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We believe that to be engaging and stand out from our competitors, our workplace must be no less than extraordinary. By this we mean having a diverse population and a genuine culture of inclusion; being a place where employees are encouraged and supported to fulfill their potential, are valued for their unique contributions and feel they can make a difference.
Build an Extraordinary Workplace
Our people are, and always will be, one of our biggest competitive advantages. So it matters to us and to all our stakeholders that we work consistently to attract top talent and make our employees feel engaged. TD’s leaders demonstrated their appreciation of employees by giving each one an extra vacation day in 2013.
» Employee Engagement Results 2012
Why Employee Engagement Matters: An Expert’s View
Aon Hewitt is among the top international human capital and management consulting firms. We interviewed Neil Crawford, Aon Hewitt’s leader of the Best Employers in Canada study, on the importance of employee engagement.
What is employee engagement?
It’s a measure of whether employees are both rationally and emotionally committed to the organization they work for. The key elements are:
Say: Do employees talk about their organization as a great place to work?
Stay: Are they committed to staying there?
Strive: Does their workplace motivate, inspire and enable them to do their best work every day?
Why does employee engagement matter? The consensus of many studies is that organizations with high employee engagement have better customer service, higher productivity, lower absenteeism and better financial results, and their employees experience less job stress.
What are the key characteristics of an organization with high employee engagement?
Neil Crawford, Aon Hewitt
It’s about having the right blend of high-quality, effective leaders and managers who walk the talk and help employees be successful in their jobs; tools and processes that enable employees to be productive; and being a place where corporate values are actually lived – including diversity and inclusion and community involvement.
How challenging is it to increase employee engagement?
For most companies it takes a tremendous amount of concentrated effort to build and sustain high employee engagement. Senior leaders need to be open not just to listening to their employees but to acting on the feedback.
How is TD progressing?
TD has been on this journey for some time and has moved from moderate engagement to a strong, solid Best Employer level of employee engagement in the last few years with almost 80% of employees being considered fully engaged. The big challenge most financial institutions face is providing tools, systems and processes to help employees get their jobs done efficiently and effectively. TD has done a better job compared to most others in the financial sector.
TD 2012 Corporate Responsibility Report
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