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Sources and Resources on Engagement, Performance and Burnout

70% of people get their sense of meaning and purpose from work. (McKinsey)
#1 Reason people stay in a job is because they feel valued and respected (source)
Many talented workers are leaving for workplaces that align with their personal belief system and show an authentic concern for individual employee well-being. People want a good job and a life well lived (Gallup)
⅔ of US Based employees said COVID-19 caused them to reflect on their purpose in life (Mckinsey). Millennials are 3x more likely than others to say that they were reevaluating work
Gallup’s state of The American Workforce Report states companies with engaged workforce are 21% more profitable (source)
Companies than lead in customer experience have 60% more engaged employees (source)
Companies with highly engaged employees outperform their competitors by 147% (source)
42% of women report being burned out – women are delivering performance and business results but its at a big personal toll (source)
Only 43% of workers say that their organizations have left them better off than when they started (Deloitte)
6/10 workers worldwide have said that their job is the biggest factor influencing their mental health (Deloitte)
43% of office workers report feeling burnout. (Slack/Boston Consulting Group)
Mckinsey’s Women in the Workplace 2023 Report
Taking Better Breaks at Work, such as frequent micro breaks does not detract from but rather leads to greater performance and productivity (Harvard Business Review)
Toxic Positivity harms employee engagement and satisfaction (Harvard Business Review)

20 Ideas for Leaders to Help Increase Employment (And Leader!) Engagement and Create Pull Energy

Have meetings be 50 minutes (or 20 minutes) so there is a strategic break in-between meetings to aid in focus, preparation, and meetings starting on time.
Have “no meeting” days so more deep dive work can be accomplished or have “no meeting” afternoons or mornings.
Reserve peak energy times (usually 10 am-12pm) for work that requires creative thinking (brainstorming, writing, strategic planning).
Set a timer on your computer to take a break every hour for 10 minutes. Stretch, drink water, take 3 deep breathes
Start every meeting with employees with a celebration, kudos of others on the team, or success
Spend time with your team 1:1 weekly and make them a top priority. Simple agenda: celebrations, challenges, next steps.
Get curious about what brings meaning and purpose to each of your employees so that you can help facilitate work that lines up with that.
Have a Monday Morning meeting in your organization that people will want to CLAMOR not to miss that helps increase their desire and commitment. Get them excited about the organization’s vision. Spend time giving shout outs and kudos and celebration.
Do “skip level” meetings periodically when Senior Leaders meet 1:1 or in small groups with employees several levels down to check in
Create a company culture committee that focuses on doing fun and engaging activities for employees
Allow employees to use Sick Time for “wellness days”
Have bonuses that have a balanced scorecard and are tied to employee satisfaction, engagement, retention, not just profits and company performance. Extend bonuses to every role in your organization that helps them have “skin in the game”
Keep working teams to 6 or fewer people to fuel cohesion and more effective decision making.
If you ask people to come into the office, make sure it’s meaningful for them to be there and that they can use the time to interact more effectively with others.
If you want people to come to the office, incentivize it. Make it more appealing than working from home. Ask them what would incentivize it.
Set goals that, if accomplished, result in a reward like closing at noon the Friday before a long weekend.
Facilitate occasional meet ups with your team where the only goal is to get to know each other better (I encourage facilitated so that introverts and socially awkward team members can enjoy it (these folks tend to skip things like parties and happy hours).
If you send emails/texts/etc outside of regular business hours, consider using technology that can be scheduled so as to delay it to arrive first thing in the morning. If you cannot, include a statement that says “You are not expected to respond to this outside of business hours”. Remember that your actions speak louder than words.
Have lunch or virtual coffee with your employees where the only agenda is to get to know them better and find out what matters to them. Be curious
Create a form that employees can fill out to give kudos to someone for something they did that would otherwise be unnoticed. Share these in meetings and/or newsletters. Shine a light on unsung heroes.

If you have any questions or are interested in potentially working with me, I would love to hear from you!

Thank-you for attending my Keynote!

We would love to hear from you: ta**@br***************.com

Sources and Resources on Engagement, Performance and Burnout

70% of people get their sense of meaning and purpose from work. (McKinsey)

#1 Reason people stay in a job is because they feel valued and respected (source)

Many talented workers are leaving for workplaces that align with their personal belief system and show an authentic concern for individual employee well-being. People want a good job and a life well lived (Gallup)

⅔ of US Based employees said COVID-19 caused them to reflect on their purpose in life (Mckinsey). Millennials are 3x more likely than others to say that they were reevaluating work

Gallup’s state of The American Workforce Report states companies with engaged workforce are 21% more profitable (source)

Companies than lead in customer experience have 60% more engaged employees (source)

Companies with highly engaged employees outperform their competitors by 147% (source)

42% of women report being burned out – women are delivering performance and business results but its at a big personal toll (source)

Only 43% of workers say that their organizations have left them better off than when they started (Deloitte)

6/10 workers worldwide have said that their job is the biggest factor influencing their mental health (Deloitte)

43% of office workers report feeling burnout. (Slack/Boston Consulting Group)

Taking Better Breaks at Work, such as frequent micro breaks does not detract from but rather leads to greater performance and productivity (Harvard Business Review)

Toxic Positivity harms employee engagement and satisfaction (Harvard Business Review)

20 Ideas for Leaders to Help Increase Employment (And Leader!) Engagement and Create Pull Energy

Have meetings be 50 minutes (or 20 minutes) so there is a strategic break in-between meetings to aid in focus, preparation, and meetings starting on time.

Have “no meeting” days so more deep dive work can be accomplished or have “no meeting” afternoons or mornings.

Reserve peak energy times (usually 10 am-12pm) for work that requires creative thinking (brainstorming, writing, strategic planning).

Set a timer on your computer to take a break every hour for 10 minutes. Stretch, drink water, take 3 deep breathes

Start every meeting with employees with a celebration, kudos of others on the team, or success

Spend time with your team 1:1 weekly and make them a top priority. Simple agenda: celebrations, challenges, next steps.

Get curious about what brings meaning and purpose to each of your employees so that you can help facilitate work that lines up with that.

Have a Monday Morning meeting in your organization that people will want to CLAMOR not to miss that helps increase their desire and commitment. Get them excited about the organization’s vision. Spend time giving shout outs and kudos and celebration.

Do “skip level” meetings periodically when Senior Leaders meet 1:1 or in small groups with employees several levels down to check in

Create a company culture committee that focuses on doing fun and engaging activities for employees

Allow employees to use Sick Time for “wellness days”

Have bonuses that have a balanced scorecard and are tied to employee satisfaction, engagement, retention, not just profits and company performance. Extend bonuses to every role in your organization that helps them have “skin in the game”

Keep working teams to 6 or fewer people to fuel cohesion and more effective decision making.

If you ask people to come into the office, make sure it’s meaningful for them to be there and that they can use the time to interact more effectively with others.

If you want people to come to the office, incentivize it. Make it more appealing than working from home. Ask them what would incentivize it.

Set goals that, if accomplished, result in a reward like closing at noon the Friday before a long weekend.

Facilitate occasional meet ups with your team where the only goal is to get to know each other better (I encourage facilitated so that introverts and socially awkward team members can enjoy it (these folks tend to skip things like parties and happy hours).

Have lunch or virtual coffee with your employees where the only agenda is to get to know them better and find out what matters to them. Be curious

Create a form that employees can fill out to give kudos to someone for something they did that would otherwise be unnoticed. Share these in meetings and/or newsletters. Shine a light on unsung heroes.

We would love to hear from you: ta@br*************.com