Today’s Restaurant, the trade newspaper for the restaurant industry in Florida and Georgia offers:


Print Ads | Online Ads | Eblast Marketing | New Openings Leads Report | Restaurant Mailing Lists


trn network guide ad

read fl issue


croninBy Bernie Cronin


DEFINITION: Employee engagement is the emotional commitment the employee has to the organization and its goals. This emotional commitment means engaged employees actually care about their work and their company



         1. Employee Happiness - Someone might be happy at work, but that doesn't necessarily mean they are working hard, productively on behalf of the organization. While company game rooms, free massages and Friday keg parties are fun - and may be beneficial for other reasons - making employees happy is different from making them engaged.

         2. Employee Satisfaction - Many companies have "Employee Satisfaction" surveys and Executives talk about "employee satisfaction" but that isn't enough. A satisfied employee might show up for his/her daily 9-5 without complaint. But that same "satisfied" employee might not go the extra effort on his/her own, and will probably take the headhunter's call luring them away with a 10% bump in pay. Satisfied isn't enough !

               * Engaged employees don't work for a paycheck, or just for the next promotion.

Gallup recently released a report titled "The State of the American Manager" which showed that a strikingly low number of managers feel engaged at work - only 35 %. The rest are either not-engaged - 51% - or "actively dis-engaged," which means 14% of managers couldn't care less and have one foot out the door.


Kevin Sheridan, a Chicago-based expert on employee engagement and author of the book "Building a Magnetic Culture: How To Attract and Retain Top Talent to Create an Engaged, Productive Workforce." He broke what it means to be an engaged at work into four parts:

     1. The Engaged Employee has an emotional and intellectual bond to the organization and its mission and purpose.

     2. The Engaged Employee isn't going to leave at the drop of a hat or when another  employer waves a dollar more per hour in their face.

     3. The Engaged Employee is willing to take on new tasks, mentor others and put in extra time whenever needed.

     4. The Engaged Employee is a willing owner of his/her own engagement Sheridan also believes and focuses on the manager-employer relationship as a key component and often overlooked.

Kevin Kruse, author of "Employee Engagement" writes the ROI of Employee Engagement comes from what he calls the Engagement-Profit chain:

Engaged employees lead to.... vice, quality and productivity which leads to....

In summary, it's a simple concept, really. If you like your job and care about your job and feel invested in the work you're doing, you'll work harder and the company will retain quality workers.


I challenge you in Manager/Leader positions to initiate a 360 Degree Feedback Survey. 360 Degrees Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers and direct reports. A mixture of about eight to twelve people fill out an anonymous online feedback form that asks questions covering a broad range of workplace competencies. The feedback forms include questions that are measured on a rating scale and also ask raters to provide comments.

We can help you set this up in your company.


Go Be a Leader...Today !!!

Bonus Reading



                                                   Bernie Cronin

It’s not only what you say they tell us but also “how you say it…..your tonality and cadence etc. But there’s more to that……….the  POWER of the words you use. I have uncovered a number of key words as follows:

1.      OPEN…”are you open to sitting down etc. ?”

2.       FEEL (not Think)…”How does that make you feel ?”

3.       FIT…( “If you see there’s a fit are you OK agreeing on the next step ?”)


     4.  WHO ELSE…”besides you will be involved in making the decision to _______ ?”)

5.     INVEST… (not cost or expense or how much)

  1. PROCESS… (“What is the decision process here at ___________ ?”)
  2. SHARE… (“Can you share with me, in round numbers your budget for this ___“)

8.     SALES INTERVIEW (not Sales Call)

9.      Will vs. TRY

NOTE: The above are powerful techniques in getting a direct response….whether or not you want to hear it.