Podcasts about discretionary effort

In this compelling episode of our podcast, we navigate the intricate landscape of quiet quitting, a phenomenon that has subtly yet unmistakably permeated the corporate sector. Quiet quitting, where employees scale back their efforts to the absolute minimum, effectively disengaging from their roles' emotional and discretionary aspects, becomes a mirror reflecting modern workplace dynamics. Throughout the episode, we meticulously identify the hallmarks of quiet quitting, from a marked reduction in initiative to a palpable absence of enthusiasm for tasks beyond the rudimentary job requirements. Moreover, we delve deep into the myriad causes behind this silent protest, ranging from a yearning for a more balanced existence to a reaction against perceived inequities and a lack of recognition in the workplace. This discussion not only illuminates the personal and professional ramifications for those who quietly quit but also prompts a broader contemplation on the changing essence of employee-employer relations, signalling a pivotal moment in our understanding of commitment and fulfilment at work. Join us as we dissect this multifaceted issue, offering insights that challenge the conventional paradigms of work ethic and employee engagement in today's corporate world.في هذه الحلقة المثيرة من بودكاستنا، نتجول في المشهد المعقد لظاهرة "الاستقالة الصامتة"، وهي ظاهرة تسللت بشكل دقيق وملحوظ إلى القطاع الشركاتي. الاستقالة الصامتة، حيث يقلص الموظفون جهودهم إلى الحد الأدنى المطلق، فعليًا ينسحبون من الجوانب العاطفية والاختيارية لأدوارهم، تصبح مرآة تعكس ديناميكيات مكان العمل الحديثة. خلال الحلقة، نحدد بعناية معالم الاستقالة الصامتة، من تقلص ملحوظ في المبادرة إلى غياب محسوس للحماس للمهام التي تتجاوز المتطلبات الأساسية للوظيفة. علاوة على ذلك، نغوص عميقًا في الأسباب المتعددة وراء هذا الاحتجاج الصامت، تتراوح من الشوق إلى وجود أكثر توازنًا إلى رد فعل ضد التفاوتات الملموسة ونقص التقدير في مكان العمل. هذه المناقشة لا تلقي الضوء على الآثار الشخصية والمهنية لأولئك الذين يقومون بالاستقالة الصامتة فحسب، بل تثير أيضًا تأملات أوسع حول تغير جوهر علاقات الموظفين بأصحاب العمل، مشيرة إلى لحظة فارقة في فهمنا للالتزام والإشباع في العمل. انضم إلينا ونحن نفكك هذه القضية المتعددة الأوجه، مقدمين رؤى تتحدى الأنماط التقليدية لأخلاقيات العمل والمشاركة الوظيفية في عالم الشركات اليوم. Support the showSupport the Podcast on:https://www.paypal.com/paypalme/okuwatly?locale.x=en_UShttps://www.buymeacoffee.com/MaBa3refSubscribe to Maba3ref Newsletter:https://maba3refbranching.beehiiv.com/Connect with Maba3ref Podcast:https://www.instagram.com/maba3refbyomarConnect on TIKTOK:https://www.tiktok.com/@okuwatly

Key Lessons:1. The Power of Emotional Intelligence: Mick emphasises that emotional intelligence is a better determinant of success than IQ. It can be trained and improved through intentional acts, and its absence leads to being out of tune with others and a negative work environment.2. Inspiring Employees for Better Productivity: Focusing solely on financial performance and hitting budget targets is not enough. Mick suggests that leaders should consider the existing workforce and find ways to provide them with purpose, meaning, and recognition. By inspiring employees and making them feel valued, their productivity and discretionary effort will increase.3. Dealing With Poor Behavior: Behavioral patterns can be difficult to address, especially when they are largely unconscious. Mick offers insights on how to address and make individuals aware of their negative behavior, even in situations where there is a bad boss or poor communication within a team.4. From Poor Leadership to Great Leadership: Many employees experience a roller coaster of emotions when promoted to leadership roles. Mick explains that their only reference point is often the poor leadership they have witnessed in the past, resulting in mimicking those behaviors. He discusses the importance of finding and nurturing great leadership in business.5. The Role of Culture in Shaping Organizations: Mick emphasizes that leaders play a crucial role in creating the culture, workplace, and environment of an organization. He discusses the significance of setting a great culture, including identifying desired behaviors, role modelling, and fostering a speak-up culture. Learn More: Visit The Few With Boo website to find additional resources, related episodes, and more valuable content from Mick Spiers. https://www.fewpodcast.com Connect with Mick Spiers: Official Website:  https://www.mickspiers.com/Social Media Accounts: LinkedIn - https://www.linkedin.com/in/mickspiers/Facebook - https://www.facebook.com/theleadershipproj/Instagram - https://www.instagram.com/mickspiers.official/YouTube -https://www.youtube.com/channel/UCPG9X7weoI4Xs3SreZab1rQPodcast -https://open.spotify.com/show/0eVgYXgyueyzoe0kt1Qxds?si=0d7482f2c6c9481f&nd=1Books - https://www.mickspiers.com/youre-a-leader-now-what Get in touch with Mick! Whether you're with a business, conference, corporation, college or just popping by to say hi, Mick and his team can help you build and elevate you to thought leader status and help you connect to your dream clients. Book a call now! https://www.mickspiers.com/contact-us Don't miss this insightful episode as Mick Spiers shares his expertise on emotional intelligence and its role in effective leadership. Tune in now to gain valuable insights and practical tips for creating a positive work environment.Please remember to subscribe, leave a review, and share this episode with your fellow thought leaders. We appreciate your support in spreading the word about "The Few with Boo."

