Gallup’s State of the American Workplace 2017: What You Need to Know

Gallup State of the American Workplace CoverGallup, Inc. has released its newest State of the American Workplace Report (registration required for access/download).  This is the third version of the report.  The prior versions were released in 2010 and 2013.

“STATE OF THE AMERICAN WORKPLACE presents an unparalleled look into the modern workforce. The report is based on Gallup’s in-depth research and study and was created to help business leaders optimize their attraction, retention, engagement and performance strategies in a time of extraordinary change. The findings and best practices speak to employees’ evolving wants and needs and give leaders a clear understanding of what it takes to be an exceptional workplace.”1

“Each chapter of State of the American Workplace represents an opportunity for leaders to enhance their human capital strategies.”2 Below are highlights of this 214-page report:

 

 

U.S. Workers: Increasingly Confident and Ready to Leave3

“Workers want to feel connected to their job, manager and company. If those ties are not there, they have all the more incentive to quit, leaving their organization to start the costly recruitment, hiring and onboarding dance all over again.”4

“EMPLOYEES ARE LEAVING THEIR JOB FOR NUMEROUS REASONS. THE MOST COMMON EXPLANATIONS EMPLOYEES GIVE WHEN VOLUNTARILY EXITING THEIR JOB ARE:

  • career growth opportunities
  • pay and benefits
  • manager or management
  • company culture
  • job fit”5

 

 

Do Employees Want What Your Workplace Is Selling?6

“Organizations that ignore the need for employer branding could miss their chance to keep talented staff onboard and therefore reduce turnover and maintain productivity.”7

“GALLUP ASKED EMPLOYEES TO INDICATE HOW IMPORTANT CERTAIN ATTRIBUTES ARE WHEN CONSIDERING WHETHER TO TAKE A JOB WITH A DIFFERENT ORGANIZATION. WE FOUND THAT EMPLOYEES PL ACE THE GREATEST IMPORTANCE ON A ROLE AND ORGANIZATION THAT OFFER THEM:

  1. the ability to do what they do best
  2. greater work-life balance and better personal well-being
  3. greater stability and job security
  4. a significant increase in income
  5. the opportunity to work for a company with a great brand or reputation”8

 

 

The Real Truth About Benefits and Perks9

“Employees don’t expect to be offered every benefit and perk out there, but a handful of programs or amenities are important to them. In some cases, these are attractive enough to make employees consider a job switch. But the most meaningful ones aren’t rock climbing walls and unlimited beverages. The benefits and perks that employees truly care about are those that offer them greater flexibility, autonomy and the ability to lead a better life.”10

“To help leaders identify how well their benefits and perks stand up against those that employees expect or want to receive from their employer, Gallup has identified categories that reflect how important the benefits and perks previously described are to employees in general. The four categories include:

Basics: benefits and perks that most organizations offer and most employees say they would change jobs to get”11

  • “retirement plans with an employer match
  • health insurance
  • paid leave
  • paid vacation
  • insurance coverage other than health insurance”12

 

“Important to some: benefits and perks that fewer organizations offer and a segment of employees say they would change jobs to get”13

  • “profit-sharing
  • flexible work location
  • paid time to work independently on a project of the employee’s choosing
  • monetary bonuses”14

 

“Differentiating: benefits and perks that a segment of organizations offer, most employees say they would change jobs to get, and correlate most highly with employee engagement and well-being” 15

  • “Flextime”16

 

“Added value: benefits and perks that some organizations offer and that correlate with employee engagement and well-being, but that employees are less likely to say they would change jobs to get”17

  • “reimbursement of fees to attend professional conferences
  • sponsorship of local organizations or events that are important to the employee
  • flextime during regular office hours to volunteer
  • hardware or software reimbursement
  • financial planning or coaching
  • professional development programs”18

 

 

The Competitive Advantage of Engaging Employees19

“Creating a culture of engagement requires more than completing an annual employee survey and then leaving managers on their own, hoping they will learn something from the survey results that will change the way they manage. It requires an organization to take a close look at how critical engagement elements align with its performance development and human capital strategies.” 20

 

 

