role of work in our lives has changed. No longer 'cradle to grave', work is far less important in defining who we are.

No surprise that oganisations struggle to keep up. This is where Britten People can help. In these pages you’ll find the approach we take and the services we offer to meet your business needs.

At Britten People this is our world. We help you develop the way you organise and run your organisation to maximise the contribution of your people. Helping you meet both individual needs and business priorities.

So how do you go about turning your organisation into the kind of workplace which people find motivating and rewarding? A workplace where people are willing to go the extra mile and make that crucial difference.

The first step - measure engagement using a tested and reliable measure that also measures the possible drivers of engagement.

The second - ensure a driver analysis is conducted. This is a sophisticated bit of stats wizardry but essentially identifies the areas you need to prioritise in order to drive engagement.

The third - to create an integrated set of interventions that together will address the needs of your people.

To start us on this journey let's consider how you might go about measuring where you are now and tracking your improvement.