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4 Best Practices for Employee Engagement

While the percentage of engaged employees in the US is higher than it has ever been, according to Gallup more than 50% of employees are unengaged: “they may be generally satisfied but are not cognitively and emotionally connected to their work and workplace; they will usually show up to work and do the minimum required but will quickly leave their company for a slightly better offer.”   What’s worse—13% are actively disengaged employees who, in addition to being poor performers who exerted minimal effort, are four times more likely to leave their organization than the average employee.
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Communicate, Track, and Reward

I Quit The numbers speak for themselves. In October, according to the U.S. Bureau of Labor Statistics, the quit rates hit 2.9% in August 2021 - an all-time high since data was first collected in December 2000. Leisure and hospitality have been hit the hardest at 6.4%, followed by business and professional services at 3.7%.
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How to Create a Safe Environment for Employee Involvement

The best, most successful companies feature highly participatory cultures in which employees routinely identify problems and share and implement ideas. High engagement cultures take a lot of work—the right information, the right team structure, management commitment, training time, and more. But a key factor that is often overlooked is the need to create a safe environment in which people feel comfortable dealing with conflict, taking risks, and trying new ideas. This blog talks about why this matters and how to get there. 
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How To Grow Engagement From Apathetic to Awesome

Nov 18, 2021 by Henry Patterson 0 Comments
Huddles are daily or weekly meetings that drive employee engagement and serve as a self-correcting measure to keep your company on the path toward achieving its goals. Huddles are the linchpin of any successful open-book implementation, but if you find engagement and understanding are low in your organization, you’ve learned an important lesson: Huddles can’t do it alone. In order to foster cultural adoption and high involvement in the planning and execution of your organization’s goals, you’ve got to make the process accessible to your team. Here are three keys for reaching your team and driving their participation:
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The Secret To An Engaged Workforce: Painting The Big Picture Together

Nov 16, 2021 by Darren Dahl 0 Comments
Deciding what your company wants to be when it grows up should be a team effort. We continue to live in unprecedented times. Nothing seems predictable, and it's just about impossible to get anyone to agree to a consensus. Take inflation as an example. While plenty of economists continue to forecast that inflationary pressure is a temporary product of strong demand and snarled supply chains, others point to skyrocketing prices as evidence that an inflationary wrecking ball is already at work wreaking permanent economic damage. Tracking issues like these regularly makes it easy to get lost in the day-to-day weeds.
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3 Essential Steps to Get Buy-In from Your Entire Company

“If people don’t participate, they don’t buy in. If they don’t buy in, they don’t commit. If they don’t commit, they don’t deliver!” These words can be found on page 348 of The Great Game of Business. What a simple yet powerful statement. Businesses, small and large, struggle with employees delivering on their metrics. Maybe it’s not a delivery problem, but a buy-in problem. According to Great Place to Work, Employees who find their job to have “special meaning: this is not ‘just a job’” are 4 times more likely to give extra to the company 11 times more committed to stay 14 times more likely to look forward to coming to work How can you give special meaning to their job? Get their buy-in on the plan.
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6 Practices for Successfully Leading the Millennial Generation

Nov 4, 2021 by David Branch 0 Comments
You just can’t find good help these days!  If you're like me, you've heard this saying and have likely said it yourself a thousand times! It has been so difficult and discouraging to find the right employees to hire in our company that, for about two years, I all but refused to grow my business. Growth meant I would have to hire and train new employees just to have them leave once we started seeing some real return from this new employee. And after twenty-five years of business, I did not want to continue fighting the with many millennials—often trouble with work ethic and frequent job-hoping. I had a choice: keep suffering or find a solution. So, I made it my mission to discover the real issue and determine a solution!
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You Don't Have To Be A Non-Profit To Inspire Positive Social Change

