Here’s One Very Important Issue That Many Executives and Managers Don’t Understand

In 1927, three Harvard professors conducted research at a Western Electric plant in an attempt to find out what caused employee productivity.  They found that the simple act of paying positive attention to employees had the dominant impact.  Today, nearly a century later, we’re still finding that the vast majority of employees are unhappy in their jobs because their management doesn’t care about them or notice what they do.  This leads to low productivity and high turnover.  Their sentiment goes something like this: ”Why work hard or stick around if nobody cares?”  At the same time, executives and managers, almost across the board, are saying that low productivity and high turnover are their biggest problems.  Hello!  What’s there not to get?  If executives and managers would start caring about their employees instead of trying to exploit them, these problems will turn around immediately!  Explicit instructions on how to do this are contained in my new book, Instant Turnaound! which will be launched on April 21.

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About Ross Reck

Who am I? I am the author of The Engagement Formula, Turning Your Customers into Your Sales Force, The X-Factor and my popular weekly newsletter: Ross Reck’s Weekly Reminder. I'm also the coauthor of Instant Turnaround!, REVVED! and the best selling The Win-Win Negotiator. I've also spoken at hundreds of meetings, conferences and conventions throughout the United States, Canada, Latin America, Europe and Asia. My consulting clients include Hewlett-Packard, John Deere, American Express, Janssen-Ortho, Inc., Shire Pharmaceuticals, Philip Morris International, the Chicago Cubs, Rolls-Royce and Xerox. I received my Ph.D. from Michigan State University in 1977. From 1975 to 1985 I served a Professor of Management at Arizona State University. During my career at ASU I was the only two-time recipient of the prestigious “Teaching Excellence in Continuing Education” award and was identified by the university as an “Outstanding Teacher.” In 1985 I left my position at ASU to search full-time for a new "Management Model" to replace the current model with it's emphasis on authority, control and formal communication channels. Last February, I found it (it's actually a leadership model) and it's featured in my new book, The Engagement Formula: Three Simple Steps that Guarantee Full Employee Engagement.

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