The Great Game of Business Blog

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How to Get More Good News

Jul 23, 2020 by Thomas Bagwell 0 Comments
Success happens frequently when playing the Great Game of Business®.  Whether it is winning a MiniGame™ or hitting your goals, there are plenty of opportunities to accelerate these results.  To be even more successful, what we say when things go right is important (Gable, Gonzaga & Strachman, 2006). After a success, there are four types of responses:
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4 Secrets of Survival You Should Learn from ESOPs

Jul 7, 2020 by Corey Rosen 0 Comments
    Research shows that companies who share ownership widely with employees survive recessions better than ones that do not. They lay fewer people off, they recover faster, and they often end up able to buy other companies who have not done as well. So what is their secret, and what are they doing to survive the most extreme crisis any of us has ever faced? That was one of the topics covered in a recent book I wrote for the NCEO, Dealing with the Economic Crisis: Lessons from ESOP Companies. About half the book looks at issues specific to ESOPs (plan restructuring, executive pay, refinancing, interim valuations, communicating valuation, etc.). The other half looks at ideas on organizational culture that any company can use—albeit they are likely to work better if you do share ownership. Several key themes emerge from companies we looked at:
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Sustaining The Game: 6 Tips for Energizing Current Staff & Onboarding with GGOB

Jan 10, 2020 by Lauren Haley 0 Comments
If you have implemented The Great Game of Business® and are making progress in your company, you might be wondering what the next step is. How do you sustain The Game and keep your team engaged in the long-run? Here are some tips and tools to keep your current staff energized, and bring new employees up to speed on your Great Game™ culture and practices:
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4 Questions to Ask for Successful Succession Planning

Jan 7, 2020 by Keith Boatright 0 Comments
At SRC Holdings, we see our succession management program as one of our most important strategic advantages. It is also one of our greatest challenges because our managers must not only be good at their jobs but also good at building and maintaining our culture. Every year, we dive deeply into our workforce and employment data to evaluate ownership succession planning results while actively supporting the progress and alignment of our strategic workforce goals. During this process, the big objective is to complete detailed strategic workforce planning. The goals of this process can be achieved by answering four basic questions: 
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Funding Your Employer Brand Plan—A Numbers Game You Need to Win

Jan 2, 2020 by Kathy Steele 0 Comments
In almost every business, the cost of human capital is one of the biggest expenses, sometimes as much as 70% a company's annual budget. Despite this fact, many organizations don't invest in an employer brand plan. Similar to lead generation campaigns that target new customers, this brand communication plan focuses on the talent audience. With unemployment continuing to trend under 4%, and companies' focus on employee recruitment and retention as we all fight in the war for talent, savvy leaders are starting to invest in employer brand strategies as part of their growth plan and competitive advantage. Here's How to Play by the Numbers:
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Why We Want to Do Away with Jobs

Dec 10, 2019 by Jack Stack 0 Comments
How often have you heard this: “All we ask you is to do the job, nothing more.” Well, I don’t want people just to do a job. I want them to have a purpose in what the hell they’re doing. I want them to be going somewhere. I want them to be excited about getting up in the morning, to look forward to what they’re going to do that day. Maybe it’s a matter of tricking people into wanting to come to work. I say “tricking” because I don’t think it’s a natural thing. Most people would rather be doing something other than work—I certainly would—but they feel they don’t have any choice. Companies reinforce that feeling. They not only tell people just to do the job, they set up the work so it is just a job. They say, “Drill as many of these holes as possible, as fast as possible, and don’t think about anything else.” That’s one way to run a company. What you wind up with are workers who think a job is just a job. I call them the living dead.
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Boosting Employee Retention by Building Careers

Dec 7, 2019 by Lauren Haley 0 Comments
Companies with the best people will dominate their market by 2020. Jack Stack has been saying it throughout this year as SRC focused on their 2019 Critical Number™: "People." But how do you attract, and maybe more importantly, retain the best employees? By providing them with more than a day job, but a career where they're learning, growing, and contributing to the success of the organization.
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As a Leader, Are You Living Up to Your End of the Employment Bargain?

Nov 22, 2019 by Jack Stack 0 Comments
I have always believed that you take on a big obligation when you hire somebody. That person needs to bring home money, put food on the table, take care of children. You can't take that obligation lightly. Of course, the individual has obligations to the company as well. Employment is a two-way street. But as much as possible I want it to be someone's choice whether or not he or she leaves the company. It really bothers me to see people laid off through no fault of their own. To prevent that from happening, we have a contract among ourselves. Everything we do is based on a common understanding that job security is paramount—that we are creating a place for people to work not just this year or five years from now, but for the next fifty years and beyond. We owe it to one another to keep the company alive.
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Closing the Talent Gap at Hutten & Co

Nov 19, 2019 by Kristi Stringer 2 Comments
Ask anyone - it's just getting harder and harder to find good employees.  In the U.S., the unemployment rate hit 3.5 percent last month (a 50-year low) and in Canada, that number is 5.5 percent. These numbers suggest that businesses are operating at full capacity, but if you are a business leader, you probably have a different perspective. Low unemployment often means a gap in the number of qualified people available to fill open positions.  
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6 Practices for Successfully Leading the Millennial Generation

Aug 2, 2019 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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5 Reasons You Need a PayBrand Story to Scale Your Business

Jul 22, 2019 by Kathy Steele 0 Comments
Great Game® practitioners have many shared values, such as a commitment to High-Involvement Strategic Planning, and the belief that every employee can impact the bottom line. Another shared value, which may at first seem too obvious to mention, is an attention to the numbers. As Great Game of Business practitioners, we are attentive, even passionate, about the numbers. To successfully scale and grow our business, this passion and thought must apply to all numbers on the balance sheet. Having a “why” behind every employees’ compensation that can be sustained long-term is critical to keeping top talent around and attracting the best new hires.
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Capitalizing on GGOB to Attract Employees & Customers

Apr 26, 2019 by Lauren Haley 0 Comments
Company culture is one of the most important values individuals look at when searching for a job. That's why Great Game practitioners often spread the word about their open-book and transparent business practices, and as a result not only draw in prospective talent, but attract the right employees with compatible values—those that will thrive in their Great Game culture. GGOB practitioners showcase their unique culture to tell their customers and staff—new and old—the story of what they're all about. Many companies capitalize on their practice of the Great Game of Business® in job postings and their organization's web pages as hiring tool, an asset to retain current employees, and way to communicate their organization's values to clients. 
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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.