Episode 220: Employee Engagement- Business Tip of the Month with Harry Geller of National Pool Partners
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Episode Summary
Today, we sit down with Harry Geller, former Co-Owner of Magnolia Pool and Spa and NPP’s Vice President of Human Resources.
After sharing his experience in dealing with the fallout of Hurricane Ian, along with giving some pointers on keeping your pool (and yourself) safe during extreme weather events, Harry dives into the topic of today’s episode: employee engagement.
Harry gives some alarming statistics showing that only 33% of workers across the U.S. are actively engaged in their roles. He explains how to troubleshoot this issue if you’re dealing with disengaged employees in your own business, and how to then create a company culture that leads to passionate and proactive people.
He offers advice on empowering your employees to take initiative and prioritize their own career development, how to explain your company’s vision and mission in a way that inspires your team to live those values in their work, and how to measure employee engagement via surveys.
Here’s a Glimpse of What You’ll Learn
00:45 - How NPP deals with extreme weather events
06:25 - Why you shouldn’t drain your pool during a storm
08:36 - Defining “employee engagement”
10:34 - Engaged versus disengaged employees
12:44 - Key drivers of employee engagement
14:17 - The importance of nailing the onboarding process
21:58 - The role of managers in employee engagement
27:17 - What businesses can do to improve employee engagement
29:40 - Developing self-awareness to maintain a great relationship with your team
33:26 - How to measure engagement
37:45 - How to create a survey to help improve engagement
Key Quotes From Episode
Only 33% of U.S. workers are actually engaged in their role. About half are just showing up. The remaining 17% are actively disengaged.
Engaged employees have a clear expectation of what their work is. Add in pay that is competitive for the role and other ancillary benefits that the company has, whether it’s medical or dental. But most of it comes down to their direct relationship with their supervisor and knowing what they’re supposed to do.
Engagement starts in the recruiting process. It starts in building a relationship with someone we’re bringing onboard.