Tywxter Communities
helping employees connect on a personal level
is simply good business

Employees are people first, workers second.

Every person has values, interests and activities that help define who they are as an individual – before, during and after work. It just makes sense that employees who like the people they work with and who feel personally connected to their workplace community are also more satisfied, productive and loyal. Research supports this and clearly demonstrates that strengthening the social fabric of your corporate community can have a significant tangible impact on the bottom line.

  Why are Social Relationships in the workplace important?  

People with 3 close friends at work were

  • 46% more likely to be extremely satisfied with their jobs
  • 88% more likely to be satisfied with their lives
  • Have fewer accidents at work
  • Are more engaged with customers

Gallup (2006)

30% of employees have a best friend at work. They are

  • 7 times as likely to be engaged in their jobs
  • Better at engaging customers
  • Produce higher quality work
  • Have higher wellbeing
  • Less likely to get injured on the job

Gallup (2010)

Reported benefits of workplace friendships

  • 70% - A more creative and friendly workplace
  • 69% - Increased teamwork
  • 59% - Increased morale
  • 50% - Increased knowledge sharing and open communication

Randstad (2010)

  Are Employees Engaged?  
  • Only 29% of U.S. workers are           engaged
  • 52% are                                         not engaged
  • 19% are                                         actively disengaged

Gallup (Q3 2011)

  • Only 8% of employees are                fully engaged, a record low
  • 42% are                                         under engaged, a record high
  • 13% are                                         actively seeking new employment opportunities

Modern Survey (Sept 2011)

There is a positive correlation between engagement and retention

  • 81% of engaged employees definitely plan to remain with their employer
  • 40% of disengaged employees definitely plan to leave
  • Only 18% of disengaged employees plan to stay

BlessingWhite (2011)


Voluntary Turnover is a big and expensive challenge…


In 2011 32% of employees are “planning on leaving” their employers, vs. 19% in 2009

  • Voluntary Turnover in 2010 = 11%
  • Job tenure for under-35 year olds is 2.5 years
  • The average worker today will have 11 jobs by the age of 45

Bersin (2011)

32% of U.S. workers are seriously considering leaving their organization, up from 23% in 2005

Younger employees are more likely to be looking to leave:

  • 40% of employees age 25–34
  • 44% of employees 24 and younger

Mercer (2011)

84% of employees say they plan to look for new jobs in 2011 - up from 60% in 2009

Only 5% say they definitely intend to remain in their current position

Right Management (2011)

  • 65% of employed respondents are looking around
  • 57% of employees plan to intensify their job search over next three months
  • The #1 reason employees stay at a company: “Relationships with co-workers” (38%)

Salary.com (2009)

It costs between 50% and 200% of a person’s salary to replace an employee.

This includes the cost of recruiting, the loss of productivity if the job is vacant as well as the learning curve time for a new employee to become optimally productive.

Hay Group; Hewitt Associates

  How is Employee Engagement defined?  

Employee engagement is

“…the extent to which employees put discretionary effort into their work, in the form of extra time, brainpower and energy”

Towers Perrin

“…a heightened emotional and intellectual connection that an employee has for his/her job, organization, manager, or co-workers that, in turn, influences him/her to apply additional discretionary effort to his/her work.”

The Conference Board

Engaged employees

“…work with a passion and feel a profound connection to their company” and “drive innovation and move the organization forward.”


“…feel connected, emotionally, socially and even spiritually” to the organization’s purpose.


  How does Engagement impact businesses?  

Over one year…

High engagement companies       -     operating income rose 19%         EPS rose 28%

Low engagement companies        -     operating income fell 32%           EPS fell 11%

Towers Perrin (2008)

Over a 3-year period…

High engagement companies       -     operating margins rose by 3.74%

Low engagement companies        -     operating margins fell by 2.01%

ISR (2004)

High engagement companies       -     total shareholder return 22% higher than average

Low engagement companies        -     total shareholder return 28% lower than average

Aon Hewitt (2011)

One actively disengaged employee will cost their company about $16,000 per year

Every engaged employee created at least $32,000 per year in additional revenue


  Twyxter – building and strengthening the corporate neighborhood™  

Twyxter’s web-based communities uniquely create natural opportunities for employees to interact, connect and come together. A more connected community in the workplace provides benefits to both employers and employees.

Participating employees engage in simple, familiar activities that strengthen the “social fabric” of the corporate community. A company’s Twyxter site enables all employees to:

  • connect based on interests
  • enjoy a more supportive community at work
  • build meaningful new friendships
  • save money and time
  • stay informed and involved
  • have more fun, less stress
  • donate to charity in a unique way
  • live more sustainably
  • connect anytime, anywhere

The company benefits as this increased social connectedness helps:

  • create a more open, connected culture
  • overcome organizational barriers
  • expedite onboarding & socialization
  • increase engagement
  • enhance loyalty, increasing retention
  • improve work-life balance
  • increase charitable contributions
  • promote sustainability

For 10 reasons why Twyxter is good for your company, your brand and your employees, click here.

Twyxter Communities
  Are you ready to learn about building a more personally connected employee community?  
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