A Shift in Managing Performance21

“Organizations are realizing that more frequent, ongoing conversations may be the missing link in performance management, but there is a huge caveat: Managers have to understand how to have effective performance conversations with employees. Unfortunately, Gallup research suggests that many managers struggle in this area. Our findings indicate that employees largely do not believe that current performance discussions provide clarity or feel meaningful. They do not believe they have a voice in the conversation or a legitimate shot at meeting their goals.”22

“MANY EMPLOYEES ARE NOT MOTIVATED TO PERFORM TO THEIR FULL POTENTIAL. ACCORDING TO GALLUP RESEARCH, THERE ARE THREE MAJOR REASONS FOR THIS APATHY. EMPLOYEES’ L ACK OF MOTIVATION STEMS FROM:

  • unclear and misaligned expectations
  • ineffective and infrequent feedback
  • unfair evaluation practices and misplaced accountability”23

 

 

A Closer Look at the 12 Elements of Engagement24

“For organizations, the 12 elements are proven performance management practices that can boost the outcomes of individuals, teams and the entire organization. And they haven’t changed because they continue to improve individual, team and organizational performance.”25

 

 

Making Sense of Matrixed Teams26

“Gallup has found that the more matrixed employees are, the more likely they are to strongly agree that being on different teams is beneficial for collaboration, creativity, decision-making, performance, productivity and customer relationships.”27

“But there are tradeoffs for these benefits. The more matrixed that employees become, the less likely they are to say they take time to organize and prioritize their work. More-matrixed employees also say they have less time to work on their assignments.”28

“ACCORDING TO MATRIXED EMPLOYEES, THE THREE MOST IMPORTANT FACTORS IN HELPING THEM PRIORITIZE THEIR WORK ARE:

  1. clear expectations from my manager
  2. clear direction from project leaders
  3. communication between my manager and my project leaders”29

 

 

The Changing Place and Space of Work30

“Leaders understand that employees want flexibility and that certain jobs can be done well remotely on either a full- or part-time basis. But leaders also know that most people still work in an office — and benefit from doing so. Surrounded by their team members, employees collaborate and connect with each other and accelerate innovation, creativity and productivity in ways that working remotely sometimes cannot. With a goal to enhance performance, many leaders want to offer flexibility, opportunities to work remotely and open floor plans that meet the demands of the modern workforce.”31

 

 

Employee Engagement: A Snapshot32

“EMPLOYEE ENGAGEMENT CAN VARY SUBSTANTIALLY from organization to organization and team to team. Most of the variation in engagement can be attributed to the way performance is managed locally. But at an aggregate level, some differences in engagement can be explained by other factors, including job category, gender, age, geography, company size and education.”33

 

 

Final Thought

In the end, “all individuals — leaders, managers and front-line employees — are responsible for upholding their organization’s culture and raising its overall level of engagement and performance.”34

 

 

 

Which of these opportunities to enhance their human capital strategies resonate with you?  What are your thoughts on Gallup’s State of the American Workforce 2017 Report?

1  1
2 Ibid., pg 8.
3 Ibid., pg 11.
4 Ibid., pg 18.
5 Ibid., pg 17.
6 Ibid., pg 11.
7 Ibid., pg 23.
8 Ibid., pg 25.
9 Ibid., pg 11.
10 Ibid., pg 41.
11 Ibid., pg 52.
12 Ibid.
13 Ibid.
14 Ibid., pg 53.
15 Ibid., pg 52.
16 Ibid., pg 53.
17 Ibid., pg 52.
18 Ibid., pg 54.
19 Ibid., pg 11.
20 Ibid., pg 71.
21 Ibid., pg 11.
22 Ibid., pg 78.
23 Ibid.
24 Ibid., pg 11.
25 Ibid., pg 97.
26 Ibid., pg 11.
27 Ibid., pg 132.
28 Ibid., pg 134.
29 Ibid., pg 140.
30 Ibid., pg 11.
31 Ibid., pg 150.
32 Ibid., pg 11.
33 Ibid., pg 177.
34 Ibid., pg 195.