Discretionary effort is your holy grail! with Steve Sharp. I chat with Steve Sharp - The Workplace Whisperer - about his "Three Leadership Habits" and "SHARPEN Traits" that help business leaders foster daily innovation, productivity, and honesty within their teams. We chat about the fantastic concept of "Discretionary Effort" and Steve gives us loads of great tips and strategies for how to inspire, build trust, psychological safety and ultimately create high performing and happy teams! Steve is awesome! A VALUE PACKED EPISODE THAT IS A MUST SEE! Feel free to get in touch with Steve! Website - https://stevesharp.com.au/ LinkedIn - https://www.linkedin.com/in/stevesharpspeaker/ email - steve@stevesharp.com.au

Tammy and Scott talk about engagement and the concept of discretionary effort.  How do you know if you are engaged?Questions or topic suggestions? Let us know!podcast@becomemoregp.com Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregpMeet your hosts:Tammy K Rogers: https://www.linkedin.com/in/tammerarogersScott Burgmeyer:  https://www.linkedin.com/in/burgyProducer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss-966b2710/Other Resources:http://www.becomemoregp.com

Here is the link to the article I discuss in the cast...https://hbr.org/2022/08/quiet-quitting-is-about-bad-bosses-not-bad-employees 

Sometimes we say things that don't add up. For example, when we require discretionary effort. If there is discretion in whether or not the effort is applied, does it reason that discretion is really being exercised if the effort being exerted is required? If there is no real decision or the decision comes with an imposed consequence, that doesn't seem to meet the standard of "discretionary." But beyond this, there is a deeper level to look at, and that is the quality of the effort exerted which is based on where the effort was born. There is a saying that if you love the work you do, it will never really seem like work. Why is that? Because it comes from a place of passion and engagement. When one is watching the clock because "discretionary time" is required, the engagement is likely not as strong and may be reflected in the outcome. Perhaps a change in focus and perspective is warranted. What is it that might illicit love of the work, duty, or behavior? Within that answer lies the gold outcome from true discretionary effort.

#47 - Major General (Retired) Gus McLachlan AO. Afghanistan, Unlocking Discretionary Effort and Leading Large Teams Ben is joined by former Forces Commander of the Australian Army, Major General (Retired) Gus McLachlan AO. In this episode, they discuss Afghanistan, unlocking discretionary effort and leading large teams. Gus is currently the Executive General Manager of Business Performance and Improvement at Boral. Gus McLachlan LinkedIn - https://www.linkedin.com/in/gusmclachlan/ Check out all of the Eagle Standard by Aquilifer Leadership Blogs, Podcasts, and Videos at https://linktr.ee/EagleStandard. If you have any suggested guests or would like to contribute, reach out to the team at admin@aquiliferleadership.com All remote episodes of the Eagle Standard Podcast are recorded using riverside.fm. This platform is purpose built for podcasters. To find out more head to here.

