Employee Engagement - What's your role? (Episode 23)

[00:00:00] If you don't take care of your workforce, everybody's quiet quitting. Your numbers are going to go down. Your business is going to... Welcome back folks. We are.

[00:00:30] We are on St. Patisay so we got some different recipes cooking up before we get into all that, how you doing Walt, how you doing sir?

[00:00:39] I am good, happy St. Patisay to you sir. And yeah I'm good man, I'm just in a grateful state of mind man and...

[00:00:47] I'm just trying to remain there and today I have a quote before I ask you how you're doing and getting to how you're doing this stuff. I'm going to say that for you man, it's by Eckhart told acknowledging the good that you already have in your life is the foundation for all abundance.

[00:01:04] So, abundance people think of just wealth and stuff but you can have an abundance of love in your life. You can have abundance of peace, joy, happiness, wellness whatever it is.

[00:01:16] And so, I think when you start looking at the things that you do have and you stop looking at what's missing from your life and you start to have this gratitude.

[00:01:25] So, I just want to start it off with that man, how are you doing?

[00:01:28] Yeah, and that's a great way to start it off. I love that because you're exactly right, it's not about money. Yes, gosh, that could take us into a whole other conversation but I really...

[00:01:37] I'm loving that. I'm good by the way, I'm feeling... I'm good man, I'm really good. This is like the trail end of my birthday week so I'm loving it.

[00:01:46] I had a really great week starting off on Monday with my seafood boil and my man sent me over here while surprised.

[00:01:54] And honestly, I thought it was like a little lunch platter.

[00:01:56] I did too.

[00:01:57] Sent us a final feast like a feast. What man?

[00:02:00] We all ate, it was... Oh, and I didn't get to tell you that I was eating them crab legs for two, three days. Really?

[00:02:07] After. Yes.

[00:02:09] That's the only thing we didn't... There was still a couple of claws left or how would I... whatever you call them.

[00:02:15] And shoot. I want to put them things away so I put them in the fridge and you know when seafood goes bad, I'm immediately gonna smell.

[00:02:24] I ate them, I was munching on them things for the Tuesday and Wednesday basically.

[00:02:29] And then... So yeah, thank you again for that.

[00:02:31] Just started out the week off on that... on that note it was amazing.

[00:02:35] The quote that comes to mind for me that is... You can't complain about how full your plate is if your bowl was to eat.

[00:02:46] Yes.

[00:02:47] You know what I'm saying? People... And that goes for all of us folks out there, right?

[00:02:51] We sometimes get bogged down and we're like, oh, I work so much and work so much.

[00:02:56] Well, well, but look, what's the opposite of that? Not working and not being able to put food on the table and not be able to pay rent and not be able to meet your bills

[00:03:04] and people look at me and wifey and they're like, oh, they worked too much.

[00:03:08] Not if you love what you do.

[00:03:10] I just told... I just made a big job change company switch change.

[00:03:15] I got an opportunity now of a lifetime really for me, for somebody like me.

[00:03:19] What? I've been... I got a dream job and no shade and no discount to any other job I've ever had.

[00:03:27] They've all been amazing. I've been very lucky in my career even in the bad situations.

[00:03:33] I've always... What you just said, right? You got to appreciate what you have.

[00:03:37] I've always appreciated what I had or something that my mom really passed down to us very well.

[00:03:41] You got to appreciate what you got and all.

[00:03:44] Oh, so what I was telling... I just shared with my new team.

[00:03:48] I'm living that statement of if you love what you do, you'll never work a day in your life.

[00:03:55] Yeah.

[00:03:57] I just... I love what I do, man. I'm loving what I'm doing and there was a moment where I was in life early on.

[00:04:05] Oh, man. I couldn't connect with that.

[00:04:07] I could connect with it but I wasn't there yet.

[00:04:09] I knew it meant but I wasn't there yet.

[00:04:11] It's like, wow.

[00:04:12] There's a moment in life where you have a recalibration of focus and what matters.

[00:04:21] Some of you that are listening to this episode right now,

[00:04:24] you may be in that period where you're trying to figure things out.

[00:04:28] Trust me, keep going down the path that you're going down.

[00:04:32] Pursuit of things that you love that bring you joy.

[00:04:35] Even if they don't bring the money right now, continue doing it out of the pleasure of your heart

[00:04:40] and you'll be surprised where that may lead you to.

[00:04:43] Yes. It's Gary Vee says all the time.

[00:04:46] Oh, if you're frustrated with your nine to five, what are you doing with your five to nine?

[00:04:51] What you doing with your five to nine?

[00:04:53] You going home, you just picking out, just watching TV, blazing something up,

[00:04:58] having a drink and just laying out.

[00:05:00] Yes, what?

[00:05:01] You're never going to get more than that nine to five.

[00:05:04] You could have the greatest job in the world.

[00:05:07] But if you don't love it, it's not the greatest job in the world for you.

[00:05:11] So that and I've lived and way before Gary Vee said it,

[00:05:17] that's something that I've lived for like that's,

[00:05:19] it's a hustle mentality, right?

[00:05:21] And I just learned from my new boss shout out to Eric bro shout out to Eric wraps rocket youth brands.

[00:05:27] Man, we over there killing it and he says something about the hustle mentality.

[00:05:31] And I'm not going to say what areas don't have it or do have it.

[00:05:36] But we were talking about that concept about just having that hustle that fire in you.

[00:05:42] And I think that when you do New York, it's common.

[00:05:45] It's very common for people to have that hustle that burning desire right?

[00:05:50] And anything to survive and make money for your family.

[00:05:54] I think about my first time going to New York even to this day,

[00:05:58] the guys out on the street doing the flips and dancing and interacting with people just stopping,

[00:06:03] just giving money like, y'all every day need to feed their families is how they do it.

[00:06:07] But they're going out there every day every night using whatever skill says they have

[00:06:11] to get those funds for their family.

[00:06:14] And it's not for none if you can, it's true.

[00:06:16] If you can make it there, you can make it anywhere.

[00:06:18] A lot of bosses in South Florida.

[00:06:20] They really love that mentality because and that's why I've thrived down here because unfortunately in these beautiful vacation type places,

[00:06:30] everybody is just trying to chill.

