• http://www.facebook.com/thomas.rhodes57 Tom Rhodes

    Great article. Right on point.

  • http://twitter.com/Samehyk Sam khattab

    Being human, I like that – a lot. It is true, some HR departments never get to interact with the employees. I think that it definitely negatively impacts employee performance. If you want engaged employees you have to engage with them as well.

  • Joe DeRocker

    Excellent article

  • Tmm04

    What seems blindingly obvious, people have a hard time understanding so glad you pointed it out. Next step-take action!

  • Jeff

    I 1,000% agree! For years, I have seen “Employee Engagement” plans that include pizza parties, BBQ’s etc. These lead to employees that have a good day, yet still don’t end up engaged and managers don’t understand why going out of their way to try to be nice doesn’t equal results.

    I have found that teaching line level employees what a P&L is and showing them how similar the company’s top line, expenses and bottom line mirror their own personal life, there is much more understanding as to why they need to perform. Once that is established, employees can see how their own P&L (labor, bonuses, etc) are directly related to their performance at work. I then let the employees create their own plan. More often than not, the Pizza parties are thrown to the way side and employee create plans to generate more revenue and profit.

    Pizza parties are great and still need to happen, but they shouldn’t be confused with employee engagement.

    • Renee

      Jeff: very interesting perspective. Do you actually have the leaders sit with employees and go over P&Ls – curious to what level this is done. PowerPoints… how often. What type of forum? Regards, Renee

      • Jeff

        Hi Renee, I have used a PowerPoint before but it loses the personal feel. I prefer using a dry erase board. I will do my very best to break down what I do on this thread, but it will be very clunky as opposed to my class.

        I write down the bullet points of a very basic P&L on one side of the board and the corresponding items of the employees life on the other. I then ask them to give me examples of each to make sure they understand and write their examples down. I will put examples in parenthesis and the end result looks a little like this…..

        Revenue = Paycheck
        Margin = Take home pay
        Labor/ Bonus = Personal Spending (Date night, concerts, nails done, designer clothes, etc.)
        Occupancy = Rent & Utilities (gas, water, electric, etc.)
        Operational costs = Necessities (food, clothing, toiletries, etc.
        Profit = Savings

        I then ask them what they would do in their life if their Savings Account is depleted. I work my way up from the bottom and ask them how much would they be able to cut from each category. It doesn’t take long to understand that if they aren’t making enough profit that the “Labor/ Bonus” or “Personal Spending” would be cut the most drastically. I actually make them decide which items they want to cut and cross them off.

        Once they have cut things off I ask them “Why would you cut any of the stuff you love off your list. Why wouldn’t you just figure out how to get a bigger check and deposit more money in to your savings account?”. This generally turns into the”A-Ha” moment where I turn the meeting and planning over to them.

        I of course guide them a little but the end result is a team that understands the importance of their performance and results. They understand why they have to not only generate more revenue, but profitable revenue. They have a say in their plan and have buy in as well. They own the results, just like they are the owner of the business.

        Hope that helps,

        Jeff

  • http://twitter.com/Teams_First TeamsFirst Directory

    Employees only act as owners when they have a stake in the game – owners go the extra mile because the results impact their rewards. There are some great new gaming type systems that directly reinforce and reward engagement as measured by bottom line results.

  • Srini

    Beautiful article

    • David Sneed

      Hey, Thanks.

  • http://twitter.com/Hyken Shep Hyken

    One way to get employees engaged is to create an atmosphere where they are empowered to act like the owner. Powerful concept! Assuming that the “owner” is interested in create a customer focused company, this short article has some excellent
    ideas and supports the concept that engaged employees are more productive, care
    more and deliver a better customer experience.

  • Martha Ware

    Thanks for the article, David. I would add that placing employees in the right role is also extremely important for their engagement: many times employees are in roles where they are not utilizing their strengths and it takes much longer for them to see great achievements. Getting to know our employees and placing them appropriately, utilizing their strengths and motivating them to do something they like, will help getting to the rewarding results.

  • http://www.facebook.com/johnson.baddhity Johnson Baddhity

    What a great article.Employee engagement is only root of success for any buisness

  • http://www.facebook.com/johnson.baddhity Johnson Baddhity

    What a great article,Engaging employees and looking after them is the main root of sucsses for any buisness

  • Charlie Payne

    Such a well written article and likewise, echoing some of these comments. Maybe I’m cynical, but it just isn’t as easy as we would all like/hope to think. Obviously it depends on the industry and individuals, but too often we have boneheads that may be good at what they do, but seek shortcuts in their lives, which potentially can lead to a counter-culture of positivity. There are also those Machiavellian individuals who mislead and can rip a culture apart without the owner/upper management even being aware…

  • hughtonks

    You’re missing a crucial point: owners get to do what they like with the company’s profit, including giving it to themselves. Employees don’t. Until you fix that, you’ll never get the same levels of commitment from employees as you do from owners. It’s all about the incentive.

  • Petra

    That’s well said and very true. But, how do you make them feel like they own the company?! What makes them want to see the company grow? The owner cares actually jumps through hoops for them, offers oodles amounts of learning opportunities, they are being rewarded with residual boni and an amazing resource center! What else will you have to provide? Is it really as easy as one great business speaker says? “Fire 2 of them!”