"Satisfied employees lead to satisfied customers. Long-term employees lead to long-term relationships with customers." Employee Engagement Matters. This is one of 11 takeaways from the book Green Goldfish 2.0, co-authored with Lauren McGhee. Here's a handful of others: NEED TO GO BEYOND DOLLARS Studies show financial compensation is not a strong long-term motivator for employees. Money can be more of a hindrance than a help. LEADERS CREATE THE EXPERIENCE As many as 75% of employees voluntarily leaving jobs don’t quit their jobs … they quit their bosses. CARING COUNTS IN LARGE AMOUNTS Of 75 possible drivers of engagement, the ONE that was rated as the most important was the extent to which employees believed that their senior management had a sincere interest in their well-being. HEED THE 3B's OF BUILD, BELONG, AND BECOME Green Goldfish fall into three categories: Building: Creating a stable environment where people can thrive Belonging: Enabling high functioning teams and recognizing their efforts Becoming: Empowering employees to learn, give back and take control of their destiny START SMALL, START NOW Start small when adding a signature extra and add more gradually. The best brands are those that boast a whole school of Green Goldfish.

1. 11 TAKEAWAYS FROM GREEN GOLDFISH 2.0
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EMPLOYEE
ENGAGEMENT

2. Satisfied employees
lead to satisfied
customers.
Long-term employees
lead to long- term
relationships with
customers.
1 KNOCK-ON EFFECT

3. Studies show financial compensation is not a
strong long-term motivator for employees.
Money can be more of a hindrance than a help.
2 NEED TO GO BEYOND DOLLARS

4. 75 percent of people voluntarily
leaving jobs don’t quit their
jobs … they quit their bosses.
3 LEADERS LISTEN UP

5. Of 75 possible drivers of
engagement the ONE
that was rated as the most
important was the extent
to which employees
believed that their senior
management had a
sincere interest in their
well-being.
4
CARING COUNTS

6. Focus on what you can control—creating a great
work environment. Do the little things to show
that you care for your employees.
5 INVEST IN CULTURE

7. 6 INSIDE-OUT
Research suggest that supporting and incentivizing staff improves
motivation and engagement, which in turn impacts productivity.
Take care of employees first with an inside-out approach.

8. The different types of Green Goldfish
can be categorized as the Three B’s:
7
BUILD, BELONG, BECOME
1. Building: Creating a stable
environment where people
can thrive
2. Belonging: Enabling high
functioning teams and
recognizing their efforts
3. Becoming: Empowering
employees to learn, give
back, and take control of
their destiny

9. Research shows that
employees make the
critical decision to stay or
leave within the first six
months. When new hires
participate in an
onboarding program, the
company can “maximize
retention, engagement,
and productivity.”
8
FIRST IMPRESSIONS

10. “YOU MATTER. These two words can
change your mood, change your mind,
and have the power to change lives and
the world if we understand and leverage
them in the right way.”
- Angela Maiers
Recognition resonates in the workplace.
9 RECOGNITION RESONATES

11. Start small when adding a
signature extra and add
more gradually. The best
brands are those who boast
a whole school of Green
Goldfish for their employees.
10 START SMALL, START NOW

12. A Green Goldfish
is defined as any
time a business
purposely goes
above and beyond
to provide a little
something extra
to differentiate
the experience
and honor the
relationship with
its employees.
11 GO GREEN

13. How are you standing out in
a sea of sameness?
What are your one or two
signature differentiators in
employee experience?
Instead of being a “me too,”
what is the one special thing
your company does that is
superior and distinctive in
the eyes of your employees?
What is that little something
extra that is tangible,
valuable, and talkable?
What’s your Green Goldfish?