The G12 is the core of Gallup’s approach to measuring employee engagement by rating 12 highly-researched items on a five-point scale. One of those 12 is “I have a best friend at work”. I confess to initially scoffing years ago regarding this one.
McKinsey just announced that more than half of the job quitters during “The Great Resignation” did not return to their same industries. We’ve all heard stories of how the pandemic period caused workers to rethink their jobs and their lives, and now we have very hard data that proves it.
Here’s a mid-2022 data update that perhaps best predicts the futures of both “The Great Resignation” and our total economy. Let’s compare three key economic indicators for the period ending December 31st, 2021 to six months later ending in June of this year.
DEI has evolved to include the diverse thoughts of our employees rather than just their skin tone, language, gender, sexual preferences, or heritage. Today’s initiatives can then build one-on-one relationship into a trusting relationship, and one where inclinations regarding diversity, equity, and inclusion flow naturally.
Let's start with, "Which method are you using to cut turnover?" This is a quiz with two possible answers, with one being right and the other being very, very wrong. And as a clue, the correct answer is based on science whereas the wrong answer is based on “best practices”.
Many companies rely on engagement surveys as the key to improving their employee engagement and retention programs. Although surveys bring in data, they don't provide solutions. Why? There are 4 missing pieces missing that keep you from having an effective engagement and retention process with real measurable results.
Stay Interviews Q 3 cause employees to self-search and the reason for doing so is simple. Most employees can immediately tell you why they might leave, but few have actually catalogued in their minds why they stay. And once they announce to you why they stay they also announce it to themselves…and they tend to never forget it.
One study says we are spending $1.5 billion each year to fix engagement, while the results would say we are flushing those dollars instead. These are not new problems, but they are screaming for new solutions. The time is right, then, for Stay Interviews.
All games…board games, video games baseball games…are built on foundations of rules, methods, and winners and losers. Let’s build a game regarding “The Great Resignation”.
A CFO participated in a turnover cost study, and we determined one engineer cost his company $121,450 – and how that fit in with other expenses. The next day that CFO said he couldn’t sleep, that he went in early to extrapolate numbers and determined turnover was their second biggest cost. A game changer.