Summary of Jim Harter's First, Break All the Rules

By IRB Media

Please note: This is a companion version & not the original book.

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#1 The loss of the British fleet in 1707 was caused by the inability to measure something that was already critical to their success: longitude. The same is true in today’s business world: companies cannot find and keep talented employees if they don’t have an accurate way to measure their ability to do so.

#2 Institutional investors, like the Council of Institutional Investors and the California Public Employees Retirement System, are demanding a simple and accurate measuring stick that can tell them how well one company or one manager is doing compared with others.

#3 The demand for a simple and accurate measuring stick for comparing the strength of different workplaces is growing. The Gallup Organization set out to build one.

#4 A strong, vibrant workplace looks like the Lankford-Sysco facility in Pocomoke, Maryland. The company has single-digit turnover, absenteeism is at an all-company low, and shrinkage is virtually nonexistent.

• Language: English
• Publisher: IRB Media
• Release date: Mar 29, 2022
• ISBN: 9781669378037

IRB Media

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Insights on Jim Harter's First Break All the Rules

Contents

Insights from Chapter 1

Insights from Chapter 2

Insights from Chapter 3

Insights from Chapter 4

Insights from Chapter 5

Insights from Chapter 6

Insights from Chapter 7

Insights from Chapter 1

#1

The loss of the British fleet in 1707 was caused by the inability to measure something that was already critical to their success: longitude. The same is true in today’s business world: companies cannot find and keep talented employees if they don’t have an accurate way to measure their ability to do so.

#2

Institutional investors, like the Council of Institutional Investors and the California Public Employees Retirement System, are demanding a simple and accurate measuring stick that can tell them how well one company or one manager is doing compared with others.

#3

The demand for a simple and accurate measuring stick for comparing the strength of different workplaces is growing. The Gallup Organization set out to build one.

#4

A strong, vibrant workplace looks like the Lankford-Sysco facility in Pocomoke, Maryland. The company has single-digit turnover, absenteeism is at an all-company low, and shrinkage is virtually nonexistent.

#5

You must ask yourself what lies at the heart of a great workplace, and then identify the elements that attract only talented employees and keep them, and the elements that appeal to every employee, the best, the rest, and the ROAD warriors.

#6

The Gallup Organization has interviewed more than a million employees over the last twenty-five years. They have asked each of them hundreds of different questions, on every conceivable aspect of the workplace. They have found that the strength of a workplace can be measured by twelve questions.

#7

The twelve questions that make up the Gallup workplace survey are the simplest and most accurate way to measure the strength of a workplace. They are: 1) Do I have the materials and equipment I need to do my work right. 2) At work, do I have the opportunity to do what I do best every day. 3) In the last seven days, have I received recognition or praise for doing good work.

#8

The Gallup study measured the relationships between employee