CHAPTER 1
THE CASE FOR CONNECTION AT WORK
One of the most powerful and least understood aspects of business is how a sense of connection among people affects their success in life. Just as the wind moves trees and gravity moves objects, connection is invisible, yet has a very real effect on the behavior of people. Iâm convinced that unless the people in an organization have a strong sense of connectionâa bond that promotes trust, cooperation, and esprit de corpsâthey will never reach their potential as individuals, and the organization will never reach its potential.
Employees in an organization with a high degree of connection are more engaged, more productive in their jobs, and less likely to leave the organization for a competitor. Such employees are more trusting and more cooperative, share information with their colleagues, and therefore help decision makers reach well-informed decisions. Organizations that cultivate connection will be more innovative. Connection transforms a dog-eat-dog environment into a sled dog team that pulls together. 1
So what is connection anyway? When we interact with people, we generally feel that we connect with some and not with others. Connection describes something intangible in relationships. When it is present, we feel energy, empathy, and affirmation; when it is absent, we experience neutral or even negative feelings. Although we know what itâs like to feel connected on a personal level, few among us understand the effect of connection on us and on our organizations.
TODAYâS WIDESPREAD DISCONNECTION AND DISENGAGEMENT AT WORK
The Gallup Organization has done extensive research in this area. The best measure of connection is Gallupâs Q12 survey that asks questions about whether other people in your workplace care for you, help you grow, and consider your opinions and ideas. In 2002 the Gallup Organization published the results of a landmark research study in the Journal of Applied Psychology that tracked nearly eight thousand American-based business units over seven years. Business units with higher Q12 scoresâin other words, higher connectionâexperienced higher productivity, higher profitability, and higher customer satisfaction, as well as lower employee turnover and fewer accidents. 2
Other studies confirm the opportunity exists to improve performance by improving employee engagement. The 2004 study by the Corporate Executive Board that I mentioned earlier concluded that the most committed employees outperform the average employee by 20 percent and are 87 percent less likely to leave the organization. 3 A Hewitt study of fifteen hundred companies over four years showed companies with higher employee engagement realized higher total shareholder return. 4
Unfortunately, Gallup research also clearly shows that the lack of connection has resulted in widespread employee disengagement. Results from its Q12 survey consistently indicate approximately 75 percent of workers do not feel engaged or connected at work. 5 The 2004 Corporate Executive Board global study of employee engagement revealed even more dismal results: 76 percent of those surveyed had a moderate commitment to their employers, and 13 percent had very little commitment. 6
The state of many organizations today is like that of a body builder who exercises only one arm. The result: one bulging bicep and three skinny, underdeveloped limbs. Can any body builder or organization perform at its peak with only 25 percent of its members engaged?
The Gallup Organization conservatively estimates the annual economic cost to the American economy from the approximately 22 million American workers who are extremely negative or âactively disengagedâ to be between $250 and $300 billion. This figure doesnât include the cost for employees who are disengaged but have not spiraled down to the level of active disengagement. 7
Widespread disengagement is a waste of human talent and energy. Itâs not healthy for employees or employers. People donât live with this level of frustration forever. When they are able to, many will flee to greener pastures, most likely to leaders and environments that will provide the connection they need, whether to somewhere else in your organization or to your competitor.
THE URGENCY OF CONNECTION
Two megatrends promise to make connection even more important: the coming labor shortage and increasing globalization of labor. In the Americas, Europe, and Asia, birth rates have plummeted below worker replacement levels. 8 When more baby boomers retire in a few years, shortages are likely in many segments of the labor market. The numbers are daunting. The US Bureau of Labor Statistics projects a shortfall of 10 million workers by 2010. 9 The Employment Policy Foundation projects a shortage of workers within this decade and lasting through much of the first half of this century. At its peak, it is expected that America will experience a shortfall of 35 million workers. 10 Because workers will have so many jobs to choose from, leaders must understand the impact of the looming labor shortage. They will need to provide a workplace culture that attracts and retains employees or suffer as insufficient labor is available to meet their growth goals.
The coming labor shortage was highlighted in a lead article of the Harvard Business Review. In âItâs Time to Retire Retirement,â authors Ken Dychtwald, Tamara Erickson, and Bob Morison concluded, after a year-long study of the implications for businesses of the aging workforce:
Mass retirement threatens to drain talent from businesses over the next ten to fifteen years.
Businesses will need to attract and retain older workers to meet their human resource needs.
The workplace environment will need to be altered in order to attract and retain workers.
11 The mediaâs coverage of this megatrend has just begun. The Wall Street Journal, Time, Foreign Affairs, the New York Times, and other thought-leading periodicals have recently featured articles on the approaching labor shortage. You can be sure that the noise level will rise to a clamor over the years ahead.
The second megatrend, the globalization of labor, will also intensify the need to engage people at work. Many areas of the economy, such as the financial capital markets, already operate in a global manner. Financial capital easily moves around the world, and the prices of financial assets in one part of the world affect prices everywhere else. Globalization is beginning to happen with labor too.
With the rise of offshoring, globalization will continue in the market for people (or human capital, as economists describe us). Technological advances such as broadband Internet connections and online collaboration capabilities have made it easier for companies to move work and jobs around the globe. China and India have already attracted a large number of jobs from other countries. As this trend accelerates, companies that want to retain jobs in their home countries will need to boost the productivity of their people or lose business to competitors that reduce prices by offshoring.
Many firms will be unprepared for the storms ahead, however. Sydney Finkelstein of Dartmouthâs Tuck School of Business studied cases of business failure to identify what managers can learn from mistakes of the past, and he noted that they usually knew of the developments in their industry that produced unfavorable change but failed to do anything about them. 12 The emerging storms from disengagement, an aging population, and globalization could turn out to be issues managers were aware of but failed to act ...