[00:06:33] And so here and I think that's why New York is thrive here period because we come down with that hustle mentality

[00:06:39] and we burn it up.

[00:06:40] And then just like, oh yes, I love this guy.

[00:06:42] Yeah, I mean, not to say that any other not to say that any other group of people don't have hustle mentality,

[00:06:48] but Brian is just.

[00:06:49] No, it's a experience.

[00:06:50] Yeah, I've met some Floridians that have it as well,

[00:06:53] but it's just it's just like I said, it's not the people.

[00:06:57] It's the place.

[00:06:58] It's just the kind of thing you grew up in a tropical resort type life vacation type life is tough.

[00:07:03] It's pretty much sunny all the time.

[00:07:05] It's not sunny all the time.

[00:07:06] You get some rain, but it doesn't really get cold too cold down there.

[00:07:10] Yeah, trying to chill all the time.

[00:07:12] Really trying to chill.

[00:07:13] I don't know why I love you.

[00:07:15] But you like the cool.

[00:07:16] I think you appreciated the seasons, right?

[00:07:18] You spent time around the world which not everybody has gotten to do that.

[00:07:22] So I think being that you've been exposed to the world that damn this he is beating on me.

[00:07:27] Yeah, folks, you got it.

[00:07:28] You got a good glimpse into who we are today.

[00:07:31] I don't know if we we didn't really give a origin story on this show.

[00:07:35] No, we haven't and at all maybe that's something that we can do about ourselves.

[00:07:39] Absolutely, absolutely.

[00:07:40] Look at that.

[00:07:41] Yep.

[00:07:42] Yeah, we never really did that.

[00:07:44] Yeah, no, we definitely we can do that on here.

[00:07:47] And for those of y'all who have figured it out, I'm from New York.

[00:07:50] Walt is from the world, the Army Brat slip goal in the world, right?

[00:07:54] And me and Walt met down here in South Florida about eight seven eight seven eight years ago now.

[00:08:00] Yeah.

[00:08:01] And just immediately he was one of them hustle mentality, just like that burning desire inside.

[00:08:07] And literally the first day we started working.

[00:08:10] Walt pulled up a spreadsheet and was shared the spreadsheet and was like we're going to put our ideas on here.

[00:08:16] And I don't know we talked about it last week.

[00:08:18] I don't know if it was on this show or not but the car wash was on this show.

[00:08:23] Yeah.

[00:08:24] That was the first day I met this dude.

[00:08:26] Now mind you.

[00:08:27] We just thought we just met we're working together.

[00:08:29] He's already yeah, what's this next business we going to do?

[00:08:31] It was just that type of thing and that type of vibe man.

[00:08:34] I encourage folks to do what they love.

[00:08:36] I think everybody has a place in this world.

[00:08:39] If you don't if you don't, if the hustle mentality isn't you then that's it is what it is.

[00:08:44] That ain't but you can't also complain.

[00:08:48] You know what I'm saying?

[00:08:49] If you want more.

[00:08:51] Exactly.

[00:08:52] But for me, I think it also boils down back to that quote that started all this conversation right is acknowledging the good.

[00:09:01] What is good?

[00:09:02] You have some of you have shelter and other people don't have shelter.

[00:09:07] Some of you have beds and other people aren't sleeping on their floor sleeping outside sleeping in their car.

[00:09:13] So many of you haven't missed a meal in a couple of weeks or days.

[00:09:17] There's people who are skipping meals daily just to feed their children or their loved ones.

[00:09:22] There's always enough good right so like you can have all the money in the world is still be sad because you're everything.

[00:09:29] View everything as bad and your perception so your protestion has to change.

[00:09:34] Look at the things that you do have.

[00:09:36] Is either your glasses half empty or it's half full?

[00:09:39] That's the difference in this life.

[00:09:42] Yeah.

[00:09:43] No, you said it.

[00:09:45] You said it man.

[00:09:46] You can't say no better than that.

[00:09:48] Excuse me bro.

[00:09:51] I'm sorry man.

[00:09:52] You okay?

[00:09:53] Nah, I'm feeling a little sick.

[00:09:55] Which reminds me crap man.

[00:09:57] I need to put in my sick time.

[00:10:00] Oh, what system do you use?

[00:10:03] Time track go.

[00:10:05] The simply better employee time clock software that is going to make your life easier.

[00:10:11] I don't know if you know man but it already has a unique graphical employee time card.

[00:10:17] And it's awesome because it helps you quickly identify and fix the mistakes.

[00:10:22] That's right.

[00:10:23] Now did you say that?

[00:10:24] They just announced the addition of automatic PTO accrual earnings so you can say goodbye to those manual calculations.

[00:10:30] Time track goes.

[00:10:31] New automatic PTO accrual feature takes the hassle out of tracking those earned in accrued times.

[00:10:38] Assuring accuracy and consistency for both employees and HR teams.

[00:10:43] Oh, that's golden.

[00:10:45] That's awesome.

[00:10:46] You know what?

[00:10:47] That's right.

[00:10:48] I remember that.

[00:10:49] I read that you can choose from various rules like yearly, monthly pay period, hourly, and hourly percentage to seamlessly align with your company's policies.

[00:11:02] It includes new state sick leave.

[00:11:05] Awesome because I'm not feeling good. That's going to help.

[00:11:08] And you can do vacation hours that automatically increase with length of service.

[00:11:15] Man, like how could someone find out what a simply better solution could do for their business?

[00:11:19] Oh, so learn more.

[00:11:21] They're always doing a 14 day free trial.

[00:11:25] Someone should go to their website at www.timetrackgo.com.

[00:11:32] That's T-I-M-E-T-R-A-K-Go.com.

[00:11:40] Or if they want to call, the number is 888-321-9922.

[00:11:48] Let's go.

[00:11:50] Yes, sir.

[00:11:51] All right.

[00:11:52] Let's get into it.

[00:11:53] We got some pay news updates to share with folks and all right.

[00:11:57] Mine is the first.

[00:11:58] All right.

[00:11:59] Let's see.

[00:12:00] So my article that I'm sharing.

[00:12:03] So today's topic.

[00:12:04] Oh, sorry.

[00:12:05] Episode 23.

