Skip navigation
Build It
Book

Build It

The Rebel Playbook for World-Class Employee Engagement

Wiley, 2018 more...

Buy the book


Editorial Rating

8

getAbstract Rating

  • Comprehensive
  • Applicable
  • Concrete Examples

Recommendation

Nearly 75% of employees don’t like their jobs. They don’t work hard at them or care about their customers. The result is no surprise: companies with disengaged employees don’t do as well as firms with employees who are engaged. But what can you do if your staff members tune out? HR experts Debra Corey and Glenn Elliott offer a “rebel playbook” that shakes up the status quo. They include numerous “plays” – mini-case histories showing how companies with great engagement connect with employees. Corey and Elliott outline a 10-step “Engagement Bridge Model” as a strategy for turning things around. They urge you to address workspaces, employee well-being, remuneration, communication, meaning, leadership, management, “job design,” learning and recognition. And they tell you how. getAbstract recommends their methods to anyone who exercises organizational authority.

Summary

Treat Employees Well

Companies with strong employee engagement do twice as well in the stock market as companies without it. They are superior innovators, provide better customer service and experience 50% less turnover. This has been a marketplace reality for almost 20 years. Employee-oriented companies develop cultures that support engagement. In these cultures, employees subjugate their needs to company goals and priorities. Research that multiple organizations conduct – including Gallup, Great Place to Work, Best Companies and Glassdoor – establishes the correlation between superior business results and employee engagement.

Marks & Spencer

Retailer Marks & Spencer, a department store chain in the United Kingdom, exemplifies the strong link between employee engagement and bottom-line results. The company has 1,000 stores and 85,000 employees. Stores scoring in the top 25% for employee engagement are more likely to attain high ratings for service. These stores experience “25% less staff absence” than firms in the bottom 25% in employee engagement. Stores with the most engaged employees deliver the best customer service...

About the Authors

Glenn Elliott is the founder of Reward Gateway, a UK firm working with integrated employee engagement technology. Debra Corey has held senior HR roles at several major corporations.   


Comment on this summary

More on this topic

Related Skills

Be Emotionally Intelligent
Build and Maintain Well-Being
Career
Develop Innovative Products
Develop Team Members
Digital Transformation
Enable Digital Organization
Entrepreneurship
Innovation
Lead Ethically
Lead Operational Planning
Lead Strategically
Live Well
Manage Change
Manage Learning and Development
Manage Performance
Manage Remuneration
Manage Teams and Departments
Management
Master Interpersonal Skills
Navigate Leadership Challenges
Personal Growth
Place Talent Strategically
Soft Skills
Strengthen Team Collaboration
Lead Yourself
Understand Human Behavior
Advance Your Career
Champion Diversity
Promote Ethnic Inclusion
Manage Your Leadership Impact
Coach People
Engage in Intrapreneurship
Get Physically Fit
Leadership
Champion New Ideas
Cultivate Positivity
Practice Transformational Leadership
Promote Diversity, Equity, and Inclusion
Implement Executive Coaching
Age Well
Promote Gender Inclusion
Lead through Change
Support Employees’ Well-being
Human Resources
Build an Inclusive Culture
Lead Inclusively
Foster Team Culture
Drive Employee Engagement
Design Incentive Structures
Manage Employee Relations
Facilitate Group Ideation
Retain Employees
Shape Organizational Culture
Apply Gamification
Conduct Employee Surveys
Support Internal Mobility
Dare to be Vulnerable
Translate Strategy into Action
Drive Organizational Performance
Practice Servant Leadership
Build Team Cohesion
Manage People and Talent
Motivate Yourself
Promote Generational Inclusion
Reward Employee Contributions
Foster Ownership in Others
Create a Sense of Belonging
Foster a Culture of Innovation
Understand Yourself
Promote Customer Centricity
Gain People's Trust
Enhance Employee Experience
Motivate Your Team
Drive Team Performance
Executive Leadership
Understand Motivation
Become a Mentee
Promote a Learning Culture
Build Digital Culture
Leverage Employee Resource Groups
Find Meaning
Build Psychological Safety