Greg Smith Business Know How

According to Greg Smith of ‘Business Know How’ (2017), it costs a company on average $7000-$14,000 to replace and train employees. Without employee engagement, in my opinion, a company could not succeed. Employees that are engaged are more likely to go all out for the company, doing their job to the best of their ability. According to Margaret Jacoby (Huffington Post 2016), there are six attributable signs of an engaged employee:
There is a trust between company and employee. This is accomplished by little to know micro-managing, and listening to suggestions of employees. When a company can accomplish that mutual trust, employees will need little direction in accomplishing tasks in their position.
1) Leadership. An engaged employee will show

Smith claims that the PRIDE system will attract, retain and improve employee productivity.
“PRIDE”:
P – Keep the work environment positive. Think about it, most of us have had a boss at one time that was just rude and mean to employees, employee turnover was high, and morale was low. If the environment is a positive one employees are much happier, and tend to stay with the company much longer. Having a positive work environment will attract new employees, through word of mouth.
R – Reward employees for hard work, and positive attitude. This could be having a weekly lunch for the employees, bonus checks, or extra time off for a job well done. This goes along side of offering a good benefits package that includes insurance, regular pay increase ( following federal regulations in some cases), free gym memberships, and other many other possible benefits.
I - Involve employees with decision making. Involving employees with decisions within their position is one way in which to make the employee fell needed and

The more an employee is engaged, the better they are going to perform. Measuring can be done by using a quarterly, or yearly review of the employee. Employee reviews should be done by managers, and/or supervisors, because these positions are going to know the employee’s performance the best. Some of the things I would ask myself as a manager is, does the employee fit in with the others in the university, are they dependable, do they come up with new ideas of making things better for the university? If the answer to those questions are yes, it is a good indication that that employee is