[00:12:06] Like I said, but we're talking about not employee engagement employer engagement, right?

[00:12:11] Because this is the show about employees.

[00:12:13] We just want to come out.

[00:12:14] Everything we do on this show wants to I want it.

[00:12:17] We wanted to be from the angle of the folks who get paychecks, right?

[00:12:21] We already were everybody works for a company.

[00:12:23] The companies they got to do they have to be their own advocates.

[00:12:27] We are your advocates.

[00:12:29] Okay.

[00:12:30] Yeah.

[00:12:31] We're going to talk about employee engagement, but really through the lens of an employee and what does that look like?

[00:12:36] And the article I found is from ink magazine and it says a Gallup report.

[00:12:42] A Gallup report on engagement shows that companies have a big problem with youth.

[00:12:49] You the younger workers for some reason, employee engagement numbers for younger employees have been dropping like a rock.

[00:12:57] Why is that?

[00:12:58] I don't know.

[00:12:59] We'll explore it a little bit and what's up?

[00:13:01] I can I can tell you right now because there are the younger generations have access to make money in different ways versus going to work in somebody's restaurant.

[00:13:11] Or fast food chain.

[00:13:12] Like they can make money on TikTok or Instagram or whatever social media platform they're on, they can they have access or the ability to get some funds and it might equal out to the same thing.

[00:13:25] So why should I go work for mental wage at fast food place?

[00:13:29] And I can make that all more from home.

[00:13:31] From what I love as we just spoke to one of the things that I love and just post on social media all day.

[00:13:37] Yes.

[00:13:38] And sales people think about the TikTok shop, the TikTok shop is blowing up and that's a that's really you did developing sales people.

[00:13:47] You know what I mean?

[00:13:48] Which by the way is the number one paying job in the world right how do I know about that?

[00:13:53] Yeah, number one in the world if I thought if I somebody told me that when I was younger, I've been a salesperson for 20 something years now.

[00:14:00] You know what I mean, but I didn't know.

[00:14:02] But so that is creating it's creating a whole new lane of work into your point.

[00:14:08] Folks are not just work from home, but they're working doing the things that they love because you see people like I see people doing the and it's crazy, but I'm like I like it is when they do tours of their way they live so that somebody doesn't in New York.

[00:14:22] Right, there's a few people I follow that do it in New York and I follow them because it's nostalgic is oh man.

[00:14:28] I know this spot that spot but I also follow this dude that doesn't in Chicago because I have never been I've been to Illinois, but I've never and it was just for work and it was like a commute in and out in the same day.

[00:14:41] And but I've never been around the city so this guy does the city like that.

[00:14:45] There's probably one somebody in Miami, so different just different lanes and my point was you don't necessarily have to be home they're outside they doing things but they use it social media as this platform to create a new lane of revenue and it is killing jobs.

[00:15:00] It's killing the job market.

[00:15:02] I just share something with you about this on top, right?

[00:15:07] What is it 62% of restaurants or port being understaffed.

[00:15:12] Yep, yep. So Walt sent me this TikTok video about the first AI driven but it looks like a burger joint.

[00:15:22] They said something the name is something but it just looks like a burger joint not whatever but and what you notice is how we talk about AI that they still need that human liaison because the last steps if you saw the finishing touches still get done by human.

[00:15:39] But the work the dangerous part of it frying the fries making the burgers the dangerous part of the cooking is done by the machines.

[00:15:47] And then it gets I guess whatever assembly, whatever it is in the person is finishing it off and putting it out this is it's changing the landscape of things and this Gallup report shows that engagement has stagnated for US employees and that has some pretty serious implications for employers according to the report.

[00:16:06] Only 33% of US employees were engaged in their work and workplace in 2023 representing a lost productivity of 1.9 trillion dollars, right?

[00:16:23] But when Gallup dug a bit deeper into the data, they found that some very interesting and concerning it was differences in age groups here by far.

[00:16:33] The most engaged group of employees is baby boomers baby boom they know they built for me boomers built corporate America right and those folks were born between 46 and 64 according to this report 36 of boomer 36% of boomers are engaged at work and increase they say.

[00:16:52] And by two percentage points from March of 2020 that's right because it's the worth ethic right so as the younger ones went down somebody has to pick up the slap.

[00:17:02] So while it's good news for business leaders, the news is not so good when it comes to younger workers in fact it's pretty brutal Gallup found that the percentage of engaged Gen X employees then I mean you fall and oh no you don't I find the Gen X.

[00:17:21] Yes, you're on the Coussey but you're more than the next one it fell from 35 to 31% interesting and the numbers for older group of millennials that be you fell a whopping 7% from 39 to 32.

[00:17:38] And then finally the Gen Z and the Lung young millennials fell 40 oh no fell 5% from 40 to 35% a drop in 5% of points.

[00:17:50] So with this information, what can you do to increase engagement for your young people? I don't know that's for the employers to figure out but yeah, the point of the article was like it's just that we talking employee engagement that's we're going to define it in a little bit after wall shares his.

[00:18:07] But I just want to drop that nugget out there just as a teaser to employee engagement and as we go through it man younger folks.

[00:18:16] I actually love what the young folks have done for the workforce because they came to the workforce like we're not accepting toxic masculinity we're not accepting toxicity period we're not accepting mistreatment we're not accepting these things we're not accepting burnout culture.

[00:18:34] Burn out thank you sir thank you we're not accepting that and we need we want to like where we work we want to be treated we want to be paid we want to have the things that you want us to go to the office we need snacks we need comfort we need you know what I'm saying like we need all these things so I'm loving it because I came from a place where it was like burnout culture right and that the burnout culture was the way to win.

[00:18:57] So I'm like now it's like whoa I don't have to burn out to succeed at this job you know what you got for us before I get everybody's head off.

[00:19:08] No you're good man so that was a great article that you share and when I posted my article here I was almost thinking about the same thing right but I came from a different angle like what employee relations issues could impact employees being engaged at work.

[00:19:25] So I looked up the most common the six most common employee relations issues to see things that would make them disengage basically yes yes okay.

[00:19:34] Yes oh what what a see how the universe where we mind you guys we do not pre plan we pick a topic and then we prepare on our own and come together and it's and I love the way we do it so anyway go ahead.

