Bill Fotsch

@GetReworked @Bynghall Here is a research based answer to What Actually Works to Improve Employee Engagement inc.com/bill-fotsch/em…

What Actually Works to Improve Employee Engagement by @bynghall reworked.co/employee-exper… #EmployeeEngagement #WorkplaceCulture

@HyltonYYC Employee engagement does not require any budget. Employee engagement is a profit center, not a cost center. This article provides more background: inc.com/bill-fotsch/em…

Employee engagement doesn’t always require large budgets. One Alberta municipality improved retention by focusing on better communication, employee feedback, and clearer HR practices. 🔗 Full article in comments #MunicipalLeadership

@OmniaGroup Agreed, particularly leadership that partners with employees in serving customers profitably. This article provides more details: inc.com/bill-fotsch/em…

Employee engagement isn’t about perks—it’s about leadership. Disengagement hides in missed conversations and low ownership, costing billions in productivity. Learn how leaders can spot it early and build clarity, commitment, and momentum. omniagroup.com/engagement-doe… #Omnia #HR #OmniaAssessment

@Captainjossy I agree that motivation alone is not enough. A motivated hired hand is still a hired hand, and they know it. This article provides a remedy: inc.com/bill-fotsch/ho…

Employee Engagement Is Not Solely About Motivation; It’s About Structure Employee engagement is often discussed as a matter of motivation. Many organizations try to boost engagement through inspirational speeches, team-building activities, or motivational campaigns. While these efforts may create temporary excitement, true engagement goes much deeper. It is not only about how employees feel, it is also about how work is structured. A motivated employee can still feel disengaged if the system around them does not support productivity. (A Thread)

@Hyken @Entrepreneur @cxtodaynews @BizTechMagazine @CIOonline Our research in collaboration with HBS confirms the link to profitability, as outlined in this article: inc.com/bill-fotsch/a-… And employee engagement tied to serving customers profitably turns hired hands into partners: inc.com/bill-fotsch/em…

In this week's top 5, we read about how customer loyalty turns to profits, modern contact centers, employee engagement, and more. hyken.com/customer-exper… #customerservice #customerexperience #CX

@ElaineDawnAndal Elaine, I agree. This article shows the value of engaging employees in the economics of the business. inc.com/bill-fotsch/em… If interested, I would be happy to share the research we have done. Here is a summary: inc.com/bill-fotsch/a-… Bill.Fotsch@EconommicEngagement.com

Employee engagement doesn't necessarily mean an employee loves their job. Sometimes a job isn't all that glamorous. And that's okay. In my opinion, an engaged employee understands how their role contributes to the bigger picture, and why it matters that someone does it well. That understanding alone can affect how a person shows up. Ideally, every employee would feel genuinely passionate about their work and deeply invested in the company's success. But realistically, for many people, a job is primarily a means to take care of themselves and their families. That's not a character flaw. That's life. Even so, engagement is still possible. And at its core, I think it looks like responsible behavior — showing up when required, not stealing time from the company, and bringing a positive attitude even when the work isn't exciting. Maybe even finding small ways to make it a little more enjoyable. But here's what I think leaders might underestimate: engagement is relational. Some of the leaders who influenced me most didn't just manage me. They mentored me. They took time to have real, genuine conversations. They didn't treat me like I was beneath them or simply a "worker bee." That made me feel comfortable bringing my questions, my challenges, and my goals to them. When someone feels seen as a person and not just a function, they are more likely to care about giving their best effort. And when feedback is tailored to where someone actually is, rather than where we think they should be, they're more likely to act on it. Engagement isn't a survey score. It's what happens when people feel like they matter. What's one thing a leader did that made you feel genuinely engaged at work?

@GordonTredgold I agree that engagement is the responsibility of leadership. We also need to refine what employee engagement means, as captured in this article: Employee Engagement 2.0? It’s Called Economic Engagement inc.com/bill-fotsch/em…

Empowerment comes from confidence—not capability. — Gordon Tredgold #Leadership #Empowerment #Confidence #LeadershipTips #GrowthMindset #Inspiration

@congruity_hr Great post. A well-treated hired hand is still a hired hand. Economic Engagement, partnering with employees to profitably serve customers solves this, profitably. This article provides details: inc.com/bill-fotsch/em…

Everyone’s talking about “employee engagement." The real question: are expectations, workload, and leadership aligned — or just the perks?

