Employee Engagement Matters - Green Goldfish 2.0 Top 11 Takeaways

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"Satisfied employees lead to satisfied customers. Long-term employees lead to long-term relationships with customers." Employee Engagement Matters. This is one of 11 takeaways from the book Green Goldfish 2.0, co-authored with Lauren McGhee. Here's a handful of others: NEED TO GO BEYOND DOLLARS Studies show financial compensation is not a strong long-term motivator for employees. Money can be more of a hindrance than a help. LEADERS CREATE THE EXPERIENCE As many as 75% of employees voluntarily leaving jobs don’t quit their jobs … they quit their bosses. CARING COUNTS IN LARGE AMOUNTS Of 75 possible drivers of engagement, the ONE that was rated as the most important was the extent to which employees believed that their senior management had a sincere interest in their well-being. HEED THE 3B's OF BUILD, BELONG, AND BECOME Green Goldfish fall into three categories: Building: Creating a stable environment where people can thrive Belonging: Enabling high functioning teams and recognizing their efforts Becoming: Empowering employees to learn, give back and take control of their destiny START SMALL, START NOW Start small when adding a signature extra and add more gradually. The best brands are those that boast a whole school of Green Goldfish.

Business

11 TAKEAWAYS FROM GREEN GOLDFISH 2.0
Photo Credits: SHUTTERSTOCK, PEXELS and PIXABAY
#the1299
EMPLOYEE
ENGAGEMENT

Satisfied employees
lead to satisfied
customers.
Long-term employees
lead to long- term
relationships with
customers.
1 KNOCK-ON EFFECT

Studies show financial compensation is not a
strong long-term motivator for employees.
Money can be more of a hindrance than a help.  
2 NEED TO GO BEYOND DOLLARS

75 percent of people voluntarily
leaving jobs don’t quit their  
jobs … they quit their bosses.  
3 LEADERS LISTEN UP

Of 75 possible drivers of
engagement the ONE
that was rated as the most
important was the extent
to which employees
believed that their senior
management had a
sincere interest in their
well-being.
4
CARING COUNTS

Focus on what you can control—creating a great
work environment. Do the little things to show
that you care for your employees.
5 INVEST IN CULTURE

6 INSIDE-OUT
Research suggest that supporting and incentivizing staff improves
motivation and engagement, which in turn impacts productivity.
Take care of employees first with an inside-out approach.

The different types of Green Goldfish
can be categorized as the Three B’s:
7
BUILD, BELONG, BECOME
1. Building: Creating a stable
environment where people
can thrive
2. Belonging: Enabling high
functioning teams and
recognizing their efforts
3. Becoming: Empowering
employees to learn, give
back, and take control of
their destiny

Research shows that
employees make the
critical decision to stay or
leave within the first six
months. When new hires
participate in an
onboarding program, the
company can “maximize
retention, engagement,
and productivity.”
8
FIRST IMPRESSIONS

“YOU MATTER. These two words can
change your mood, change your mind,
and have the power to change lives and
the world if we understand and leverage
them in the right way.”
- Angela Maiers
Recognition resonates in the workplace.
9 RECOGNITION RESONATES

Start small when adding a
signature extra and add
more gradually. The best
brands are those who boast
a whole school of Green
Goldfish for their employees.
10 START SMALL, START NOW

A Green Goldfish
is defined as any
time a business
purposely goes
above and beyond
to provide a little
something extra
to differentiate
the experience
and honor the
relationship with
its employees.
11 GO GREEN

How are you standing out in
a sea of sameness?
What are your one or two
signature differentiators in
employee experience?
Instead of being a “me too,”
what is the one special thing
your company does that is
superior and distinctive in
the eyes of your employees?
What is that little something
extra that is tangible,
valuable, and talkable?
What’s your Green Goldfish?

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Pink Goldfish is not your ordinary business book. It aims to change the paradigm of how we fundamentally go about positioning our products/services and think about customer experience. Companies need to stand out in a crowded marketplace, but true differentiation is increasingly rare. Based on over 200 case studies, Pink Goldfish provides an unconventional seven-part framework for achieving competitive separation by embracing flaws, instead of fixing them. This executive summary outlines the Top Five takeaways from the book and the F.L.A.W.S.O.M. framework.

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1. 11 TAKEAWAYS FROM GREEN GOLDFISH 2.0 Photo Credits: SHUTTERSTOCK, PEXELS and PIXABAY #the1299 EMPLOYEE ENGAGEMENT

2. Satisfied employees lead to satisfied customers. Long-term employees lead to long- term relationships with customers. 1 KNOCK-ON EFFECT

3. Studies show financial compensation is not a strong long-term motivator for employees. Money can be more of a hindrance than a help.   2 NEED TO GO BEYOND DOLLARS

4. 75 percent of people voluntarily leaving jobs don’t quit their   jobs … they quit their bosses.   3 LEADERS LISTEN UP

5. Of 75 possible drivers of engagement the ONE that was rated as the most important was the extent to which employees believed that their senior management had a sincere interest in their well-being. 4 CARING COUNTS

6. Focus on what you can control—creating a great work environment. Do the little things to show that you care for your employees. 5 INVEST IN CULTURE

7. 6 INSIDE-OUT Research suggest that supporting and incentivizing staff improves motivation and engagement, which in turn impacts productivity. Take care of employees first with an inside-out approach.

8. The different types of Green Goldfish can be categorized as the Three B’s: 7 BUILD, BELONG, BECOME 1. Building: Creating a stable environment where people can thrive 2. Belonging: Enabling high functioning teams and recognizing their efforts 3. Becoming: Empowering employees to learn, give back, and take control of their destiny

9. Research shows that employees make the critical decision to stay or leave within the first six months. When new hires participate in an onboarding program, the company can “maximize retention, engagement, and productivity.” 8 FIRST IMPRESSIONS

10. “YOU MATTER. These two words can change your mood, change your mind, and have the power to change lives and the world if we understand and leverage them in the right way.” - Angela Maiers Recognition resonates in the workplace. 9 RECOGNITION RESONATES

11. Start small when adding a signature extra and add more gradually. The best brands are those who boast a whole school of Green Goldfish for their employees. 10 START SMALL, START NOW

12. A Green Goldfish is defined as any time a business purposely goes above and beyond to provide a little something extra to differentiate the experience and honor the relationship with its employees. 11 GO GREEN

13. How are you standing out in a sea of sameness? What are your one or two signature differentiators in employee experience? Instead of being a “me too,” what is the one special thing your company does that is superior and distinctive in the eyes of your employees? What is that little something extra that is tangible, valuable, and talkable? What’s your Green Goldfish?

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