Category Archives: Programs

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:

 

 

 

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

Filed under Employees, Managers, Programs, Sr. Leadership

Employee Engagement: I Just Don’t Have Time for That!

Employee Engagement: I Just Don’t Have Time for ThatMost of us are busy at work. We have too much work for the allotted time. Yet, if an unexpected meeting, call, etc. occurs, we somehow find the time to devote to it. We evaluate its importance and act accordingly. Less important activities fall to the wayside.

 

Increasingly, based on my experience, learning opportunities (growth and development) are among these less important activities.  The reason? “I Just Don’t Have Time for That.”

 

 

The Importance of Learning

In the previous post, The Fifth Way to Better Engagement in the Workplace, the benefits and necessity of continuous learning were discussed:

 

Knowledge is the primary source of value in our world today. Your ability to expand your mind and devote yourself to lifelong learning is the key to breaking any success barriers that may be in front of you.”1

 

“‘Learning opportunities are among the largest drivers of employee engagement and strong workplace culture – they are part of the entire employee value proposition, not merely a way to build skills’. – Deloitte”2

 

The more we’re able to know and the more skills we acquire, the more value we can offer to our employers, friends and families. And that places us in an upward spiral of growing income and emotional well being. Well-known business author and change agent Tom Peters calls it cultivating “towering competence” — becoming the very best at what you do, by continuing to learn and hone your skills and capabilities to the point where they become highly regarded and sought after by your coworkers and professional peers.

 

Continuous learning means we’re keeping the “raw material pile” of our brain freshly stocked, which enables us to come up with more and better ideas and innovations — which every business needs today. New ideas and solutions are a primary way you can add value to your job, and therefore increase your success.3

 

 

The Economics of Attention

Over the last few weeks, I’ve seen employees squandering learning opportunities. Many of them have told me, “I just don’t have time for that.”

 

Hearing that same sentiment again, and again, caused me to recall Herbert Simon and his research on the economics of attention. “Regarding the topic of attention, Herbert Simon first observed the simple but fundamental connection between information and attention:

 

What information consumes is rather obvious: it consumes the attention of its consumers. Hence a wealth of information creates a poverty of attention and a need to allocate that attention efficiently among the overabundance of information sources that might consume it.4

 

Retrospectively, Simon’s contribution regarding attention may be characterized by a dual emphasis on cognition (limited attention capacity) and structure (how organization shapes individual’s attention).”5

 

If our employees are too busy, i.e., overloaded with things that require their attention, they will focus on what’s on their plate currently and forego those opportunities which they consider less important. Also, as Mr. Simon notes, the organization plays a role. Companies that aren’t structured, i.e., managers aren’t tasked, to help employees understand the importance of learning opportunities and that, by not participating, there is an impact in terms of career development and company growth.

 

 

Elevate the Conversation

From an employee and manager perspective, there are questions will elevate the conversation and ensure that learning opportunities will be viewed as not only important but essential to growth and development of every employee and the company as a whole.

  1. How could this learning opportunity benefit me?
  2. In what ways could I incorporate this learning opportunity into my role/career plans?
  3. How have others benefited from similar learning opportunities?
  4. How could the company benefit from this learning opportunity?
  5. How could the company help employees incorporate this learning opportunity into their role/career plans?

 

 

Learning is a driver of employee engagement. It is vital to individual development, career progression, and company success. Elevating the importance of learning activities from both an individual and company standpoint will change the conversation and have employees saying, “I Just Don’t Have Time for That” less and less.

 

 

How can you better identify and take advantage of learning opportunities? What learning opportunities have played the biggest role in your success? Your company’s success?

 

 

 

1 Tracy, Brian. “Discover the Importance of Lifelong Learning.” Brian Tracy. Brian Tracy International, 2016. Web. 30 June 2016.
2 Greany, Kirstie. “Seven Ways That Learning and Development Can Foster Employee Engagement – Engage Employee.” Engage Employee. Engage Business Media, 22 Apr. 2016. Web. 30 June 2016.
3 “Continuous Learning: An Essential Strategy for Your Personal Success | Innovation Management.” Innovation Management. InnovationManagement.se, n.d. Web. 30 June 2016.
4 Simon, Herbert A. 1971. Designing organizations for an information-rich world. In Martin Greenberger (ed.), Computers, Communication, and the Public Interest. Baltimore, MD: The Johns Hopkins Press, 40.
5 Ibid., pgs 37-72.

 

 

 

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:

 

 

 

Comments Off on Employee Engagement: I Just Don’t Have Time for That!

