300 emails daily

An all-too-familiar story, with two silver linings.

Genuine person-to-person contact is rare, especially with someone managing a daily influx of around 300 emails. However, I had the opportunity to engage with the Group Chief Human Capital Officer of a major bank. During our discussion, I proposed offering a proven employee re-engagement program at ‘no charge’ for 500 of her senior executives.

Afterwards, I would only charge the organisation for those executives who benefited and chose to adopt the ongoing program, which usually represents about 10% of participants. I emphasised the distinction between cultivating receptivity and technical training.

This insight resonated with her, prompting her to ask, “How can you afford to do this?”

I explained

Typically, we present our services to leadership and engage in what I refer to as ‘the dance.’ This involves:

Approximately 20 to 30 phone calls
Too many to mention voicemails
About 20 to 30 emails
Securing a limited number of face-to-face meetings
Navigating through a revolving door of different managers
Continuously starting from scratch
Dedicating around 12 to 14 months to this effort
One can only imagine the expense of ‘the dance’ for both of us, and we may or may not gain traction.

Our confidence stems from our ability to demonstrate our value at our own expense, rather than attempting to persuade you of it. You and I both understand that the crucial factor is ‘readiness’; typically, only about 10% of employees will be receptive.

The advantage this offers you is that you can stop paying for receptivity training (re-engagement) for the 90% of employees who have been given the opportunity but are ‘not yet ready’ to commit to that training.”

She understood my perspective and replied, “You will be hearing from me.” That was nearly 10 years ago, and nothing has materialised yet.

The silver lining is for both parties, as we have digitalised our adoption process on a global scale. We’ve eliminated ‘the dance’ and the risk of 90% of the associated costs in implementing a proven employee re-engagement program.

Leadership just needs to act; as for the 10% of employees, well, they are ready and waiting.

~ Stuart Mackay

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