 

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Employee Engagement Intelligence Briefing: 2017.02.06 – 2017.02.10

DECLASSIFIED - Wikimedia CommonsI’m Simpson…Gregory F Simpson, Agent In Engagement.  Below is the latest intelligence briefing on employee engagement. Follow @agtinengagement to stay current with the latest updates.

 

 

“These assets have been declassified and should be distributed to fellow “Agents” for review.”

 

 

 

SPOTLIGHT ARTICLE

The 7 Elements in Mapping an Unforgettable Employee Experience

Employee Connect: “The employee experience has become increasingly important in HR management because of evolving business trends such as peer-to-peer sharing, high turnover rates and competitive recruiting practices. The employee journey begins before a job applicant even decides to apply, and it continues after the employee leaves the company as an alumnus. In today’s customer-centric marketing, the employee experience has become just as important as the customer journey because satisfied employees provide better customer service and generate staff and customer referrals.”

 


 

 

 

A Manager’s Guide to Building Trust

Globoforce: “We sat with [Paul J. Zak, founding director of the Center for Neuroeconomics Studies at Claremont Graduate University]  to ask for his tips on building trust, common practices that breed mistrust, and the importance of recognition that is timely, unexpected, and personal.”

 

 

 

How open and honest communication impact employee engagement

CultureAmp: “We know communication in the workplace is important because it affects our ability to work together. It also affects our level of engagement as employees. To understand this connection, David Ostberg, Director of Insights at Culture Amp and Chris Yeh, a co-author of The Alliance: Managing Talent in the Networked Age and co-founder of Allied Talent, presented research on communication and engagement.”

 

 

 

We’re Thinking About Time Spent At Work All Wrong

OfficeVibe: “Time spent at your desk means nothing. What time you show up or leave means absolutely nothing. Unfortunately, our biases get in the way of this. I’m here today to ask everyone reading this to please stop. Seriously, you’re doing a disservice to yourself and your employees.”

 

 

 

Searching For The Perfect Employee Engagement Tool? Seven Things To Consider

Forbes: “Below, seven successful human resources executives from ForbesHuman Resources Council share their top tips for selecting an employee engagement tool that’s suited for your own business.”

 

 

 

Engagement Weekly: Employee Engagement Is A Team Effort

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at the ways in which you can get your whole company involved in employee engagement, some specific strategies to use, and some to avoid.”

 

 

 

Is Your Employee Development Broken? Here’s How to Fix It.

Entrepreneur: “Without hope or excitement about their future with a company, employees will have a difficult time connecting with their jobs. Let’s take a look at the three ways traditional employee-development programs are hurting employee engagement.”

 

 

 

My Employees Are All Millennials – Here’s How I Manage and Retain Them

LinkedIn Talent Blog: “Overall, I manage my millennials the way I would manage any employee I hope will grow and support my organization. At the end of the day, it seems they all just want to have the same lucrative career opportunities as any generation before them.”

 

 

 

7 Communication Hacks To Boost Employee Engagement

OfficeVibe: “While polished communication skills require focused dedication and experience, there are shortcuts you can take to boost your results almost immediately. The following list will explore seven communication hacks that you can execute in the workplace to extract valuable feedback, build trust and rapport, and ultimately inspire your team.”

 

 

 

Building a Culture-First Company

CultureIQ: “When we learned that UpBuild, CultureIQ’s SEO agency, considers itself a culture-first organization, we knew it was the start of a great partnership. And so we asked UpBuild’s founder and CEO Mike Arnesen to share what it means to put culture first, every step of the way. Here is his story.”

 

 

 

Fellow Agents, what are your thoughts on this intelligence? What do you have to add?  What other sources should be consulted? Make entries in the comments log below.

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Veteran Operative Employee Engagement Insights: 2017.02.06 – 2017.02.10

Quote Marks purpleI’m Simpson…Gregory F Simpson, Agent In Engagement. Below is a compilation of last week’s employee engagement related wisdom from noted experts. Follow @agtinengagement to stay current with the latest veteran operative employee engagement insights.

