The Kabachnick Group Blog

Consider what it means to be engaged. It means that a person is involved, occupied, committed, meshed, participating. For me, the most significant attribute of the engaged employee is that she is “unavailable to anyone else” – meaning other employers. When fully engaged in her work, her energy and focus are laser-directed to outcomes and […]

As customers, we have been “served” by people who quit but never left. As employees, we have been managed by bosses who stopped managing, but managed to stay. As managers, we have managed people who physically attend, but mentally pretend. We call them—disengaged workers—a deadly virus that’s spreading throughout American business. Survey after survey reveals […]

Given the ever-changing factors in today’s pool of available engaged talent, managing human inventory is every bit as important – if not more – than managing product inventory. Why? Because in reality, people are companies and companies are its people. Today, businesses have more difficulty finding and retaining productive workers than they do finding and […]

Disengaged employees can cost your company thousands of dollars in lost productivity every day.  The costs are even higher when you factor in customer dissatisfaction.      Engaged Leader Essentials, a proven and highly successful process from The Kabachnick Group, is comprised of custom services to help executives, managers, and supervisors learn to increase employees’ engagement — […]

Take what I call “A” players. These employees are hungry for results, impatient for promotions, willing to sacrifice life for work and it’s meaning in helping them identify who they are as individuals. Then there are the “B” players – loyal, dedicated, focused on helping others succeed – preferring to shed the spotlight on someone […]

You will never get peak performance from someone who doesn’t have the beliefs and values that match the job.  Beliefs and values dictate how people interact with the world.  When a person’s values align well with the values important to the job and are recognized and rewarded by the organization, the outcome is high performance.  […]

Why do people become disengaged in the workplace? No applicant takes a job with a plan to fail.  No employer hires with the intent to fire.  Both want to succeed.  So what happens? Here’s a not-too-unusual example. The CEO of a 30-year-old successful specialty retail chain wanted to improve the hiring process and raise the […]

If you make the wrong decision in hiring, recognize it early and deal with it.  Do the person a favor—show them how to face the fact that the match is simply not there.   Do other employees a favor—they usually know before you that a co-worker is not working out.   Do yourself a favor—extra time you […]

Job-employee mismatch.   Overwork and under-appreciation, including heavy workloads, long hours, and lack of sufficient recognition.   Culture shock, usually after mergers, when management fails to prepare employees for new culture.   Politics and perception, when employees perceive managers playing favorites.   Politics and control, when managers make it clear they want to “bring in their own people.”   Unwanted […]

First, consider what it means to be an engaged employee: involved, occupied, committed, meshed, participating. The most significant definition for me is “unavailable to anyone else” – as in other employers. When a person is fully engaged in their work, their energy and focus is a laser directed on outcome and satisfaction. Think of an […]