Reflections – and a Look Ahead

With 2015 drawing to a close, we’re looking back and pausing to be thankful for our clients and colleagues. It is our good fortune to work with business people who are both smart and good.  They work to help their organizations operate in what we at McBassi think of as “the sweet spot” – the intersection of profitable and enlightened management of employees.  This, in turn, builds the foundation for creating sustainably profitable relationships with customers – thereby generating win-win-win outcomes.

As we look forward to 2016, we expect that our clients’ commitment to finding and creating these all-win solutions will become even more profitable in the future than it already has been in recent years.

The challenges we face – as individuals, families, communities, and societies – are daunting and well-known to all of us.  More and more, savvy business people across the globe realize that business must increasingly become a part of the solution (while simultaneously being a source of the problem less frequently) – and that doing so can actually be quite profitable.

So as we wrap up the year, we’d like to leave you with a thought we hope you can use to make 2016 both a good and profitable year.  In these times of extraordinary uncertainty, there is money to be made by creating more certainty and less risk.  In thinking about your business, are there changes that could be made at little or no cost to reduce uncertainty for your employees?  How might you tweak your hiring, onboarding, development, scheduling, performance review, or compensation/benefits policies to reduce unnecessary uncertainty for employees (or prospective employees)?

The mere act of asking questions like this can be powerful.  And finding the answers?  That can set the stage for what we hope will be a satisfying and profitable new year for you!

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Employee morale been lagging? Consider a company retreat


Would your team benefit from improved communication, creativity or unity? Consider an out-of-office team-building exercise or weekend retreat.

Remember, this doesn’t mean lectures, board meetings or pounding the corporate drum.  Instead think outside the box and consider some different and off-beat ways for your employees to work together towards a common goal while having fun.

In an in-depth exploration of the possibilities, Catherine and Jen Seda highlight multiple choices, including a gourmet cooking class, a high ropes course, volunteer work, a weekend spa trip, guided tours of your local city – or even more exciting opportunities like race car classes or paintball. Any of these options should allow your employees to bond outside of work, potentially learn new life skills, and feel that their company cares about them by giving them a chance to recharge their batteries.

If done right, it should create an immediate benefit for you and your employees – as well as helping with attracting and retaining employees over the longer term.

Incorporating employee engagement into a broader strategy


A recent article in Psychology Today does a nice job of differentiating employee engagement from business results.  (In the interest of full disclosure, I should mention that it also references our recent Talent Management article on the subject.) 

It suggests that, given the general lack of evidence on the relationship between engagement and the bottom line, employers might be wise to reduce their heavy focus on engagement. 

Instead, in light of evidence they cite that “productivity was enhanced in workplaces where daily occurrences that bring about joy, interest, and caring that lead to high level of bonding of individuals to each other,” they suggest that oganizations should instead incorporate current employee engagement efforts into a broader strategy of enhancing employee well-being at work.