Filed under Employees, Managers, Programs, Sr. Leadership

Engage in a Family Friendly Work Culture

Family-Friendly WorkplaceOn July 27, 2016, CultureAmp hosted a Geekup*, in partnership with Poppin, which focused on “Building A Family Friendly Work Culture.”  During the event, best practices for supporting a family-friendly workplace culture including parental leave, work-life balance, and transitioning back to work after leave were discussed.1

 

Moderator2: Allyson Downey, Author “Here’s The Plan: Your Practical, Tactical Guide to Steering Your Career Through Pregnancy and Parenthood

 

Panelists3:

  • Isa Notermans, Global Head of Diversity & Inclusion @ Spotify
  • Katja Wessling, Director of Culture and Development @ ustwo
  • Diana Thrasher, Director of Total Rewards @ OnDeck
  • Erica Stokes, Director of People Operations @ Poppin

 

The panel discussed some interesting points in terms of employee engagement:

 

  • Choose a diverse array of benefits that appeal to your diverse workforce.

 

  • Your employees need to trust that they can take advantage of their benefits. Many women are apprehensive about taking full advantage of maternity leave benefits and often return to work sooner than they would like. Leaders need to mirror the behavior they would like to see in the workplace.

 

  • Consider the impact of maternity leave on the remaining team members. Extra work can cause resentment since the remaining team members might have to shoulder extra work. One company utilized an internal posting system for the roles of those on maternity/paternity leave.  Their employees apply for those roles as a means of career enhancement and development. Filling a role for a short period of time allows them to gain skills and better understand other functions within the organization. Katja Wessling added that start-ups should post these types of roles among themselves given their small numbers of employees.

 

  • The transition back into the workforce should be contemplated.  At Spotify, maternity leave lasts for 6 months.  The 7th month is a transition month that allows the employee to ease back into the workforce by working part-time and/or remotely.  This lessens the shock of trying to return to work and juggle both family and work responsibilities all at once.

 

  • Companies should include significant others in discussions about maternity leave so that they understand the process and its benefits. Those significant others often become external champions for the company and have an influence on retention.

 

  • Manager training is important. First, they need to be aware of their approachability. Next, they need to understand how to help the employee and the rest of the team plan for the leave. Finally, managers should also be coached on what to do while the employee is on leave and how to manage their return to the workplace.

 

 

What are your thoughts on these points? What else should be considered?

 

 

* What’s a People Geekup you say? It’s an opportunity to meet the other People Geeks** in your local community whilst also learning about People Analytics and the future of work.4

**people geek (noun) – A People Person typically found in People Operations, Recruitment or Leadership who gets excited about how data and insights can drive a better world to work in.5
1 “New York, NY.” People Geeks. CultureAmp, n.d. Web. 28 July 2016.
2 Ibid.
3 Ibid.
4 “Geekups.” People Geeks. CultureAmp, n.d. Web. 28 July 2016.
5 Ibid.

 

 

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:

Disclosure of Material Connection: The links in the post above are “affiliate links.” This means if you click on the link and purchase the item, I will receive an affiliate commission. Regardless, I only reference products or services I use personally and believe will add value to my readers. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

 

Comments Off on Engage in a Family Friendly Work Culture

Filed under Employees, Managers, Programs, Sr. Leadership

Three Simple Ways to Increase Employee Engagement

The Model - The Truth About Employee Engagement - addressing the three root causes of job misery

The Truth About Employee Engagement1 is another in a series of leadership fables by Patrick Lencioni. In this fable, he addresses the three root causes of job misery.  They are anonymity, irrelevance, and immeasurement.  Let’s look at each of these causes in a little more detail.

 

 

Anonymity

“People cannot be fulfilled in their work if they are not known. All human beings need to be understood and appreciated for their unique qualities by someone in a position of authority.”2

How well have you connected with your direct reports? Ask yourself:  “Do I really know my people? Their interests? How they spend their time? Where they are in their lives?” 3

How can you measure your progress? Check out The Wheel of Employee Engagement: Manager – Employee Relationship and The Wheel of Employee Engagement: Recognition & Rewards.

 

 

Irrelevance

“Everyone needs to know that their job matters to someone. Anyone. Without seeing the connection between the work and the satisfaction of another person or group of people, an employee simply will not find lasting fulfillment.”4

How well have you helped your direct reports understand the impact they have internally and externally? Ask yourself: “Do they know who their work impacts and how?”5

How can you measure your progress? Check out The Wheel of Employee Engagement: Manager – Employee Relationship and The Wheel of Employee Engagement: Recognition & Rewards.

 

 

Immeasurement

“Employees need to be able to gauge their progress and level of contribution for themselves. They cannot be fulfilled in their work if their success depends on the opinions and whims of another person, no matter how benevolent that person may be. Without a tangible means for assessing success or failure, motivation eventually deteriorates as people see themselves as unable to control their own fate.”6

How well have you helped your direct reports find meaningful metrics to track? Ask yourself: “Do they know how to assess their own progress or success?”7

How can you measure your progress? Check out The Wheel of Employee Engagement: Growth & Development.

