The Relationships Principle

The Science of Building a High-Performing Team

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You might think that by sharing an occupation, co-workers are a team. But Gallup surveys have consistently found that only 30 percent of employees are engaged (doing a good job, deliberately and with enthusiasm), while 50 percent say they are disengaged (emotionally disconnected from their workplace, no longer caring about the organization’s mission or their leader’s goals). Disengaged employees demonstrate minimal motivation and little involvement with coworkers and patients, resulting in lackluster performance.

Astoundingly, almost 20 percent of workers admit they are actively disengaged, which Gallup defines as employees who are “more likely to steal from their companies, negatively influence their coworkers, miss workdays, and drive customers away.” Actively disengaged employees create other less-obvious obstacles, too. Example: managers spend a disproportionate amount of time on them, leaving engaged staff overlooked.

With nearly one in every five employees choosing to act in a destructive manner, and half the workforce doing just enough to collect a check, it is no wonder that building a high-performing team is difficult. The Relationship Principle shows leaders an evidence-based method for flipping that scenario and forging a powerful team.

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