ABSTRACT
This chapter introduces practitioners to a method so practitioners can improve their engagement system and, in particular, how to find and exploit the “control parameters”. In systems language, these control parameters are called “High Leverage Points”. The chapter explains how practitioners can use High Leverage Points to improve practitioners' system of employee engagement. It explores how to calculate practitioners' Residual Engagement Strength (RES), and reviews two case studies. The chapter demonstrates how practitioners can use their RES as a problem solving tool to improve employee engagement. The engagement loop is working to make Lurkers become engaged and join the ranks of the Loyalists, while the disengagement loop is working to encourage Lurkers to become disengaged and join the ranks of the Laggards. The more powerful loop will win in the long run, and the force creating this flow is called the Residual Engagement Strength, or RES. The engagement and the productivity numbers track almost perfectly.