Doug and Anthony talk about stuff. Dear Flabby podcast feed - https://open.spotify.com/show/5tsoFqEunoBkGTcdFDlajJ?si=eGUFoowhROeymFhfzk-2eA&utm_source=copy-link If you want to support the show and get weekly bonus episodes - head over to https://www.patreon.com/WhosRight. We also have all of our bonus episodes (200+) over at https://whosright.supercast.tech/ Watch the show live on Youtube - https://www.youtube.com/WhosRightPodcast?sub_confirmation=1 You can find our merch, our PO box, links to submit Dear Flabby questions, and everything else over at https://whosrightpodcast.com/

Marcus Chan is turning heads worldwide. In this episode, Marcus shows why he is one of Salesforce's Top Sales Influencers to follow with an insightful conversation on how to become a transformational sales leader rather than a transactional one. This episode will help you tap into one of the most powerful tools a leader can access: Discretionary Effort.

Bill Eckstrom is the CEO and founder of the EcSell Institute. Bill has spent his entire career in the sales arena; the first 14 years in personal production and then 13 in various sales leadership roles. His management career began in 2000 as a District Manager for a medical equipment company and was promoted to the U.S. Director of Sales in 2003. In 2004, Bill was lured away to become Senior Vice President of Business Development for a publicly-traded healthcare organization. In 2008, he founded the EcSell Institute to fill a void he witnessed and personally experienced in the sales leadership profession. Bill presented a TEDx Talk to an audience of over 1,700 at the University of Nevada, Reno where he shared life-altering, personal and professional development ideas through the introduction of the “Growth Rings." Since the release of the Talk, it received 100,00 views in just one week and now has over 3,000,000 views. Most recently Bill helped co-author The Coaching Effect: What great leaders do to increase sales, enhance performance, and sustain growth which became an Amazon-Best Selling book in it's first week of launching. As a result of his experiences, his company's findings, and his public speaking skills, Bill's work as a keynote speaker is highly regarded throughout North America. While his audiences call him “profoundly authentic”, “highly entertaining” and much more, Bill is most proud of the fact his material is based on EcSell's science and research—he does not present motivational fluff. He has presented to hundreds of groups ranging in size from 25-2,500 on topics found on his personal website, billeckstrom.com. Lincoln, Nebraska is home for Bill and his wife. Together they have three children, Will Jr, Claire and Maddie. Philanthropically, Bill prefers a very hands-on approach as evidenced by his current involvement and passion--working and training their Yellow Labrador, Aspen, for therapy dog work. Soon he and his four-legged companions will be visiting children in hospitals and senior citizens in nursing home settings. Bill also has a strong need to be in the outdoors and finds time each year to spend in the field and stream with his children and close friends. Hire Bill as a speaker for your next event here. What you'll learn about in this episode: Why being in a state of discomfort is the only way a person can grow How Bill became fascinated with figuring out the impact coaches had on the growth of their people How the performance of the team reflects how they are coached Why great leaders are the ones who can create a sense of discomfort How you explain, measure, and affect discomfort Why discretionary effort is so significant and how it is created How predictability can make us dangerously comfortable How a leader earns the right to create healthy tension Additional resources: https://www.ecsellinstitute.com/ TEDx Talk: Why Comfort will Ruin Your Life https://www.billeckstrom.com/ Personal site Book: The Coaching Effect

00:00 – Introduction 00:30 – What is there to be grateful for in 2021 01:04 – Keeping your mindset not on what you don’t have 01:51 – Lisa Ryan introduction and tie in of gratitude to manufacturing 02:41 – Gratitude starts within yourself 03:52 – “They get their paycheck every Friday” 05:25 – Discretionary Effort; a gamechanger 06:34 – Making a beeline to the office because I’m all that and a bag of chips 07:43 – Ideas are Free 08:18 – The companies that need it the most are the one’s least likely to make the investment 09:20 – Make the decision whether to stay in a toxic environment 10:30 – Negative Ned & Negative Nancy, changing the energy 12:55 – Persistence 14:01 – Tolerance of toxicity and who needs to be fired 15:30 – What do I own in it and when to walk away 16:58 - Positivity vs. Gratitude 17:50 – Making the shift in re-wiring your brain 19:56 – Accountability; 12 yrs and counting 22:56 – Starting today with the little things 23:38 – The 30-day challenge gratitude and a path to happiness 24:40 – Gratitude starts with you -> today 25:55 – Grounding yourself with what you DO have 27:05 – Closing 27:39 – End Have an important message to share or a topic you’d like to hear more about? Please contact us with your thoughts, feedback, or suggestions. We’d love to hear from you! Trevor Blondeel: trevor@operationskickstart.com Dave Baker: dave@palmettoleadershipcenter.com  

