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Throughout this blog series, based on Dr. Jack Wiley’s paper Suggested Actions for Human Resources to Create a Better Employee Experience, we have explored the different dimensions that are at the heart of the employee experience and provided strategies for incorporating this RESPECT framework into your organization’s daily practices.

“Education is what remains after one has forgotten what one has learned in school.” Albert Einstein sure knew what he was talking about here. One great myth about education is that once you have the degree in hand, you can check that box off and move forward without having to spend another day in a classroom. The reality is that formal education teaches us how to learn once we are released into our new habitat, the workforce.

“Sorry I’m late. I got caught up at work. No, I wasn’t busy with anything or swamped with any important projects. I just had to stay there. I literally just had to be in the building.”

This is one side of an actual greeting overheard at a recent social event. His remarks and explanation for tardiness were met with collective laughter and nods of understanding and empathy from the group. If there were any HR leaders in the crowd, they certainly would have cringed at the sound. Is there anything worse than an employee who is present but not productive, sucking up company funds without contributing anything in return?

Are your employees engaged? It’s a question that has earned its place at the forefront of business strategy, because it directly affects the quality of work produced and overall outcomes. Eight out of ten business leaders rank employee experience, including engagement, as important or very important for the future of their companies. But even when organizations have a generalized understanding that engagement is valuable, it’s not always easy to show a measurable return on investment in terms of dollars and cents. Yet that is precisely what it takes to demonstrate value to those in charge of budget approvals.