 

 

 

You don’t build it for yourself. You know what the people want and you build it for them. — Walt Disney Employee Engagement Quote
You don’t build it for yourself. You know what the people want and you build it for them.
— Walt Disney

 

 

It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat. ― Theodore Roosevelt Employee Engagement Quote
It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat.
― Theodore Roosevelt

 

 

If a man does not keep pace with his companions, perhaps it is because he hears a different drummer. Let him step to the music which he hears, however measured or far away. – Henry David Thoreau Employee Engagement Quote
If a man does not keep pace with his companions, perhaps it is because he hears a different drummer. Let him step to the music which he hears, however measured or far away.
– Henry David Thoreau

 

 

The superior man is modest in his speech, but exceeds in his actions. – Confucius Employee Engagement Quote
The superior man is modest in his speech, but exceeds in his actions.
– Confucius

 

 

The way I see it, leadership does not begin with power but rather with a compelling vision or goal of excellence. – Frederick W Smith Employee Engagement Quote
The way I see it, leadership does not begin with power but rather with a compelling vision or goal of excellence.
– Frederick W Smith

 

 

 

What are your thoughts on these employee engagement insights? What insights can you share with other Agents? Make entries in the comments log below.

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Employee Engagement Intelligence Briefing: 2017.01.30 – 2017.02.03

declassified - 1415 - top secret crossed outI’m Simpson…Gregory F Simpson, Agent In Engagement.  Below is the latest intelligence briefing on employee engagement. Follow @agtinengagement to stay current with the latest updates.

 

 

“These assets have been declassified and should be distributed to fellow “Agents” for review.”

 

 

 

SPOTLIGHT ARTICLE

Google Searches Its Soul: Inside the Search Giant’s Effort to Get More Diverse – And to Change the Way We See the World

Fortune: “For a company built on delivering the rich diversity of human experience, the tech titan is not itself a diverse place to work—and it’s moving to change that. Google has decided to search its soul.”

 


 

 

 

Seven Ways To Listen To Your Team (Without Taking A Survey)

Forbes: “Luckily you can ditch the “confidential” employee survey and replace it with simpler, timelier and more human alternatives. It is easy to listen to your team, but you have to shift your mindset away from mechanical processes (like surveys) and toward human interactions to get there.”

 

 

 

A New Wave of HR Technology Consolidation Begins

LinkedIn Pulse: “Today, however, as organizations become more agile and team oriented, these tools are moving in a whole new direction. Now we need software that facilitates teamwork and agile goal management (Trello’s market), helps people give each other feedback (Kanjoya’s focus), and helps facilitate continuous performance management and self-improvement (TMBC’s focus). These tools are consumer-like, easy to use, and mobile by design.”

 

 

 

The Real Reason People Are Leaving Your Company

OfficeVibe: “I truly believe that the biggest thing you do for employees to not respect you has to do with time, but here are a few other reasons why your employees don’t respect you.”

 

 

 

William Kahn: Q&A With The Founding Father Of Engagement (Part 2)

Halogen Software: “Part 2 of a two-part Q&A between Dr.William Kahn, acknowledged repeatedly for his legacy as the founding father of engagement, and David Zinger in which they discuss meaningfulness of work, availability in the context of engagement, and the most important thing individuals can do to enhance engagement.”

 

 

 

Engagement Weekly: The Yin and Yang of Engagement and Productivity

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at how engagement and productivity can work together, as well as more tips for improving both.”

 

 

 

3 Reasons Employee Engagement Is Declining — And How Managers Can Improve It

Forbes: “There are three measures in particular in [the TINYpulse, 2017 Employee Engagement Report: The Broken Bridges of the Workplace] that I feel go to the heart of substantive problems management often deals with – problems that if not resolved have far-reaching consequences on employee engagement (or more accurately, disengagement), productivity and retention.”

 

 

 

5 Reasons To Hire An Introverted Leader

OfficeVibe: “Just like pizza can be delicious with all different combinations of toppings, good leadership works with all different sorts of personalities.”

 

 

 

Your Customers Trust Your Employees Better Than You

Everyone Social: “Every year Edelman puts out a fantastic employee engagement survey on how buyers and consumers perceive leaders, organizations, and content. Because of this topic’s relevance to social selling (and selling in general), I wanted to pull out the most salient bits.”

