What are Gomos & D-grunts?
For many years, The Gallup Organization has conducted surveys and polls to help us understand how into our work we are. The fancy term for this in the study of organizational behavior is employee engagement.
They've determined the following (give or take a percentage point one way of the other depending on the year)...
- 29% of us are engaged with our work (we care)
- 54% of us are not engaged with our work (we don't really care)
- 17% of us are actively disengaged with our work (we really don't care ... and we spread it ... we thrive on getting in the way of making good things happen)
Call the first group what you like (start with wonderful but then realize that being engaged in our work is really just our obligation to each other). The last two groups are Gomos and D-grunts. Gomos are the people who go through the motions. D-grunts are the disgruntled among us.
Add the last two groups together and we have 71 out of every 100 people going through the motions each day ... or worse.
Frightening, isn't it?
No Gomos. No D-grunts. You can make this happen.
What's the solution?
- If you’re a manager, start by Leading Simply (modeling the behavior you want to see, connecting with the people you lead, involving them as much as possible. Watch the video or get the book. Culture is everyone’s responsibility but ultimately, it’s always the leader.
- Share the Smile & Move video with everyone who talks to customers. It’s a beautiful reminder to happily serve. Give the book to someone or make a quick meeting of the ideas.
- Encourage more commitment and resilience from everyone by sharing the Cross The Line video. Make a bigger impact and share the book too.
- Inspire a little extra effort with the original 212 book and video. Once someone’s heard it, it sticks forever. And with awareness, comes responsibility.
- Remind everyone that creating a more enjoyable day internally (between each other) is about taking advantage of those 1-second opportunities each of us has every day ... opportunities to contribute, be patient, and encourage others. Share the Love Your People video or booklet.
- Help people remember that ego should be put aside at work. Start with the 48-hour Ego Cleanse and then make it real by handing out the Be No Ego pocket cards to reinforce it long-term. Discuss the 5 points.
- For those who are having challenges taking feedback, suggest a quick 6-point self review on their coachability.