[00:19:46] Yeah man so my article is from dot net and it's about employee the six most common employee relations I won't read everything I'll just go through what the most common ones are and I'll ask you for those of you that are employees do you identify with any of these.

[00:20:01] We're all you know what I'm saying and how they impacted your.

[00:20:06] And level of engagement at work the number one most common employee relation issue is an hours worth dispute employees may dispute working hours which may cause potential clump conflicts you know what I'm saying so especially if there's no clear concise explanation from the employer to us as employees.

[00:20:27] Alright man if nobody's taking the time out to really explain to us the regulations and the rules behind things then that can cause issues the number two most common employee relation issue is pay raise you know you may feel as hey I've been doing the work I've been going above and beyond.

[00:20:45] And you think you may deserve a little bit more than the 3% or 2% raise that everybody gets right that may cause you to want to be less engaged at work especially they're like no it's common for everybody to get 2% or 3% and that it is what it is and sorry to tell you that that can make you want to check out as an employee up annual leave management that could be a.

[00:21:10] L.A. like maternity leave or that could be pto for what I read in this saying so that could be difficult right especially if you work hard and your company only gives you one week of pto or 2 weeks of pto some people start to complain say I only get 2 weeks of pto and I've been here 5 10 years and that's the cat war yep you know those answers that can make a person want to be this and get like this and get it yeah I can take any time off you know I'm saying speaking to the burn out culture.

[00:21:39] That you and I experience you remember those blackout dates that we used to have to go as a professional hey you want to spend time with your family but hey the Sunday you can't take pto especially depending on your setup of your team you might not be able to leave or because it might throw everything off so that can really mess with employee engagement

[00:21:59] and then number 4 is interpersonal conflicts so you may have some beef with your team members you make somebody on your team it rub you the wrong way especially if there's some favoritism or something like that at work that whole team you and I have experienced that Brian oh yeah oh god yes so we've been through that where it messes with the morale and then if it messes with the room morale that can in fact affect the people's work ethic and their quality of output so

[00:22:29] yep that's another thing the number 5 issue is attendance issues especially if somebody's always calling out sick if you have this member of the team who's always like doing the bare minimum and stuff like that and always unavailable taking a like 2 hour lunch and night always scrambling and always rushing to do their work like this can really mess with other team members and make them want to hey this person can do this especially there's no repercussions it can make them feel like hey like what the heck is going on

[00:22:59] and then the last thing the last of the 6 most common employee relations issues is workplace safety so yeah oh hell yeah yeah some companies don't do a good job of they're not as mindful as it could be when it comes to employee safety at work

[00:23:17] and if somebody gets hard at work there's going to be like okay man like this job is too dangerous for me you know and they're thinking about their families and whatever takes me out and stuff like that right

[00:23:28] yep it was the article the video you sent that folks were they don't want to fry french fries and they don't want to make burgers they don't want to be on the grill they get em burned

[00:23:37] the conditions aren't safe back then the kitchen people get cut keeping getting burned they don't want to do it yeah oh and by the way and I think we is as worth mentioning employee in this engagement is the same as quiet quitting

[00:23:53] and what is the buzz yeah that's the term for this because then that's the employee term for this employers are calling an employee engagement employees that is like hey that's quiet quitting we don't know so just to put it in perspective that is the same thing folks that's what we're talking about

[00:24:11] and yeah man the stuff is real life it is yeah that's it let's get into it so then what is employee engagement really mean right so employee engagement describes the level of enthusiasm

[00:24:28] and a dedication a worker feels toward their job employee engagement can be critical to accompany success not can be is critical to accompany success given his links to job satisfaction employee morale engaged employees are more likely to be productive and higher performing

[00:24:47] absolutely not can be it is critical there's a statement out there that says if you take care of your people your workforce they will take care of your business

[00:24:58] yeah right it's because there was a time where employers and companies and look if you've been out there in the workforce for a while you know what I'm talking about where

[00:25:08] companies just focused on customer service it was like oh we have to get the customers always right customer sir blah blah we're drive numbers KPI's and customer service but then they started realizing wait a minute somebody was brilliant enough to realize if I take care of my employees my workforce

[00:25:32] they're going to take care of the customer service for me they're going to be happy enough to say I got it and it's creating that it's creating that crucial influence that you have on your workforce if you don't take care of your workforce everybody's quiet quitting your numbers are going to go down your business is going to suck you know what I mean so really good information to process and folks I'm sorry

[00:26:01] we don't have all the answers because I'm thinking about now man what about those workers that are just really hating their life because of their job and some places are really bad to work at it's not that it's not always the person that has a bad mentality of it

[00:26:17] yeah it could just be like hey we're short staffed think so think about the we spoke to in the beginning of the episode right we talked about the restaurant workers and I know we keep going back to them but if there are we just relevant yeah we just it's 62% are of restaurants are understaffed that means there's stress on the people that are actually showing up to work

[00:26:38] and so think about that comes to effect or so when you pull up in the drive-through and they're not as pleasant with you because they've been having a rough day on so called out and they haven't been able to take a lunch there being under feet for 14 hours that day

[00:26:55] they may not be so friendly to you I'm going to next time I go take my little one to McDonald's I'm going to bless them with some dunking donuts or something because we frequent McDonald's a lot and I see the stress when I see them in the

[00:27:07] and you can see it when I'm like when I'm nice to you know the I try to be pleasant custom good thank you so much an appreciative because they're serving my food you know what I mean like how in the world will you give these people that are serving your food a hard time yeah you don't I'm saying is beyond me they have your food you know

[00:27:27] sometimes drop them some donuts or something I wish it could be more but look man shout out to all you all that are actually out there grinding it out at these fast food places that make it happen for us because it's not hard it's not hard one more thing before I hand it off is what is an example of employee engagement in the workplace right so good examples of employee engagement include employees that show up to work with the sense of purpose a deep commitment

[00:27:56] to the organization dedication to performing well a collaborative attitude good communication between coworkers and leaders and the ability to give and receive feedback positively this one I like that last point I like they're all important but I really like this one because