 

Addressing each of these three root causes of job misery will not only have a positive impact on the individual employee, the company will benefit from increased productivity, greater retention and lower recruiting costs, and a sustainable cultural differentiation.8

 

What are your thoughts on Lencioni’s three root causes? Which is the most challenging to address?

 

1 Lencioni, Patrick. The Truth about Employee Engagement: A Fable about Addressing the Three Root Causes of Job Misery. New York: Jossey-Bass, 2015. Print.
2 Ibid., p 221.
3 Ibid., p 250.
4 Ibid., p 221.
5 Ibid., p 250.
6 Ibid., p 222.
7 Ibid., p 250.
8 Ibid., p.224-225.

Photo credit: The Model – TableGroup.com

 

 

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:

 

 

 

 

 

Comments Off on Three Simple Ways to Increase Employee Engagement

Filed under Book Reviews, Employees, Managers, Programs, Sr. Leadership

Are You Committing Fouls or Scoring Employee Engagement Points?

Head in Hands - flickr: Alex E. Proimos via VisualHunt. employee engagementMarch is full of upsets.  Unfortunately, those upsets have nothing to do with March Madness.

 

Companies and managers continue to commit fouls that further disengage their employees. They fail to focus on the Employee – Manager Relationship, Recognition and Rewards, Growth and Development, and Advancement Opportunities for their employees.

 

But wait. Just as in basketball, everyone loves a big comeback.

 

How do you stage a comeback? Again, to win, you have to play. You have to compete for your employees’ engagement. Rack up points by better engaging your employees.  Focus on adding some of the key participants in each of the 4 brackets to your team and you might become a Cinderella story.

 

How are the key participants fairing in our brackets? Last week, the Sweet 16 participants went head-to-head. Today, we reveal the Elite 8 and Final 4.

 

Employee Engagement Elite 8 and Final 4

Employee Engagement March Madness Elite 8 Final 4 Brackets - colorcoded

PDF version for larger view: Employee Engagement March Madness Elite 8 – Final 4 Brackets.pdf

 

Stay tuned!  On March 31st, the employee engagement matchups will come to an end as the semi-finalists and champion are determined.

 

 

Photo credit: Alex E. Proimos via VisualHunt / CC BY-NC

 

 

What are your thoughts on the Elite 8 and Final 4? Who are you rooting for to make it to the championship game?

 

 

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:

 

 

 

 

 

Comments Off on Are You Committing Fouls or Scoring Employee Engagement Points?

Filed under Employees, Managers, Programs, Sr. Leadership

16 Sweet Ways You Can Score With Employee Engagement

Scoreboard - 16 Sweet Ways You Can Score With Employee EngagementThere are a lot of balls in the air right now.  And I’m not talking about the NCAA Basketball Tournament.  I’m talking about employee engagement. Many managers and companies are trying to score more engagement from their employees in various ways.

 

They would love to have the engagement that March Madness evokes.

 

The loss of productivity in the opening week of March Madness could cost employers nearly $4 billion in lost revenue, according to the report [by outplacement firm Challenger, Gray & Christmas]. And each hour of the workday wasted on building brackets or watching games will cost employers $1.3 billion.”1

 

To win, you have to play. You have to compete for your employees’ engagement. Are you going to throw in the towel or give it your best shot?

 

Here are the four brackets in the competition for employee engagement:

 

Employee – Manager Relationship                 Recognition and Rewards

Advancement Opportunities                             Growth and Development

 

 

Over the next two weeks, we’ll follow each of the key participants in each bracket as they go head-to-head. On March 24th, the Elite 8 and Final 4 will be determined followed by the results of the semi-finals and final on March 31st.

 

Let’s tip off by revealing the 16 key participants in engagement that will compete in the match ups.

 

Employee Engagement Sweet 16 

Employee Engagement March Madness Sweet 16 Brackets - colorcoded

PDF version for larger view: Employee Engagement March Madness Sweet 16 Brackets.pdf

 

 

It’s time to score…an improvement in your employee engagement. Make your picks and follow along as the match ups progress.

 

 

 

1 Golden, Jessica. “Checking Your Brackets All Day Leads to $4B in Lost Productivity.” NBC News. NBC Universal, 14 Mar. 2016. Web. 16 Mar. 2016. <http://www.nbcnews.com/business/business-news/march-madness-could-cost-employers-4b-lost-productivity-n538021>.

 

 

 

What brackets would you have included?  What key participants would you have chosen?

 

 

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:

 

Comments Off on 16 Sweet Ways You Can Score With Employee Engagement

Filed under Employees, Managers, Programs, Sr. Leadership