February 2013

The Executive Coaches at The McNeill Group know that engaged leaders want information that is both relevant and to the point. The Quantum Leader has been designed for you with that purpose in mind.




Senior Executives Top Challenge... this year


Employee Engagement!

What is employee engagement? Engaged employees really care about the company. They are willing to “give whatever it takes” to make the company the best it can be. Engaged employees have an emotional bond to the company, which results in higher levels of productivity, increased customer satisfaction, and decreased absenteeism & turnover.

However, a recent study by MSW Research, Gallup, & Dale Carnegie Training shows that only 29% of employees around the world are fully engaged. Now you can see why this is a top challenge for senior executives!

This is not just an HR situation. This is a critical business issue. The entire company, including the “top brass”, needs to be involved, responsible, and encouraged to make engagement the top priority in the company.


The ability to engage and retain talent has an incredible affect to the company’s bottom line. According to the Bureau of National Affairs, turnover costs approximately 1.5 times the annual salary and costs US businesses around $11 billion annually. In addition to increased turnover costs, disengaged employees are unproductive and drag morale down. What is this costing you?

What to do… what to do?

If you want to increase employee engagement within your company, concentrate on these areas:

Business foundation – vision, values, mission, strategy, & effective communication with all employees.  Clear expectations, quality feedback, and perception of their job’s importance are vital. Commitment is the foundation of engagement.

Positive relationships – ensure your relationships with your employees are strong. They must believe in your leadership abilities and have trust that they are a valued part of the team. This is key!

Taking initiative – make sure everyone is a part of the solution and feels empowered. Ask for their opinions and thank them for being a part of the answer.

Career advancement opportunities – ask employees what their career aspirations are with your company. Do they want to move up, stay the same, try a different position, or get additional training? Help them advance personally and professionally.

Reward engagement – whatever type of reward system that will work best for your employees must be consistent and worthy. Incentives for work well done go a long way to enhance engagement. Recognition programs like employee of the month, awards dinner, summer picnic, bonuses, and / or a write up in your company newsletter are all good ways to show your appreciation.

Learn to ask questions to invoke continuous engagement.

Take time to talk with employees on a regular basis. Ask questions to help you learn what may be needed. Simple questions like:

* How are things going?

* What is working well?

* What could use improvement?

* Do you have all the tools necessary to do your job effectively?

* Are there any areas that we could be doing better?

* If you were the president, CEO, or owner, what would you do differently?

Make sure you respond to their answers and thank them. If you implement one of their suggestions make sure you recognize them with your reward system.

Use the above steps in your hiring process too and you will have more engaged employees in your workplace. You need to always keep on your guard and identify the non-engaged and take action immediately.

"There are only three measurements that tell you nearly everything you need to know about your organization's overall performance: employee engagement, customer satisfaction, and cash flow...It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it..." - Jack Welch, former CEO of GE

Engagement is the attitude of passion
– Gary Sorrell

If you have any questions about this article, or about how we can help you with your current performance, leadership, strategy, and / or hiring needs, contact us today!

The McNeill Group

801-987-5014 contact@mcneillgroup.com

Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected worldwide. All rights reserved.



Should YOU Be Hiring For the Future?

Everyone has a limit to what they can afford and what they are allowed to spend when it is a business. There are many issues that surround the idea of hiring for the future, that it makes the topic logical. When managers and business owners talk, they are talking about the performances of the employees and where the bottom line is. It is a smart investment to invest in employees because of the high turnover rate people are having in major companies today. Everyone is always looking for the bigger and better. This is bigger in salary and better in duties. As the world grows older, the human race is looking for faster and more efficient work. There are many reasons why you should think ahead and start hiring for the future. Reasons include:


1. No down time- You don’t have to worry about having a break in production or work time because you will have the right amount of employees necessary to run your business. The turnover rate regardless of the crisis is high enough. People are always trying to improve themselves and this is by jumping jobs. Having no down time is good for your business in many ways. Increasing your bottom line is the main focus to concentrate on. When you have enough employees, you won’t have to worry about burn out. Burn out from employees is the death of any company.


2. Employees won’t be overworked- As just stated, employees who get burned out are more likely to get tired of the many hours they are required to work. In turn, they will quit. It is very hard to keep a schedule full of workers who are not overworked. Burn out happens when an employee is constantly working more than 50 hours a week without any vacation time. Think about your employees and care for their well being.


3. Freshness- This is freshness in your staff. Having fresh new faces will increase your bottom line. When an employee is new, they are energetic. The stress of a job hasn’t struck him or her yet. When you have fresh faces, the clients know. They will want to get to know them if the client is a repeat customer or client. In any business, having fresh faces is always needed. The reasoning varies from company to company and depends on the size of your business.


There is always going to be a turnover rate. Even in times of crisis, there are people who don’t want to be in fear of loosing their jobs so often they quit before they are fired or laid off. People move from job to job based on the notion that they want to have steady but fun work experiences. It makes it impossible to run a business if people are always quitting and not having any employee to replace them. There are ways to prepare yourself and your business for this onslaught. Be aware of who your employees are and the encouragement they need. This could be in the form of a handshake or a compliment. It can really improve someone’s day if you show a little appreciation of the work they do.


If you have any questions about this article, or about how we can help you with your current performance, leadership, strategy, and / or hiring needs, contact us today!

The McNeill Group

801-987-5014 contact@mcneillgroup.com

Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected worldwide. All rights reserved.



How To Have A Great Brainstorming Meeting

In our previous newsletter, we explained the power of brainstorming. This issue explains how to conduct a brainstorming meeting. (If you missed that issue, please contact us and we will send it right away)

1. Put a large place card or flip chart on the wall with the four brainstorming principles on it:

Criticism & judgment is ruled out

Freewheeling is welcomed

Quantity is wanted

Combination and improvement is sought

2. The leader has a bell and explains to the group that he or she will use it when anyone violates one of the rules.

3. The leader encourages ideas that are sparked by other ideas.

4. One or two people should take down notes & ideas collectively, but not word for word.

5. The leader keeps everyone involved.

Imagination is the key to almost every problem or challenge.  It can only come about by providing an imaginative, creative, and positive thinking atmosphere.






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The McNeill Group consistently provides clients with tangible results by achieving and exceeding measurable goals. Having been in business for over 15 years, we know that our success is wholly dependent upon the success of our clients.




Next Webinar: Improving Productivity and Communication in the Workplace

Enhanced productivity begins with effective communication -- providing clear information, communicating honestly, listening, asking questions, letting others talk, and bringing a positive approach when engaging in difficult conversations. In this public webinar, TTI Performance Systems' President Ashley Bowers will explore the sciences that can be applied in your workplace to improve your company's productivity and enhance communication among staff. 

When: Thursday, February 21, 2013 11:00 AM - 12:00 PM EST

Register here






“We could all use a little coaching. When you’re playing the game, it’s hard to think of everything.”
- Jim Rohn

“Developing excellent communication skills is absolutely essential to effective leadership. The leader must be able to share knowledge and ideas to transmit a sense of urgency and enthusiasm to others. If a leader can’t get a message across clearly and motivate others to act on it, then having a message doesn’t even matter.”
- Gilbert Amelio


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