[00:28:16] not everybody feels like they can talk to their bosses or they can talk to HR without being like targeted and whatever giving and receiving good feedback yes before I go into mind it's interesting because like Brian said we don't really we have a little walk through but we never planned it out full no I'm gonna say this I'm gonna say that so it's good as I said way into my point about our roles as employees in enhancing engagement with the company

[00:28:46] engagement at work so perfect as good because Brian touched on some of those in his but before before I do that I want to pull up some I want to talk about some percentages that I just pulled up here and I think it may have been some of the things that you talked about but there was a November 23 gallop pole that was taken and so November is just a few months ago

[00:29:08] it said that out of all the US employees only 33% are engaged at work it says while 17% show up and just do the bare minimum on their phone do their job at least they do their job right then I do the ask about it but they're actively disengaged like that that means they're checked out

[00:29:34] and then the other part of this is that according to people managing people dot com engaged employees increase productivity by 14% wow so think about it those 33 people those 33% of people are actively engaged are increasing productivity and probably covering up for the people that are actively disengaged right

[00:29:58] so that's definitely yeah go ahead so no 33% are actively are not engaged or no are engaged 33% are engaged yes and then you said what it was 20% that I'm just doing their job no 17% that are actively disengaged that means they're like they go to work and they're not doing their own purpose not

[00:30:21] oh dang okay I missed that's my bad that's why I got confused and then the 33% of the rest of what that's 50% so that means everybody else is just I am going and I'm doing my job I'm doing that's it I'm talking to the coasting yes I clock in at 9 I leave it for 59

[00:30:39] so they're not they're neither over they're not disengaged or overly engaged they just all right so 50% of just showing up doing their job getting through the day fair okay I get it now wow man yeah no and I wonder folks where do you feel like y'all fall in that right and read yeah reach out and tell us reach out and let us know whenever you hit this

[00:31:03] episode even if it's months from now oh they're not thinking about this anymore yeah we are we still think about this old this our job this is our work this is a cheat code for us this job this makes us better at our job our job is better at this yes no ever hesitate to reach out right now the biggest platform that we are on for this show is Facebook really but we are on LinkedIn as well you can reach out to us on LinkedIn

[00:31:26] oh man wow this is great wait so wait oh you need to get into your point yet I'm about to get into my seven points for her really quick so number one you as an employee these are things that you could do to enhance engagement your own engagement

[00:31:44] not it so right number one maintain what a level up yes sorry want to maintain work and life balance that means you take ownership of managing your workload and your personal

[00:31:56] responsibilities and you have to communicate proactively with managers about your workload and your deadlines so that means

[00:32:02] you set the table and you set the expectation like hey boss this is what I need to do I'm a single parent

[00:32:08] I need to go pick up my kids at this time so at this time I need to do this and do that you need to set those

[00:32:13] boundaries and maintain that and that that may help you remain engaged at work especially if your company is

[00:32:20] hey yeah that's fine as long as you as long as you get your work done and you need to meet all your

[00:32:25] deadlines we're good yeah that may help you as an employee want to remain engaged but you have to

[00:32:31] set those boundaries right you want to product number two you want to prioritize well being so

[00:32:37] actively participate in wellness initiatives and seek support when needed practice self-care and

[00:32:43] mindfulness to manage your stress effectively so we're especially no matter what type of work you do

[00:32:50] whether that's your have an office job you have physical labor whatever that may be you're going

[00:32:56] to have different levels of stress whether that's mental stress physical stress whatever so you

[00:33:01] want to definitely make sure that you take care yourself as the employee so you don't experience

[00:33:06] that mental exhaustion or physical exhaustion so much make sure you're sleeping enough make sure

[00:33:11] you're eating enough do what you have to do to make sure you take care yourself and that may definitely

[00:33:17] will definitely help you at work yes number three and this is to the point that the last point

[00:33:23] that Brian gave is provide feedback and stay informed you want to engage in feedback opportunities

[00:33:31] provided by your organization offer constructive feedback and suggestions for improvement to

[00:33:38] contribute to a positive work environment that is us we as the employees should speak up and say hey

[00:33:45] maybe if we did this maybe if we did that and get and give our insight as employees to the company

[00:33:50] so it can help the company be better right once the company is more is better then it's going to

[00:33:57] be the lives for us better as employees that's just my opinion I did you also want to stay updated

[00:34:05] on company news and policies through the internal communication channels and actively engage

[00:34:11] this relevant relevant information and initiatives so when you log in it's a say you have an ADP

[00:34:18] and an ADP workforce now you can have different things from your company that's posted there

[00:34:22] and it can be very helpful to you as the employee oh I didn't know that read the newsletters read

[00:34:29] this read that that will help you remain engaged in being informed number four I found interesting

[00:34:36] you want to be able to adapt to remote work as an employee right so that means that kind of

[00:34:45] goes feedback feeds back into that number one for me maintain work and life balance so let's say

[00:34:52] because of COVID you had to adjust how you do things and now you work fully remote or you're in a

[00:34:57] hybrid situation and you have now you don't put your kids into daycare all day or you're able

[00:35:03] to go pick them up now you want to be able to adapt to that and make sure that you adapt your life

[00:35:08] according to your work schedule right and embrace those challenges and opportunities of

[00:35:13] remote work and maintain communication with colleagues and participate in the virtual meetings

[00:35:19] and in the activities so if you're company if you're remote and your company has a monthly or

[00:35:23] bi-monthly company meeting are gathering don't miss out on those there could be some helpful

[00:35:29] information one of the things I asked Brian a little while ago before he went on to his current job

[00:35:35] now ask him hey what do you notice that I could do better right when it comes and one of the

[00:35:41] things he pointed out to me hey be more present in meetings I know you're trying to do this I know

[00:35:46] you're trying to do that I know you'd like hey you're going to go get it and try to multitask but

[00:35:50] you might miss some important information in the middle of the meeting and I was like oh wow

[00:35:55] you know what yeah there's been plenty of times that I've done that and looked at my other screen

[00:36:00] looked at an email reply to an email and I missed something that was important for me whether even

[00:36:06] if it wasn't something a duty that I had to do or my team had to do I miss a important an important

[00:36:11] nugget of information yeah yep right so yeah number five now you want to clarify your

[00:36:18] expectations so go to your boss and seek in your manager or your HR team or your payroll team and