Erynn Bell of #Degreed and Michael Puck of #UKG #UltimateKronosGroup get stuck into the weeds as to why only 13% of employees are actively engaged. What qualifies for active engagement? What motivates people? Why do managers make misguided assumptions about the motivations of their people? We share practical tips and tools that the best managers use to create a safe environment, to earn discretionary effort, to manage inclusively. We identify what the best and the worst managers do that impacts engagement. We define the qualities of teams that are managed in such a way as they bring out the best in you, challenge you and earn loyalty.   We explore what makes the best millennial and Gen-Z employees scrappy and the trend towards purpose led capitalism. Packed with usable insights every manager needs to know and apply. Contact Michael: linkedin.com/in/erynn-bell Contact Erynn: linkedin.com/in/pucknusa -- Book a confidential 1 to 1 with me using this link https://calendly.com/marcuscauchi/linkedin-discovery-call Subscribe to my newsletter, #TheGrumbler: http://eepurl.com/gu2Yd1   #TheInquisitorPodcast Podbean: marcuscauchi.podbean.com Spotify:  https://open.spotify.com/show/7C3pmVfHbwu84oZCqUQq81 Apple: https://podcasts.apple.com/gb/podcast/welcome-to-theinquisitor-podcast/id1341867086   The #ScaleupsAndHypergrowthPodcast Podbean: scaleupsandhypergrowth.podbean.com Spotify: https://open.spotify.com/show/3t0Gge9e5XaB8REaqkiQ6u Apple: https://podcasts.apple.com/gb/podcast/scaleups-and-hypergrowth-podcast/id1508754065      

According to Ryan Jeffery, Founder and Co-CEO of Ignite, the difference between a leader and a manager is that a leader doesn’t need a title. When people switch jobs due to dissatisfaction, most of the time it’s not about the work itself but conflict with the manager. But when you create a culture that is inclusive and inherently motivational, you hit that magic spot of work satisfaction.Ryan joined Pat and Shelli to talk about the concept of discretionary effort and action and what they say about an organization. He also took some time to discuss why organizations that are able to see people on a human level will empower employees and achieve better outcomes. *Please note this interview was recorded in late 2019 prior to the COVID-19 outbreak.[00:24] - This week: Ryan Jeffery[00:56] - Leadership development at Ignite[07:18] - Manager vs. leader[08:59] - Empowering individuals[13:45] - Common vision[19:40] - Taking action[25:28] - Accepting failure[30:00] - Life begins at the end of your comfort zone[32:51] - Skiing behind the cartRyan Jeffery is the Founder and Co-CEO at Ignite, a learning community committed to helping today's managers become the purpose-driven leaders of tomorrow. Through weekly in-person training experiences and a network of inspiring peers, Ignite cultivates the character and competence to lead in today's changing world.If you'd like to receive new episodes as they're published, please subscribe to Innovation and the Digital Enterprise in Apple Podcasts, Google Podcasts, Spotify or wherever you get your podcasts. If you enjoyed this episode, please consider leaving a review in Apple Podcasts. It really helps others find the show.This podcast episode was produced by Dante32.

Discretionary effort can predict the future when it comes to staff turnover. Use it as a leading indicator! Read about it here: https://www.discernable.io/post/discretionary-effort-can-predict-the-future

The hope of every leader is to get their team committed to the team's goals/mission/vision so that the team is enthusiastic, willing to give discretionary effort and wants to stay with the company. What's the secret to achieve this outcome? Tune in to hear the 5 things that research says make people love the company they work for.

The hope of every leader is to get their team committed to the team's goals/mission/vision so that the team is enthusiastic, willing to give discretionary effort and wants to stay with the company. What's the secret to achieve this outcome? Tune in to hear the 5 things that research says make people love the company they work for.

Part 2 of "Discretionary Effort with Millennials" continues this week where Eric and Zack will be focusing on the emotional investment side of it. Zack will be giving tips on how to look for a career instead of a job. Eric and Zack discuss how you can’t be afraid to fail and what steps you can take to help hold you accountable.

The tables have turned in this episode of podcast, “Your Best Day Yet,” as Eric Guy, CVO at Center for Victory interviews Zack DelTurco, Executive Consultant, on Discretionary Effort with Millennials. Zack will talk about what millennials want in a workplace to help with discretionary effort. Eric will also tie in some questions that reveal answers on how to adjust and accommodate for millennials when they step into the workplace.