@foundrole The Gallup G-12 measures how well you treat employees. A well-treated hired hand is still a hired hand. Treating employees like partners, all focused on serving customers profitably works. This research-based article provides more details. inc.com/bill-fotsch/em…

Only 1 in 3 workers are truly engaged. The rest? Just clock-watching. If you're disengaged, you're not broken. You're the majority. What would make your work meaningful again? Source: Gallup U.S. Employee Engagement (31% engaged - 10-year low, 2024 data) #CareerAdvice #WorkLife

@PMAP1956 You may find this article to be helpful, based on 8 waves of research with 50-150 companies per wave, in collaboration with Harvard Business School: inc.com/bill-fotsch/em…

Explore the core drivers of engagement — from recognition and leadership to culture and growth opportunities. Empower your skills in Inspiring commitment and productivity through PMAP’s Drivers of Employee Engagement. pmap.org.ph/training-event…

@ChrissyPowell17 Definitely time to rethink employee engagement surveys. Most never mention customers or profits. A well-treated hired hand still knows they are a hired hand. This article may be helpful: inc.com/bill-fotsch/em…

Is it time to rethink how you measure employee engagement? Take a deep dive into key metrics you should be tracking in the modern landscape and the trends shaping the future of retention. livesocial.seismic.com/t-rEHY

@vubulon_NXU The "game" in business is serving customers profitably. Companies that engage their employees in that game thrive. This article provides more details and research: inc.com/bill-fotsch/a-…

@ThiBonh163996 agreed. This Inc article provides one pragmatic and profitable approach: inc.com/bill-fotsch/a-…

@proxy_vector @Kpaxs Good post. You probably know that John Case coined the term "Open Book Management", wrote two books and countless articles. He refined his thinking in this more recent Inc article, with more emphasis on customers and the operating metrics: inc.com/bill-fotsch-an…

This is why open book management works so well when its actually implemented. Most companies keep financials locked up like state secrets then wonder why employees optimize for the wrong stuff. You cant expect someone to make ownership-level decisions when they dont even know if the company made or lost money last quarter. Transparency creates alignment way faster than any mission statement ever will

The real secret is that once people understand the flow of money, they stop acting like employees and start acting like owners.

@ivanpalomino_ @JordanPeace I fully agree with treating employees like partners rather than hired hands. And the research shows the partner approach is more profitable. This article provides more details: inc.com/bill-fotsch/em…

Employee engagement is a global crisis: Companies have wasted trillions on "perks" while ignoring what people truly want: autonomy, mastery, and purpose. Let's stop the corporate BS and start treating people like humans. linkedin.com/pulse/naked-tr…

@salman_lari_ Employee Engagement has been about the same since Gallup started their G-12 survey decades ago. We need to change the focus of engagement, consistent with this article: inc.com/bill-fotsch/em…

In 2024, employee engagement dropped from 23% to 21%, the same 2-point drop seen during COVID. Manager engagement fell from 30% to 27%. For managers under 35 it fell 5%, and for female managers it was down by 7%.

Last year, global employee engagement fell, costing the world economy US$438B in lost productivity. The primary cause was a drop in manager engagement. Business performance is at risk if manager's breakdown is not addressed. Let's find out why. 🧵

@HR4Change The problem with employee engagement as Gallup defines it is simple. Treating a hired hand nicely does not change the fact that they are a hired hand. This Inc article provides a research based, profitable path forward: inc.com/bill-fotsch/em…

Been reflecting on employee experience lately. It's not just engagement—it's every touchpoint in the employee journey. Companies with strong EX see 23% higher profitability! Worth investing in. This guide breaks down the 7 lifecycle stages brilliantly: cultureamp.com/blog/employee-…

@_PRO_alisa This article provides a new employee engagement strategy that works by partnering with employees to better and more profitably serve customers: inc.com/bill-fotsch/em…

@Vee_Jay__ Well said. Very consistent with this article: inc.com/bill-fotsch/ho…

Employee engagement is all about creating an atmosphere where employees thrive, shine and feel heard.

@chudai_jav_filo Aiming to foster employee engagement and actually improving employee engagement are two very different things. This Inc article describes a research proven way to improve employee engagement: inc.com/bill-fotsch/em…