[00:36:24] seek clarity on your job responsibilities and organizational goals and communicate openly with

[00:36:31] your managers about your concerns or areas where additional guidance is needed Brian spoke

[00:36:36] to this earlier sometimes you might be scared to speak up because if I don't know something how's

[00:36:41] my boss going to look at me and I've been in places like that I'll share a personal story really quick

[00:36:46] not to jump the dragon on but I'll show you why I asked a question to my one of my managers at

[00:36:51] this place that I worked and because I asked a question and I and because I was still new there

[00:36:57] I didn't know how they've done stuff I had other experiences in my payroll career and this woman said

[00:37:04] are you stupid? Yo are you stupid? You told me this before too and every time I'm like what in the

[00:37:12] half yeah and I was just like and I and I turned back I was like oh come here I just asked a question

[00:37:18] word whatever you're my boss right you should it's your so I say that to say it's okay it should

[00:37:24] be okay for you to ask those questions right you want to clarify your expectations hey am I doing

[00:37:29] this right that's basically what I was asking her hey am I doing this right am I thinking of this

[00:37:34] right right some of you may have to ask yeah and some of you may have been in that our currently

[00:37:39] going through that so continue to do that and if you work for a place that has poor boundaries

[00:37:46] and says offensive stuff then you might want to look at different means or whatever because

[00:37:53] that can clearly make you want to check out and then number six we talked about already you

[00:37:58] want to be active in your participation right you want to engage and be collaborative right I

[00:38:03] said the same thing be collaborate with different teammates and different departments in the

[00:38:09] organization whether that's in person or virtual contribute your different ideas and perspectives

[00:38:15] to foster teamwork and innovation right think about that imagine if you had an idea

[00:38:20] that may change or that may change the way things are done at your job or you may say hey you may

[00:38:27] give a suggestion that sparks something else to somebody else and then oh you know what about if we

[00:38:31] do it this way it just because from you being from you not being afraid to speak up and participate

[00:38:37] actively and then number seven last one here you want to engage with benefits and you want to also

[00:38:45] celebrate the achievements take advantage of the employee and but benefits and perks offered by the

[00:38:52] organization you could have how many times I've worked for someplace and people the employees there

[00:38:59] didn't know that they had employee discounts and perks and stuff like that's yeah I got a note to

[00:39:05] talk about that yes you know what I'm saying like how many times has that happened and people are

[00:39:10] like wait I can say I can save my Verizon bill look like I can save on my I can save on groceries

[00:39:16] I can save on no I love going to the theme parks so I could save on an annual pass if I didn't know

[00:39:22] that and yes encourage engagement for you as the employee so take advantage of those seek out

[00:39:28] the different employee benefits and perks that your organization offers go to your HR folks and help

[00:39:34] point you in the right direction hey do we have any perks here and then you want to you want to give

[00:39:38] feedback on those as well and then also the another thing that you want to do that may help you

[00:39:44] and others remain engaged as you want to recognize the accomplishments of your colleagues

[00:39:49] and yourself and celebrate the team wins and successes show your appreciation for the efforts

[00:39:56] of others to foster positive and supportive work culture support each other man we need each other

[00:40:02] in the in the state conclusion employee engagement is a collaborative effort between the employers

[00:40:07] and the employees by fostering open communication as Brian said supporting well-being and

[00:40:13] recognizing contributions organizations can contribute to a positive work environment where

[00:40:18] employees feel valued and are motivated to excel this is what you can do that means get involved

[00:40:26] in a nutshell yeah yes the employee need to get involved and if your employer is not doing right

[00:40:33] by you or your peers or coworkers whatever you want to call them yep then you may want to start

[00:40:41] looking at other means and options anything you want to add to any of that bro yes I made a

[00:40:46] note specifically um so we're trying to keep some of those here so like the main number one one

[00:40:53] the maintain your work life balance it in the way it said take ownership of managing your workload

[00:41:01] right it that can mean a lot of different things so folks from people I learned I got the idea from

[00:41:09] a CEO and if I remember his last name I would shut them out where that here we go uh well yeah it

[00:41:15] is Costa Jose Costa he is now he's he's now leading a different enterprise but we worked together

[00:41:21] somewhere he was my CEO at one point wrote a book and he said he and I adopted the same thing he

[00:41:27] said he works from nine to five but five to nine is his family time right you got to balance things

[00:41:34] out he would right I've dinner with his kids you can do we play game both but whatever put this

[00:41:39] kids to bed and then from nine to whenever you you tolerate as yours he jumps back on get some

[00:41:46] work done right boom the email whatever it is so I have adopted that same pattern and it's done

[00:41:54] wonders for my career right because now I'm not and when I jump back on it doesn't always mean

[00:42:01] that I'm jumping back on to do my to to do work for my nine to five I do some podcast work

[00:42:08] right I'm teaching now so it's prepping for teaching and courses it's doing other thing part time

[00:42:15] things whatever the case may be you have that now a whole another time slot where you can get

[00:42:21] be productive and sleep when you I'm not saying don't sleep but you measure that out how you need

[00:42:27] to sleep and you plan your life out of accordingly but that's what's taking ownership of your workload

[00:42:33] that's what that means right don't wait for nobody's gonna tell you how to do this nobody's

[00:42:38] gonna tell you how to be successful because guess what they're doing it they're grinding

[00:42:42] out then and I'm gonna give you the cheat code but we are we're here to give you the cheat code

[00:42:48] you know what I mean you may not like the way it sounds you may not love it but this is how it is

[00:42:53] are there different roads to success absolutely it's a hundred different roads you find the one

[00:42:58] that works for you what was the other one oh the the force it's not force but the what was it

[00:43:03] adaptor remote work that my side yeah and I noticed you said you found it interesting because

[00:43:09] it may sound crazy to folks to because not everybody can work from home no some people don't want

[00:43:14] to work from home now we embraced it I think we embraced it just fine but there are people who

[00:43:21] struggle to work from home because they not they can't stay productive from home they're too

[00:43:25] tempting by watching TV cooking or the cleaning even being doing housework or whatever

[00:43:33] guess what I don't recommend that you try to raise a toddler or a non-school aged kid and be