In this week's episode of, "Your Best Day Yet," Zack DelTurco and Eric Guy are back to talk about the final part of Discretionary Effort, part 4. They share about a client success story in regards to discretionary effort and about the breakthrough this company has had and is currently having.

In this week's episode of, "Your Best Day Yet," Zack DelTurco interviews Eric Guy (CVO). Eric dives deeper into Discretionary Effort. Eric talks about having a "want to" attitude opposed to a "have to" attitude. People in organizations don't quit their jobs, they quit their bosses.

In this week's episode of, "Your Best Day Yet," Zack DelTurco interviews Eric Guy (CVO). Eric explains how to promote discretionary effort in your company. It is important to reiterate your company values even if you assume everyone already knows. Keep the company ‘why' front of mind.

In this week's episode of, "Your Best Day Yet," Zack DelTurco interviews Eric Guy (CVO). Eric explains "Discretionary Effort," what it means and how to get people to go above and beyond. See how they tie in job, manager, team dynamics and culture to keep all employees engaged. Listen to see if everyone really has the capacity to go above and beyond.

King's Seafood Company Founder and CEO Sam King leads Southern California's seafood industry through an impressive portfolio of over 20 restaurants in addition to a direct dock-to-dish distribution center supporting small fisheries and sustainability efforts. “be prepared to work hard, be prepared to get knocked down, be prepared to get back up, and be prepared to be worthy of your followership. Be prepared people aren't going to just do things because you told them so… Anybody who is going to start their own business”…[Listen for More] Click Here for Show Notes To Listen or to Get the Show Notes go to https://wp.me/p6Tf4b-714

Episode #36 // We spoke in Episode 30 about remuneration, and how leaders should view the role of pay rises and bonuses in motivating their people to perform. Although bonuses can provide an effective performance incentive, there are many other ways to elicit people’s discretionary effort.So what do you do when you can’t throw money at people to get the results you need? This episode deals with the things that will motivate your people to perform and deliver value, no matter what is happening to their pay packet.We explore the principle that ‘the money is the money’, and that it is far easier to hire people who are intrinsically motivated, than it is to try to drag people kicking and screaming to deliver discretionary effort.Finally, we offer seven practical suggestions for motivating people without using financial incentives to bring out their best. You can download these in a PDF version for free at www.yourceomentor.com/episode36

The goal of great leadership is to lead your team, as a team, to accomplish extraordinary results, far faster than they would have without your leadership, (Otherwise, why have a leader?). Accomplishing the extraordinary requires effort far above the normal effort required to merely keep one’s job. The measure of an extraordinary leader is their ability to entice the greatest discretionary effort from each team member.

As the leader of your company, you have this incredible opportunity to help the people around you transform, grow, and become better people.  When you put people in an environment that is positive and nourishing and gives them momentum, that momentum bleeds out into all other parts of their lives. It's exciting to be an entrepreneur and it's incredible to build a team. Helping people thrive will reward you now and for the rest of your career.   If you're ready to build a game-changing team go to billionairecode.com/apply and fill out the simple application. 

Jason is a global speaker author and employee engagement expert. He helps companies adapt workplace culture and Performance Management strategies. A former corporate human resource executive himself, Jason has dedicated his career to helping leaders build organizations that are good for both people and profits. In this episode we digest what employee engagement means and the term "Discretionary Effort." We delve into practical ways that companies can increase retention and employee happiness. Enjoy this in depth conversation with Jason Lauritsen. --- Support this podcast: https://anchor.fm/forgeant/support

