What Gets Measured Gets Done!

Having started with the stark contrast between happy employees, satisfied employees, and engaged employees, then looking at the real impact employee engagement can have on our organization’s bottom line before we began working through these strategies we can put in place to earn that kind of engagement, let put a nice bow on it by looking one final thing that has to be in place for any of it to matter - and all too often IS NOT even considered as it related to building engagement within our teams!

In all the years I worked in a manufacturing facility, it seemed like we tracked EVERYTHING! We had to document all the details of the first and last piece we ran for each order, we recorded any scrap produced in the set up process, and we logged the total number of parts we completed before sending them to the next step in the operation or to the warehouse. And most of those metrics needed to be added to multiple forms, not the least of which was a daily time sheet.

On a quarterly...

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Building Deeper Connections With...

In The Three Signs of a Miserable Job, Patrick Lencioni mentioned that two of the signs were important for every team member to understand if we want them to have a clear picture of how they can engage and why it matters. We’ve already hit on IRRELEVANCE and we’ll touch on something that ties to IMMEASURABILITY next time. For now though, let’s look at another piece of what we started digging into last time, ANONYMITY, which is the one Lencioni depends almost solely on the team member’s manager.

This idea of ANONYMITY has little to do with whether someone is known far and wide for what they do, on an athletic field or within our organization, it’s really about how much they’re appreciated for who they are! Last time we looked at how investing in our team members not only develops their skills and increases their technical ability, but it also sends a message that we see a level of potential IN THEM that makes the investment worthwhile - showing we...

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We Invest in What We Value

Before jumping into the next employee engagement strategy that can make a significant difference as we work toward getting everyone in the boat to pick up their oars and actually ROW, I need to share a quick point tied to what we looked at last time

In talking about this idea of employee engagement with some friends recently, they mentioned a book by Patrick Lencioni on the topic, The Truth About Employee Engagement. Wanting to dive in right away, I went to my Audible account as soon as I got to my car and purchased what looked like the cover they had shown me. I ended up with The Three Signs of a Miserable Job, which was actually the same content but released by Lencioni nearly a decade prior. But let’s be honest, when employees aren’t engaged, it’s nearly always because they’re experiencing some level of misery in their job! The sign he explained that tied directly to what we looked at with regards to clarifying the impact our team members have on...

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