Nov 2, 2021 by Darren Dahl 4 Comments
How the founders of Chillibreeze pursue their purpose: “We Start Every Day With Gratitude.” It was a Christian mission that first brought Joanna and Ralph Budelman to India in 1995. Their lives, and those who work with them, have never been the same since. The couple, who grew up in Louisiana and Illinois, respectively, share a deep belief in the power of entrepreneurship to create positive change in the world. After arriving in India, they founded the first of what would eventually become a series of businesses over the subsequent ten years that have created great jobs for people in the communities they have lived and operated in.
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How Deming’s 14 Points For Management Can Help Us Thrive in A Post-Pandemic World

To overcome today’s challenges, and build a sustainable business for the long term, it’s time to transform how you get work done The biggest challenges our organization faces, like most everyone else in our post-pandemic world, is shortages of parts and people. With global supply chains snarled, we find ourselves sitting on warehouses full of engines waiting for silicon chips worth a few dollars each. Meanwhile, we were incredibly fortunate to hire 500 new associates over the past year. But, we’re still shorthanded when you subtract the 250 or so employee-owners who retired at the end of 2020. And, despite the superhuman efforts from our human relations teams, that’s not going to change anytime soon.
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Five Reasons Open-Book Companies Should Consider an ESOP

Oct 21, 2021 by Victor Aspengren 1 Comment
Liquidity options are plentiful for business owners: strategic sale, private equity, management buyout, family transfer, and leveraged recapitalization. Which path should you take? We know that 42% of the 2021 Great Game™ All-Star companies and many others walked a different path—implementing an Employee Stock Ownership Plan (ESOP). Apart from the fact that ESOPs can be a great exit strategy for open-book companies, here are the top five reasons why open-book management companies should consider an ESOP.
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3 Principles to Retain Talent

Oct 19, 2021 by Great Game Team 0 Comments
3 Principles to Retain Talent 10.9 million. According to the US Bureau of Labor Statistics, that is the number of job openings in the United States as of the end of July. To add fuel to the fire, there are 4.9 million more people than before the pandemic who are currently not working or even looking for work. Then consider that 3.6 million people retired during the pandemic, and 2 million more are expected to leap into retirement. No wonder nearly 90 percent of the 1,200 employers surveyed by SHRM reported a lack of people to fill open positions, and 73% stated the application rate is declining as well. At SRC, it is no different. We have hired more than 600 new employees across all divisions within the last few months, and we still need more people. But why the shortage? That is a head-scratcher for sure. More than likely, it is a combination of many things—a perfect storm. You really can’t point the finger at one specific thing that is causing it. One thing is for sure. It has caused businesses to think differently about their people. The Great Game of Business has said it for years - People are your greatest asset. Invest in your people, and they will invest in you. That’s easier said than done, right? Yes and no. It’s not always easy, but it is simple. Recently MITSloan Management Review analyzed a total of 1.4 million employee reviews. The purpose of this study was to determine what matters most to employees. They narrowed the reviews down to around 150 topics, with 10 bubbling to the top.
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To Overcome The Growing Skills Gap, Build A Business of Businesspeople

Oct 12, 2021 by Darren Dahl 1 Comment
The real crisis organizations face is a shortage of employees capable of thinking critically and making tough decisions. The writing was on the wall for everyone to see. There’s a mass exodus underway in the workforce as some 10,000 Baby Boomers turn 65 every single day. The result is that the number of Boomers in the workforce has dropped by 2.2 million every year since 2010—or an average of 5,900 people a day. That leak won’t stop anytime soon since by 2030, all Baby Boomers will be 65. The problem is that plenty of people missed the signs of this trend—and now they’re paying the price as the number of openings exceeds the number of available workers willing to apply for new jobs. The challenge is exacerbated for those companies looking to hire for specific skillsets.
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About The Great Game of Business

Our approach to running a company was developed to help close one of the biggest gaps in business: the gap between managers and employees. We call our open-book approach The Great Game of Business. What lies at the heart of The Game is a very simple proposition: The best, most efficient, most profitable way to operate a business is to give everybody in the company a voice in saying how the company is run and a stake in the outcome. Let us teach you how to develop a culture of ownership, where employees think, act and feel like owners.