Human Beings Being Human

“…we see a fundamental shift in employee attitudes and sentiments toward traditional workplace trends – like topdown, infrequent recognition, traditional performance reviews, lack of ongoing feedback, and boundaries between work life and home/ personal  life.”
Bringing More Humanity To Recognition, Performance, And Life At Work, work human® Research Institute

Over the last several decades organizations have gone through a sea change to improve their performance, and ultimately their bottom line:

  • Re-engineering
  • Downsizing
  • Rightsizing
  • Process improvement
  • LEAN
  • Total Quality Management
  • Six Sigma
  • LEAN Six Sigma

All of these efforts have brought incredible value and squeezed millions of dollars out of operating costs, improved productivity and outcomes, and introduced technology innovations.

But I’d venture to guess that many times these efforts relegated the most important asset in business to the back seat – human beings. It’s why we so often hear that employees are unclear about their role in the organization, what they’re accountable for, and how and if their work contributes to the purpose and success of the company…in a word Purpose.

It’s past time to take a hard look at employee engagement in your organization, and do something about it. Doing so will put you on the path of attracting the right talent to your organization and keeping top performers from jumping ship. After all, in today’s marketplace disengaged workers have more opportunities than ever to leave companies for a better fit.

In a 2017 report from work human® Research Institute, Bringing More Humanity To Recognition, Performance, And Life At Work, there were three key findings we should all find useful:

  1. RECOGNITION EXPERIENCE AND THE HUMAN WORKPLACE: What makes people stay at their companies? How do different recognition experiences impact how employees experience meaning at work?
  2. A NEW PARADIGM FOR EMPLOYEE PERFORMANCE: How is the role of the manager changing as work becomes more team-based and collaborative? Which kinds of feedback – and from whom – is most likely to improve performance?
  3. BRINGING LIFE TO WORK: Which workplace practices are most effective in allowing employees to bring their whole, authentic selves to work? How can HR and business leaders make diversity and inclusion initiatives more meaningful for employees?

Don’t just stick your toe in the water…dive in and be intentional about employee engagement. The benefits to the well-being of your organization are immense.

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Jackie Messersmith is President and CEO of Talent Management LLC. Talent Management provides consulting services to small to mid-size businesses to put an employee engagement culture and talent strategy in place, and is the developer of Talent Snapshot®, an integrated, competency based, online talent management solutions. Jackie can be reached at 513-528-9700 or