It’s the holiday season, and again my wife has waited until the end of the year to attempt to use the bulk of her vacation days that she’s not taken throughout the year.  While I sat at my desk pecking away at the keyboard I noticed she was on her work laptop.  “Aren’t you on vacation today?” I asked. “Yes.” She replied.  “I’m just getting this one thing done.  Then I’ll log off.”  She chirped.  I continued to work for quite some time before looking up again; as did she.   Employee engagement is a critical consideration for companies that want to perform at the highest possible levels. Employees that are engaged provide many benefits to their employers: improved customer service, enhanced productivity, and lower employee turnover.  As I’ve written in other articles, numbers from global research and consulting firm Gallup indicate that over two-thirds of American workers are disengaged,   Discretionary Effort   Do your employees stay late to get work done without being asked?   Will they log on or come into the office over the weekend to get caught up or even ahead for the following week?  These are good examples of discretionary effort.  Discretionary effort is a display of behavioral engagement and is seen when an employee goes the extra mile, puts in extra effort to get their job done.    Remember though, engagement is not simply measured by the hours that someone puts in. An engaged employee is also more likely to think outside of the box and take a creative approach to their work.  They may use skills that they don’t usually draw upon in their daily role to help the company in unique ways. Engaged employees are also more likely to collaborate with their team members and let others share in the spotlight when projects are successful.  When an employee loves what she does, going the extra mile is business as usual.   Why Employee Engagement Is Vital   You probably have an intrinsic understanding of why it is so important to have engaged employees, but you may not know that extensive research has been done to collect data about the importance of engagement. This research has lead to the publication of some very telling statistics that use hard numbers to show just how important employee engagement is. According to numbers compiled by Office Vibe:   Companies with engaged employees have 2.5 times more revenue than organizations with low engagement levels Organizations with highly engaged employees achieve double the annual net income when compared to organizations with employees that are behind on engagement According to the Harvard Business Review, Sears reported that a 5% increase in employee attitudes lead to a 1.3% improvement in customer satisfaction, causing a 0.5% increase in revenue   What kind of business wouldn’t want more revenue and happier customers? The benefits of improving your employee engagement will have a direct impact on the core goals of your company.   You will reap very valuable benefits from more engaged employees. The biggest challenge for employee engagement, however, is in engaging today’s employees the right way.     The Whole Employee and Organizational Goals   Even if you understand how to engage employees, you may be unsure about where to begin when it comes to matching their passions to company goals. Personal development programs are a great way to accomplish this task. Research by the British Institute for Employment Studies showed that employees with a personal development plan that have received a formal appraisal in the past year have much higher levels of engagement than those who do not. Personal development plans also help satisfy a critical component of workplace engagement for employees: input on their job responsibilities. As many studies have found, autonomy drives engagement.  The more say that an employee has in their workplace tasks, the more likely it is that they will be engaged and emotionally connected to these tasks and go the extra mile to get them done.   Employee development plans are also important when considering how to engage employees because they are tailored to the individual needs of the people. that work at your organization. Everyone at your company is different: the millennial fresh out of college has vastly different interests and passions than the baby boomer with grandchildren that is only a few years from retirement. What engages one of these employees may be off-putting to the other. Adopting a one-size fits all approach may be a recipe for failure and resentment.   A Better Way To Boost Engagement   What escapes many business owners and leaders is the secret to improving employee engagement is aligning the mission and vision of the organization with as a whole to the interests, passion and purpose of individual employees; the whole individual, professional and personal.   Pizza lunches and ice cream bars are nice and may in fact make your employees happy momentarily.  However, iInstead of trying to take a homogeneous approach when considering how to engage employees, companies would be much better served by creating implementing plans tailored to the particular capabilities and interests  and personalities of your employees. Not only is this a much more effective way to make employees feel more connected with the goals and mission of the company.  It has the added benefit of showing team members that you are engaged, committed and care about them individually, the whole person, both personally and professionally.   Workers in every office in every field face challenges on a daily basis. How they address these challenges and what they think about them depends on a few factors.  One of the primary elements is their level of engagement. When an employee can tie their own passions and personal motivations to the overarching goals of the business they are working for, they will be much less likely to leave the company. High engagement levels correspond with high levels of productivity, which is beneficial for everyone. To get started on your journey to improve revenues and customer satisfaction by boosting your employee engagement, look for a wayways to create personalized programs that remind your employees every day of how what they do is integral to the success and prosperity of the entire company.

In order to go above and beyond, you must learn how to unlock the true potential of your employees. Companies that learn how to do this will stay on top. There are some companies that just seem to stand out above the rest of their competition. Why is that? Why is it that, even though there isn’t that much of a difference between one bank and another or one grocery store to another, there are a few companies that are able to go above and beyond for their customers? The answer is the companies who go above and beyond take care of their employees. They invest in the experience of their people which in turn unlocks the discretionary effort of their people. When employees feel that they are being invested in, cared for, and respected it makes them want to go above and beyond for their customers, co-workers and the company. The problem is most companies don’t generally put in the time and effort needed to create a unique employee experience that fits their company. One of your company’s most important assets is your people. If you really want to have a significant impact inside and outside of your company, start by investing in your people.

For their fourth podcast, Michael and Conn turn their attention to the question of Employee Engagement. The QBC Podcast on Employee Engagement will be a separate series under the QBC banner. Michael explains the concept of Employee Engagement and the significance of Discretionary Effort. Discretionary Effort occurs when people don’t check their job description in [...]