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Triangle – the series continues…

This is the second corner of a triangle I’m devoting to the term “engagement” that is prominently used in Corporate America today.  (Missed the first one? http://thequoteguys.com/2016/03/triangle-the-series/ )

Much has been said and much has been written about the term engagement in our modern marketplace.  Employee engagement as spoken by human resource professionals; customer engagement as spoken by marketing professionals; leadership engagement as spoken by management consulting professionals.  Engagement seems to have us surrounded.

Last week we examined leadership engagement.  In this week’s segment of the series let’s explore employee engagement.  Employees serve a key bridge between our companies’ leadership vision and the actual experiences felt by our clients:

If you want happy clients, first make sure that your client services employees are happy.  Everyone has run into that disgruntled client service representative who hates his job.

I recently read a report about millennials in our workforce and their lack of overall engagement.  Troubling – isn’t this the generation that will lead us into the future?  If they’re not engaged, how will we compete?

The report cites five reasons blocking millennial employee engagement https://hbr.org/2016/02/motivating-millennials-takes-more-than-flexible-work-policies . When we look at these reasons each one seems easily addressed, true?  What are we all waiting for?  (Is it the leadership engagement I wrote of in the first part of the series?)

If employee engagement is critical to business success in today’s global, competitive marketplace we have to get fired up!  For example, one of the oldest American industries is littered with failed businesses – big failures too; wiped out by competition.  Yet one company has arisen from the ashes as analyzed by a leading management consultant:

“We have the hardest working steel workers in the world”, said one Nucor executive.  “We hire five, work them like ten, and pay them like eight.” 

Jim Collins

We all get it – engage us; motivate us; lead us; pay us and we will forge steel with a level of effort on behalf of our company never before witnessed.  We can do it; so what’s stopping us?  Is it all of those silly, little, internal administrative processes that disillusion and ultimately diminish employees’ enthusiasm?

An angry worker goes into her company’s payroll office to complain that her paycheck is $50 short. 

The payroll supervisor checks the books and says, “I see here that last week you were overpaid by $50.  I can’t recall your complaining about that.”

“Well, I’m willing to overlook an occasional error, but this is two in a row.” 

Paul Dickson

OK, it could be that our company “bigness” has begot internal inefficiencies that irritate our employees from time to time.  It could be these minor mistakes are milking our pride; making us think our company is being run by a bunch of monkeys.  Could be, but…

There are many companies that still remain a beacon of pride, whose brand beams quality – dare I say “ENGAGEMENT”?

Welcome to Nordstrom… Here, almost in its entirety, is Nordstrom’s employee handbook:

We’re glad to have you with our Company.

Our number-one goal is to provide outstanding customer service.

Set both your personal and professional goals high.

We have great confidence in your ability to achieve them. 

Bob Nelson

Hang tough millennials (and all generations in today’s diverse workforce), we too have great confidence in your ability to achieve your goals.

If we are a team of five, let’s produce like ten.  Let’s engage to make our company a beacon of pride.  Our customers will help us; as I will discuss next week.

GAP

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