 

 

 

3 Practical Ways to Help Employees Benefit from Emotion

Bonusly: “The reality is that emotions constantly guide our actions, whether we’re buying an apple, or hiring an executive. These emotions can both help and hinder progress. Since they are always part of the equation, the best strategy isn’t to pretend they don’t exist, but to recognize and leverage them to help provide a better work environment.”

 

 

 

Fellow Agents, what are your thoughts on this intelligence? What do you have to add?  What other sources should be consulted? Make entries in the comments log below.

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Filed under Employees, Infographic, Managers, Sr. Leadership

Veteran Operative Employee Engagement Insights: 2017.01.30 – 2017.02.03

Quote Marks blueI’m Simpson…Gregory F Simpson, Agent In Engagement. Below is a compilation of last week’s employee engagement related wisdom from noted experts. Follow @agtinengagement to stay current with the latest veteran operative employee engagement insights.

 

 

 

It’s a mistake not to give people a chance to learn to depend on themselves while they’re young. — Walt Disney
It’s a mistake not to give people a chance to learn to depend on themselves while they’re young.
— Walt Disney

 

 

While many people talk about profits and productivity as the necessary ingredients, I believe that a business’s long-term success is built on staff who love working there and customers who love the company’s products or services. — Richard Branson
While many people talk about profits and productivity as the necessary ingredients, I believe that a business’s long-term success is built on staff who love working there and customers who love the company’s products or services.
— Richard Branson

 

 

What we will do for love will always be far more powerful than what we will do for money. What we can do together will always be far greater than what we can do alone. — Pavithra Mehta
What we will do for love will always be far more powerful than what we will do for money. What we can do together will always be far greater than what we can do alone.
— Pavithra Mehta

 

 

I can live for two months on a good compliment! — Mark Twain
I can live for two months on a good compliment!
— Mark Twain

 

 

Only the guy who isn’t rowing has time to rock the boat. — Jean-Paul Sartre
There is only one day left, always starting over: it is given to us at dawn and taken away from us at dusk.
— Jean-Paul Sartre

 

 

 

What are your thoughts on these employee engagement insights? What insights can you share with other Agents? Make entries in the comments log below.

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Employee-Focus is the Result of the Immigration Ban

Memo to All EmployeesIn times of crisis, how would your company react?  Last week, the US implemented a controversial Executive Order (EO) as part of a campaign promise to make America safer.

“The order indefinitely barred Syrian refugees from entering the United States, suspended all refugee admissions for 120 days and blocked citizens of seven Muslim-majority countries, refugees or otherwise, from entering the United States for 90 days: Iran, Iraq, Libya, Somalia, Sudan, Syria and Yemen.”1

The EO caught companies and their employees off guard. Below are a few examples of how companies are addressing the situation.

Uber

Uber sent the following email to its employees informing them of the situation and pledging 3 months of pro bono financial support for those impacted.

“This afternoon I sent the email below to Uber employees:

Team,

Yesterday President Trump signed an executive order suspending entry of citizens from seven countries—Iran, Iraq, Libya, Somalia, Sudan, Syria and Yemen—to the United States for at least the next 90 days.

Our People Ops team has already reached out to the dozen or so employees who we know are affected: for example, those who live and work in the U.S., are legal residents but not naturalized citizens will not be able to get back into the country if they are traveling outside of the U.S. now or anytime in the next 90 days. Anyone who believes that this order could impact them should contact immigration@uber.com immediately.

This order has far broader implications as it also affects thousands of drivers who use Uber and come from the listed countries, many of whom take long breaks to go back home to see their extended family. These drivers currently outside of the U.S. will not be able to get back into the country for 90 days. That means they will not be able to earn a living and support their families—and of course they will be separated from their loved ones during that time.

We are working out a process to identify these drivers and compensate them pro bono during the next three months to help mitigate some of the financial stress and complications with supporting their families and putting food on the table. We will have more details on this in the coming days.

While every government has their own immigration controls, allowing people from all around the world to come here and make America their home has largely been the U.S.’s policy since its founding. That means this ban will impact many innocent people—an issue that I will raise this coming Friday when I go to Washington for President Trump’s first business advisory group meeting.

