{"version":1,"type":"rich","provider_name":"Libsyn","provider_url":"https:\/\/www.libsyn.com","height":90,"width":600,"title":"MGW #13 - \u201cThe Employee Experience Advantage\u201d with Jacob Morgan","description":"GUEST: Jacob Morgan -- Founder of The Future Organization   https:\/\/thefutureorganization.com\/ https:\/\/www.linkedin.com\/in\/jacobmorgan8\/ Engagement efforts have failed. There\u2019s a lot of investment in surveys and measurement, but the numbers -- and the practices that drive those numbers -- don\u2019t change.   Engagement is a result of core workplace practices. It\u2019s not affected long-term by perks. We know when perks are installed to manipulate us.   Employment day 1, everyone is engaged. Then, slowly, the organization breaks people down, and trains them to become disengaged.   Part of the problem is that when corporations are focused on quarterly profit, things like changing workplace satisfaction that take time don\u2019t get the attention they need to move the dial.   We promote the wrong people. Leadership is a specific set of skills, and being a good individual contributors don\u2019t always have the skills that leadership requires.   There are people skills in your company already. Seek them out and leverage those skills. Organizations lie to recruits. We tell them how amazing and wonderful it is to work here -- even when it\u2019s not true. Now, the new hires quickly become resentful and unhappy, not only because of the environment, but also because of the bait-and-switch.   If you\u2019re an individual contributor, speak up about your experience. Manager\u2019s be committed to the success of others. Executives, take a stand for designing exceptional employee experience.   The common assumption is -- You need to give your employees challenging and exciting work. But the employer doesn\u2019t control what the work is that needs to be done. It controls the environment in which the work is done. How does the company require you to do your work? How does the company support you in your efforts? What is the culture of work in which the work gets done? What metrics are used to measure performance?   Results are a trailing metric. Behaviors lead results. Measuring and rewarding behaviors improves employee satisfaction and results both.   Environment can be controlled by the employer\/organization. There are three environments. Culture. Physical environment. Technology. These three environments all play together. It\u2019s important to deliberately design all three.   With every change an organization makes, it\u2019s important to consider the impact of change on the above three environments.   There\u2019s no such thing as an organization where 100% of the people are going to be happy all the time. The most important thing is how the organization responds to those people who at a given time are not happy.   The companies that are doing people well are treating the problem as a laboratory would -- with quick, measured, deliberate experimentation, not with a lot of drawn out thinking. Make attempts and respond to the results with new attempts.   This is a messy process. Decide for yourself whether this is a battle worth fighting -- at whatever level you are working. Expect that it\u2019s not going to be easy. And the results are Subscribe to Jacob\u2019s newsletter: text \u201cfuture\u201d to 44222 Find Jacob\u2019s books, The Employee Experience Advantage, The Future of Work, and The Collaborative Organization here: https:\/\/thefutureorganization.com\/books\/ Your host on Mighty Good Work is Aaron Schmookler. https:\/\/www.linkedin.com\/in\/schmookler\/ And, we\u2019re The Yes Works -- Helping to make work good for people, and make people good for work. www.TheYesWorks.com ","author_name":"Mighty Good Work","author_url":"http:\/\/theyesworks.com\/podcast","html":"