This book presents a new leadership model that guarantees an employee engagement level of 100%. Putting this simple, three-step formula to work in your business—profit or nonprofit—will ensure that 100% of your employees will become engaged with their work—all working to their full potential. As a result, your employees will get more done, have more fun and generate way more profit.
This should be exciting news to leaders who are struggling to deal with the changing landscape of employee issues revealed in a recent global study conducted by the Gallup organization. It found that only 13 percent of employees are engaged with their work. This means that slightly more than one in ten employees are willing to do whatever it takes to make their company successful. On the other hand, nearly nine in ten aren’t working anywhere near their potential— they’re either apathetic toward their job, doing the minimum amount to get by or actively doing things to undermine the success of the business.
100% Employee Engagement—Guaranteed! will reveal:
The simple, three-step formula to establish an environment where every employee is engaged with their work
The new role that leaders must play in today’s changing marketplace to keep the employee engagement level at 100%
How the leadership practices at leading companies like Google, W. L. Gore & Associates, Southwest Airlines and Zappos embrace this new leadership model.
100% Employee Engagement—Guaranteed doesn’t over-promise and under-deliver. Combining a research-based formula with case studies that show it in action in some of today’s leading organizations, this book delivers a true solution to guarantee an employee engagement level of 100%.
A gentleman that I was sitting next to on a plane recited his favorite poem to me. It went like this:
I and me are words oft used, By people who are themselves confused, Why can’t these superegos trust, The use of words like we and us?
Using the words I and me to draw attention to yourself makes you come across as selfish, self-centered and insecure. This kind of behavior is a turnoff and does not endear people to you. When you use the words we and us to describe what’s going on in your life, you turn people’s heads and draw them to you. Doing so sends the message that you’re comfortable with who you are and that you care about those around you. This is why successful people avoid the use of I and me unless it’s to say something like, “I think you’re great.”
A former student of mine posted the following quote on Facebook: “Happiness comes a lot easier when you stop complaining about your problems and you start being grateful for all the problems you don’t have.” We all know someone who, when things don’t go their way, they take it personally and start complaining—as if they’re the only person in the world that has ever hit a “rough patch.” The complaining can go on for days and it not only takes away their happiness, it eats away at the happiness of those who are around them. Whenever things don’t go my way, I immediately try to think of someone who is much worse off than I am (which isn’t hard) and then I express my gratitude for not having that person’s problems to deal with. This helps me realize that things aren’t so bad after all and allows me to get on with life with a positive attitude.