Ever since Uber’s founding we’ve had to work with governments and politicians of all political persuasions across hundreds of cities and dozens of countries. Though we share common ground with many of them, we have had areas of disagreement with each of them. In some cases we’ve had to stand and fight to make progress, other times we’ve been able to effect change from within through persuasion and argument.

But whatever the city or country—from the U.S. and Mexico to China and Malaysia—we’ve taken the view that in order to serve cities you need to give their citizens a voice, a seat at the table. We partner around the world optimistically in the belief that by speaking up and engaging we can make a difference. Our experience is that not doing so shortchanges cities and the people who live in them. This is why I agreed in early December to join President Trump’s economic advisory group along with Elon Musk (CEO of Tesla), Mary Barra (Chairwoman/CEO of General Motors), Indra Nooyi (Chairwoman/CEO of Pepsi), Ginni Rometty (Chairwoman/CEO of IBM), Bob Iger (Chairman/CEO of Disney), Jack Welch (former Chairman of GE) and a dozen other business leaders.

I understand that many people internally and externally may not agree with that decision, and that’s OK. It’s the magic of living in America that people are free to disagree. But whatever your view please know that I’ve always believed in principled confrontation and just change; and have never shied away (maybe to my detriment) from fighting for what’s right.

Thanks,

Travis”2

 

Apple

“In an internal memo obtained by CNBC, Apple CEO Tim Cook told employees, ‘There are employees at Apple who are directly affected by yesterday’s immigration order. Our HR, Legal and Security teams are in contact with them, and Apple will do everything we can to support them.’”3

 

Microsoft

“We share the concerns about the impact of the executive order on our employees from the listed countries, all of whom have been in the United States lawfully, and we’re actively working with them to provide legal advice and assistance,” Microsoft told CNBC.4

 

Google

“Our first order of business is to help Googlers who are affected,” Pichai said. “If you’re abroad and need help, please reach out to our global security team.” Pichai added that it was “painful to see the personal cost of this executive order on our colleagues.”

He, according to Bloomberg, issued a “sharp message to staff traveling overseas who may be impacted by a new executive order” to “Get back to the US now.”5

 

Amazon

“From the very beginning, Amazon has been committed to equal rights, tolerance and diversity — and we always will be,” Beth Galetti, VP, HR, Amazon, was quoted as saying in an internal memo by CNBC.

“We are committed to supporting all of our employees and anyone in their immediate family who may be impacted by this order, including assistance with legal counsel and support, and will continue to monitor any developments,” Galetti said.6

 

 

 

Each of these companies is demonstrating a concern for their employees and have taken action to help affected employees. What could be more engaging than seeing your company look out for your interests regardless of whether or not you are impacted?

 

 

What do you think about the actions these companies are taking?  What additional examples can you share?

 

 

 

1 Stack, Liam. “Trump’s Executive Order on Immigration: What We Know and What We Don’t.” New York Times. The New York Times Company, 29 Jan. 2017. Web. 1 Feb. 2017. <https://www.nytimes.com/2017/01/29/us/trump-refugee-ban-muslim-executive-order.html?_r=0>.
2 Heater, Brian. “Uber CEO offers compensation for drivers impacted by immigration ban, will talk to Trump.” TechCrunch. AOL, 28 Jan. 2017. Web. 01 Feb. 2017. <https://techcrunch.com/2017/01/28/uber-ceo-offers-compensation-for-drivers-impacted-by-immigration-ban-will-talk-to-trump/>.
3 Balakrishnan, Anita, and Harriet Taylor. “Silicon Valley leaders slam Trump travel ban, scramble to insulate staff.” CNBC. CNBC LLC, 30 Jan. 2017. Web. 01 Feb. 2017.
4 Ibid.
5 Kumar, Dhaleta Surender. “How are tech companies helping employees, other impacted by Trump’s travel ban order.” TECHSEEN. TECHSEEN, 30 Jan. 2017. Web. 01 Feb. 2017. <http://techseen.com/2017/01/30/tech-companies-helping-employees-trump-travel-ban-order/>
6 Ibid.

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

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Photo of Gregory F SimpsonYou can follow me @agtinengagement.
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P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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