[00:43:39] home from work that's probably not gonna work I'm a parent I'm gonna tell you that I don't think

[00:43:44] that's gonna work because shoot I tried in the pandemic I was here was forced to be home my girls

[00:43:49] and it wasn't productive it wasn't productive my they want a million snacks during the day it's

[00:43:54] ridiculous but I'm working yeah well hello I am actually working so now so what I my

[00:44:02] suggestions to that is if you're forced because guess what most places will be like oh you don't

[00:44:08] want to over home you come on back to the office but it but I get maybe you got a remote job

[00:44:14] only and there is no option of going into the office create the remote plate go to somewhere else

[00:44:20] go to Starbucks go somewhere else if you can try to create an environment where you have to leave

[00:44:26] your house and go work you know what I mean it's just throwing that out there for those of them

[00:44:31] that have to a library a library a library yeah I was thinking the library you can even some hotel

[00:44:37] even some hotels and half free and that stuff you can go sit in the and they won't even bother you

[00:44:43] whatever there's a shared not that you need to spend money or whatnot but there's a shared workspace

[00:44:49] I'm actually in a shared workspace right now and I have a feeling we have an office in that shared

[00:44:54] workspace but I have a feeling that there are folks who don't have an office there and they just

[00:45:00] I would imagine they pay just to sit in the common areas and work yes and get and they have a

[00:45:06] place to go work because they don't want to work at home you know so that might be a lot more

[00:45:11] affordable so no I don't need an office I just need somewhere with Wi-Fi and I could get

[00:45:15] on my calls or they say they don't have their space on the room at home to work like that because

[00:45:22] their partner are the significant others all for home yeah and so hey and they have their kids

[00:45:28] there's like it could be a merit of things and yeah watch us watch us why this thing said you have

[00:45:33] to adapt yes my so my wife she doesn't work from home but when she doesn't work from home as a rule

[00:45:41] she works from home same thing with me right we work like she comes home those are another few

[00:45:46] hours in and when she after some family time same deal she had to relocate her office because we

[00:45:51] were in the same area at one point but I'm so loud that her I was on her meetings and didn't need

[00:45:59] to be like her people were like man who's screaming who's whose man's voice so loud and Millie's

[00:46:05] always my husband and my husband and he's right here so she had to relocate her space because

[00:46:12] I actually did work from home right and she didn't so she's okay she adapted to it so whatever

[00:46:17] you got to do it try to adapt and then the other one that one the info you covered it basically the

[00:46:25] information at work you don't even realize there's discounts available there's opportunities to do

[00:46:30] things you think your you can't say my company sucks if you're not even keeping tabs on what the

[00:46:37] company is offering yeah you missed the barbecue company had a barbecue last weekend you missed it

[00:46:42] that's that's perfect because because you got I was going to a question and I remember

[00:46:47] and it's perfect that you said that you remember not the one that we did for payroll when we were at

[00:46:53] that other place yeah for you but it was the company sponsored one yep I remember and you

[00:46:59] remember that like me I was like oh we're trying to win and stuff like that and then I realized

[00:47:05] when we ended up like being one of the top teams there but I realized that everybody else wasn't even

[00:47:11] really actively participating they were just we're engaged yes we're engaged and I'm just like oh

[00:47:17] yeah mr. tryhard being engaged trying to have fun and trying to win and it's just like oh jeez

[00:47:24] nobody even really cared to be here not free food a day out of the office free food because it was

[00:47:31] during the workday so everybody was happy to leave not be at work that day yeah exactly right

[00:47:37] it's folks they're just disengaging they're there for the free food and when that's okay but I

[00:47:42] promise you if you change your attitude just a little bit at work and he kind of what did you

[00:47:47] get mr. tryhard if you got a little bit of that that will go a million miles for you at work

[00:47:54] yes look what was the stat it increased by fort productivity by 14 percent you know what I mean

[00:48:01] because imagine when you're just like border lining in and disengaged you're dropping your

[00:48:07] productivity so much that it's gonna get noticeable at some point yeah man it's really good stuff

[00:48:14] man I hope that folks and something just say hopefully it helps you maybe look at things a little

[00:48:20] different stop worrying about which you know it's like it reminds me like that the school mentality

[00:48:25] oh you a teachers pet your teachers pet yeah yeah you have work now this is your paycheck this is

[00:48:31] your livelihood this what you're using the lives to take care of your family take care of your own

[00:48:35] life don't listen to that one who the what is it the slacker don't listen to the slacker

[00:48:40] they don't know these are cool kids anymore yeah we got to work when to do we got a paycheck not in high

[00:48:45] school like you shouldn't succumb to peer pressure you shouldn't allow anybody else to make you feel bad

[00:48:51] because you're working hard and I went through it when I first met Brian I used to get ragged on

[00:48:58] and people used to say some pretty messed up stuff yeah because because I was in there working

[00:49:03] and trying to learn from Brian and asking questions instead of just sitting at my desk and just

[00:49:09] sitting around I was trying to I was trying to say hey this is hey this is my work ethic I'm putting

[00:49:14] in this doing this so how can I help what kind of learn trying to gather all this information

[00:49:19] and that's what's gonna help you excel in life though you shouldn't expect to excel as an employee

[00:49:25] if you're not actively engaged like just don't sit there and expect a hey why having

[00:49:31] that guy in the top percentage of rates how come this person got a 10% raise but not me I do enough

[00:49:37] I'm a good you could be a middle of the pack good employee yep but you that you might just get that

[00:49:45] 5% 4% raise and not get what other person is getting because they're grinding

[00:49:51] and they're helping out and they're staying late yeah I'm saying let's just my opinion say it again

[00:49:58] would you say your mental opinion what no you can't expect to do more if you're not engaged

[00:50:03] something yes you can't if you're a middle of the pack and worker don't expect top worker or

[00:50:11] high performer results or pay if you're just right in the middle of the pack that's right

[00:50:17] that's when you edit this episode when you said it right before here that's your little nugget

[00:50:22] to start this episode with perfect bro it was it nails it on engagement right you can't expect more

[00:50:27] of you not doing more basically by but the way you said it can't it was perfectly articulated man

[00:50:33] yeah man I love it bro what we little safe talk now safe talks gonna be I think we're gonna be able

