Presenter
Kevin Kruse
• New research that shows that highly engaged companies achieve a 5x higher shareholder return than companies with disengaged workers • Insights on how the spillover and crossover effects enable work emotions to impact your health, marriage and children • Easy and affordable actions leaders can take to create an environment rich in growth, recognition and trust • A 2-minute activity that prompted a previous participant to state, “You just changed my entire leadership focus. I’m going to walk through the office with a completely new mindset.”
Key Takeaways
- 1.Low job satisfaction and employee disengagement have reached crisis levels, impacting both businesses and individuals.
- 2.Emotions at work significantly spill over and affect other areas of an employee's life.
- 3.Growth, Recognition, and Trust are the three primary keys to fostering emotional commitment and loyalty from employees.
- 4.Insights are drawn from surveys of over 10 million workers in 150 countries and a NY Times bestselling book.
- 5.Leaders can improve performance and profitability by focusing on building a fully engaged workforce.
- 6.Applying these principles helps create a resilient organization that can attract and retain top talent.
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The Crisis of Disengagement
Recent global surveys reveal a persistent crisis in the workplace: job satisfaction and employee engagement are at record lows. According to research presented by NY Times bestselling author Kevin Kruse, this trend negatively impacts both organizational success and the personal well-being of employees. The emotional state of an individual at work does not stay confined to the office; it has a significant spillover effect on all other aspects of their life.
The Three Pillars of Full Engagement
Based on extensive surveys of over 10 million workers across 150 countries and insights from his book We: How to Increase Performance and Profits Through Full Engagement, Kruse identifies three core drivers that create deep emotional commitment and loyalty. Leaders can leverage these pillars to transform their human capital and build a workforce of "superheroes."
1. Growth
To feel engaged, employees need to see a future for themselves within the organization. Leaders must provide clear pathways for professional development and career advancement. This includes investing in relevant training, creating mentorship opportunities, and supporting skill enhancement.
2. Recognition
Meaningful acknowledgment of employees' contributions is a powerful motivator. Recognition should be frequent, timely, and specific. A robust recognition program that acknowledges both major achievements and daily efforts helps employees feel valued and seen.
3. Trust
Trust is the foundation of a healthy and high-performing culture. Leaders can cultivate trust by fostering psychological safety, practicing transparency, and demonstrating consistency in their actions and decisions. Empowering employees with autonomy and maintaining open channels for feedback are critical components of building a high-trust environment.
By systematically implementing strategies focused on Growth, Recognition, and Trust, organizations can combat disengagement, improve business outcomes, and create a workplace where employees are fully committed and loyal. '''
This session delves into critical strategies for combatting low job satisfaction and disengagement in the modern workforce. Despite being recorded in 2013, the core principles for fostering emotional commitment and loyalty remain highly relevant for leaders aiming to cultivate a thriving organizational culture. Grounded in extensive research, the discussion highlights how deeply work experiences influence all areas of an individual's life, and outlines actionable frameworks for improvement.
What you'll learn
- The profound impact of employee emotions at work on personal well-being and productivity.
- Key strategies, particularly Growth, Recognition, and Trust, for fostering deep emotional commitment among employees.
- Insights from global surveys involving millions of workers on engagement drivers.
- Practical approaches to increase performance and profitability through a fully engaged workforce.
- Understanding how to mitigate the crisis of low job satisfaction that continues to challenge organizations.
Who this webinar is for
This webinar is ideal for:
- CEOs, HR leaders, and talent management professionals seeking to boost engagement.
- Managers and team leaders looking for ways to motivate their teams and build loyalty.
- Organizational development practitioners interested in creating high-performing cultures.
- Executives focused on improving business outcomes through stronger human capital strategies.
Why it matters now
Employee disengagement and low job satisfaction remain persistent challenges that directly impact productivity, innovation, and retention. As discussed by Kevin Kruse, addressing these issues is not just about improving employee morale; it's about building a robust, resilient organization capable of navigating complex market conditions. The principles of fostering growth, recognition, and trust are timeless and critical for organizations aiming to attract and retain top talent in today's competitive landscape.
How leaders can apply this
Leaders can immediately implement the concepts of Super Human Capital by focusing on three pillars: Growth, Recognition, and Trust.
- Growth: Provide clear paths for professional development, skill enhancement, and career progression. Invest in training and mentorship programs.
- Recognition: Implement diverse and frequent forms of acknowledgment for contributions, efforts, and achievements. Ensure recognition is timely, specific, and meaningful.
- Trust: Foster an environment of psychological safety, transparency, and consistency. Lead by example, keep commitments, and empower employees with autonomy where appropriate. Create open communication channels and actively listen to feedback.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on Talent Management. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Kevin Kruse's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for resources inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about Talent Management.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.
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