2. Curing Disengagement? 1 in 100
Gallup recently conducted research to uncover whether there is a correlation between focusing on talent and Engagement. What was uncovered is that the worst thing that you can do to people is ignore them and not discuss their performance.
The “Ignored” graph shows the percent of Engaged, Not Engaged, and Actively Disengaged employees when there is no discussion around performance at all. Here you will see that 40% of the employees are Actively Disengaged, 57% are not engaged, and only 2% are engaged.
The next graph shows the different levels of engagement when there is a performance review but the main focus is weaknesses. Here you will see that the percentage of actively disengaged employees is practically cut in half and that 45% of the employees are now engaged.
The real magic happens when you conduct a performance review around an employees strengths. By focusing on the strengths during a performance review, you are drastically decreasing the level of actively disengaged employees down to less that 1%, and engaged employees are now at 61%.
On day one, we discussed engagement and that active disengagement costs the US $550 billion each year. By having performance reviews with your team and focusing on their strengths we are making a big impact on our organization and have the opportunity to make actively disengaged employees practically non-existent.
By focusing on Employee’s strengths and things that you know they can be successful at, you are increasing their engagement. Hands down this is a better option than focusing on their weaknesses where you already know that they won’t succeed.
Copyright © 2007 Gallup, Inc. All rights reserved.

3. Engaged clients, employees, contractors and coworkers are:
40x more likely to recommend you
15.5x more likely to stay with you
9x more likely to enjoy working with you
43% safer and more focused on the job
86% more likely to be loyal
4.5x more likely to recommend their organization’s products and services.
Making people feel valuable and focusing much more on strengths than weaknesses allows everything else you do to get better results.

4. Finding the right people
There are two ways people find you online.
They are either looking for you and finding you already…or you have to interrupt them.
 And, just like TV or Billboards…is common and expected.
The big question and the problem
How many people did you reach this week…and who are they? If you don’t know the answers, you may have no control of your recruiting pipeline.

5. Solutions and mission
If you want to get picky about who you hire (organized dispatchers with tech skills and drivers who meet your criteria) you will have to get a lot more job applicants.
You have to persuade them to apply for jobs by getting in front of them with social advertising.
Take the analytics and the data you get from employee surveys to build an add campaign that shows your job is the best fit for their lifestyle.
The real mission is getting a recruitment campaign that can teach itself to get better.

7. WEBSITE GarrisonWynn.com FACEBOOK /keynotespeakergarrison NOTES
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SOLUTIONS
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INDEMAND: indemandbusiness.com
Increase engagement and improve performance: gwynn.link/evolve
Management Training Materials: gwynn.link/kit
BOOKS
Search “Garrison Wynn” on Amazon.com for Garrison’s books