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Ten Laws of Employee Engagement – Law #2

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YOU CAN’T MANAGE WHAT YOU DON’T MEASURE

You have undoubtedly heard this phrase before, and nowhere is it more relevant than in the field of performance management (or human capital management, as it is also referred to).  We bring lots of scientific and academic rigor to the table when we analyze our business, from financials to supply chain data, but when it comes to managing our employees, we deploy too little science and empirical evidence in the way we manage people. Much of what goes on in typical HR departments is focused on salary/benefits and (as required by law) on compliance. Very little of this work has anything to do with creating highly engaged employees.

The first step in changing this scenario is to actually measure engagement throughout the organization. Better still is to be able to report this critical data by division, location, manager and team.  This then gives leadership a very clear picture of where the organization is hemorrhaging productivity (and profits) and why. Very targeted remedial actions can be directed to exactly those managers and teams where the greatest problem exists. No need to put every employee through “leadership” training when the biggest problem is shipping during the night shift. Fix only what’s broken, saving time and money by dedicating scarce resources to support those individuals most in need.

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The following comments are for Engagient's Employee Engagement Seminar for Managers

We were trying to get the buy-in from our Management team, prior to rolling out a new Performance Review Process and move the management style away from the industrial age style in an attempt to get our employees more engaged.  For the last 45 years we have been working under the old world style of management and old habits die hard.  The Engagient seminar on Employee Engagement was exactly what we were looking to install at Perfect Plastic Printing.

Don presented the information with a passion and energy that impacted every participant.  The information presented represented the results of research and science as opposed to just one more consultant’s opinion.  This made the buy-in so much easier.  The combination of instruction and small group exercises kept the class from getting tired and kept the information geared more toward our business as opposed to generalizing information.  Don was extremely knowledgeable on the subject and this was apparent when he answered participant questions.  He kept the conversations light and humorous, but had you believing that getting your employees more engaged is crucial to surviving in business today.  The feedback from the Management team on the seminar was all positive. Don was one of the best presenters that we have experienced at Perfect Plastic Printing.

--Carl Valenti
Director of Facilities
Perfect Plastic Printing
 
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