[00:50:39] to answer this pretty quickly and then a teaser for the teaser for the next show so let me get

[00:50:46] let me ask you a question bro yeah who is no responsible for workers being engaged at work

[00:50:54] or engaged at work the employer are we the employee who you said I think you said this is an easy

[00:51:03] quiz not easy question we don't put easy questions here so I don't know what he's talking about

[00:51:07] it's not an easy question this is a hard one because it's almost a balancing act of sorry my

[00:51:13] little one is like dancing over here but it's a balancing act of you're okay baby it's a balancing

[00:51:19] act of the employer and the employee it's both it's the employee how can I say the employer

[00:51:28] cannot expect more from their employee if they're not doing their part and the same is true for

[00:51:33] the employee right we can't expect the employer to do more if we're not doing our part just now

[00:51:41] there's of course there are exceptions yeah if all but Brian you guys uh you guys obviously successful

[00:51:48] and there you love your jobs and blah blah blah but we didn't always we weren't always see that's the

[00:51:54] thing we owe this we behave this way even with bad bosses even at toxic environments you know I'm

[00:52:02] saying we've been stressed all the time stressful times oh gosh I had horrible bosses sometimes man oh my

[00:52:09] gosh and I outlived all of them thank goodness not outlived stayed like you know what I mean

[00:52:14] but because you gotta just go with that same energy go with that same that if folks you act

[00:52:22] because this is people blah all these guys are overachievers and blah blah blah look in high school

[00:52:30] man I did exactly that I went to school high it was don't think oh this guy's been over at

[00:52:35] she will know I was not I was I was the cool kids I was a see student I just to be yeah me too

[00:52:43] I was just like me B C's my teachers used to I used to drive my teachers crazy because they saw

[00:52:49] that I was smart they saw it like and I always got the same thing on my report cars Brian

[00:52:54] if Brian engaged in in in work he would be so much but if he engaged he applied there that's

[00:53:01] the one that's the one they use if he applied himself he would be so much but I was middle of the

[00:53:08] road all I was worried about hanging out with my boys getting the next starter coat getting my

[00:53:13] sneakers going to hang on the ad just to distract it all the high school distractions all of it I did

[00:53:20] or I actually failed my my my first semester of senior year and I had to make up my it extended my

[00:53:31] day on the last semester and actually went to night school as well shout out to Jamaica high

[00:53:37] school all your queens heads out there night school that Jamaica was not fun and I had to do

[00:53:43] all kind of stuff because I was slack in the first semester and I had to make up this is my senior year

[00:53:47] mind you and to graduate now I had to do this please don't take it like oh this guy oh no I was

[00:53:53] not always that that this person I am now you're speaking from experience right you're trying to say

[00:53:59] hey this is what is going to get you there and it's cliche to say like yeah I don't I can't say

[00:54:06] anything else different than what you just articulated for the question it is a balance in that

[00:54:11] right it's yes the only thing I could say is you have to think about it in terms of this

[00:54:15] it's a partnership relationship marriage that's how you have to get right there might be some days

[00:54:22] in a relationship where somebody has to give 80% in another person the only person can only give 20

[00:54:29] and that's okay it's give it take pick it up yeah pick it partner yep have to sometimes and

[00:54:35] shoot that's what you have to think about this relationship you have as just as many rights

[00:54:40] and to everything just as the employer does but you have to actively participate as the employer

[00:54:48] and the employee that's all I can say you know what I'm saying like drop fire yeah you done

[00:54:53] that's it yep yeah man yeah I might not enough to say oh shout out to Queens by the way you know

[00:55:00] you know Kings of Rock so that's it folks again I don't I think we have said it in the beginning

[00:55:06] episodes we're not coming at all you should be sure oh no we're coming from it come on you know

[00:55:12] you want to show your space go ahead hey world all right baby um we never we're not like trying

[00:55:21] to talk at y'all we're trying to talk with you and show you that a little effort can go a very long

[00:55:28] way in in this work and look and I'm not true I'm also saying you don't have to we're not in

[00:55:35] corporate advocates advocates no you got to go work in corporate America no whatever you do how

[00:55:40] you do anything is how you do everything so for you're doing out there just put that extra

[00:55:46] effort and do it right do some try to do what you love if you're young in the game right now do

[00:55:51] what you love and the money will follow you know what I mean yeah I'm all about the TikTok

[00:55:57] you YouTube like you creating this whole new lane and I love it I love it some of us older folk

[00:56:04] don't understand it they're like what do you mean you want to be a YouTube star you want to

[00:56:07] be a TikTok star they don't they don't get it I get it I get it yeah so whatever it is I'm not

[00:56:13] saying you have to go work at corporate no not at all but wherever that is even if it's your own

[00:56:18] company think about if you're leading a team and you're not engaged and you're not and you're not

[00:56:23] what bursting with passion every single day your team look what Gary V says Gary V's tells

[00:56:29] other CEOs how do you expect your team to work just as hard as you if they're not making the money

[00:56:35] you make yep you can't expect that so you got to level set your expectations if you're the boss

[00:56:43] listening to this show and you're like I'm the boss this doesn't apply to me yes it absolutely

[00:56:46] does yes because you that we're all looking at the boss for our leadership for our energy for

[00:56:53] that for wait wait how excited should I be because if he ain't if he don't care why do I if she

[00:56:57] don't care why should I care yep oh says sir yeah folks man we will check in next week

[00:57:05] we're gonna have season one and two review yes about your paycheck and we're gonna have some

[00:57:11] helpful reminders for you for the tax yes all right tax season folks let's get ready don't forget

[00:57:17] oh I got so many notes for that that's gonna be another great episode yeah folks yeah I'm excited

[00:57:23] y'all if y'all if y'all didn't notice energy levels are up let's get it up let's get it going

[00:57:28] let's get pumped going into this work week you know I mean engage folks engage and until the next

[00:57:35] time we love you please before we sign off here are a couple quick thanks don't forget to follow

[00:57:48] it's about payroll all LinkedIn and this about your paycheck on Facebook and TikTok thank you

[00:57:53] for being a part of our payroll community and thank you for being a part of this journey with us

[00:57:58] until next time keep learning keep growing and most importantly keep going