Fortune 100 vs. B Corps:
A Study in Employee Engagement Introduction That there is a war for talent in today’s economy is an understatement. The figures are familiar: The U.S. Bureau of Labor Statistics noted the December 2021 unemployment rate was 3.9%, very close to pre-pandemic levels. Two analysts from Jefferies Financial Group call today’s employment conditions, “a labor market on fire.”1 A cornerstone of attracting and retaining talent is building employee engagement. Engagement is reflected in employee perceptions of company attributes such as leadership and integrity. Positive perceptions create trust between management and employees that lead to engagement. Why does employee engagement matter? Organizations with highly engaged employees enjoy on average 21% higher profitability, 17% increased productivity and 41% lower absenteeism.2,3 As companies compete for talent, management teams typically look at their peers, manufacturing companies competing with other manufacturers, for example. But they might do better to look at companies that have successfully built engagement. One group of companies often overlooked are organized with a very different structure than the typical profit-driven enterprise: B Corporations. B Corps are organized around three bottom lines: people, planet and profit. Aniline measures employee perceptions publicly available on a wide range of social media platforms. We use natural language processing to convert employee perceptions into structured data that can be analyzed quantitatively. We were interested in applying our methodology to study employee engagement levels at the Fortune 100 versus B Corps. Our key takeaway: B Corps often outperform the Fortune 100, despite often being smaller and less-resourced companies. Read on to see our findings.
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https://finance.yahoo.com/news/u-road-1950s-style-unemployment-111418196.html https://news.gallup.com/poll/241649/employee-engagement-rise.asp https://www.gallup.com/workplace/236366/right-culture-not-employee-satisfaction.aspx