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Guest Post by Tamara Anderson

A few years ago, I decided to run my first marathon with a friend. That sounded thrilling, exciting, and like I would be the queen of the world when I crossed the finish line. I was pumped!

Then it got real.

I needed to train. I needed to be all-in emotionally to have the mental fortitude to make this happen and I needed to have a plan that would walk me through the steps of making it happen. So, I knew if I did those things I would be committed to achieving my goal.

I found a plan.

I followed a plan from Hal Higdon, American writer and runner, designed for the first time marathoner. As I looked at the steps and the week by week goals, I felt like this was doable. Not to say that my execution wasn’t without its bumps in the road.

There were days when I just didn’t want to run. There were days when my runs were less than stellar. And there were days when I felt like I could run and run and run.

What I learned through all of that training was that the number one thing that made my runs great or made them…not so great was my attitude. The emotional component was a huge part of my success. Without a positive attitude and a clear vision of a successful outcome, my runs faltered.

But not on race day. On race day it all came together.

Employee engagement is a widely talked about topic. Just doing an employee engagement survey isn’t the answer to engaged employees.

Successfully creating an environment of highly engaged and effective team members is a marathon, not a sprint.


This is the first question you need to ask yourselves before you begin your employee engagement marathon. The answer may seem obvious, don’t we all want engaged employees?

Of course.

Before you begin, consider what your company’s goals are and how a more engaged workforce is going to help you achieve those goals. Take a look at your culture. Is it what you want it to be? And if not, what is that ideal outcome.

Get Commitment

An employee engagement initiative is only as strong as the commitment of your leadership team to support it. Take a top-down approach making sure that everyone on your leadership team understands what will happen, why it’s happening, how it will help them to achieve their goals, and overall benefit the company.

When your people are “all in”, you will cross the finish line successfully.

Plan & Execute

Before you begin, have a plan for how you will use the information once it’s compiled. Decide who will be involved in disseminating the information and come up with a communication plan.

The number one failure we see companies make when they begin and employee engagement initiative is to not communicate the results or take action. The people who’ve taken the time to provide this information become disengaged because they feel like their input wasn’t valued if communication and action don’t happen.

By doing these three things, when you find yourself on the starting line of your Employee Engagement marathon, you can know you will successfully cross your finish line!

Guest Author


Tamara Anderson is a Co-Owner and Team Performance Strategist at Dale Carnegie of ND who aligns business strategies and people practices to drive results.  She has a passion for performance, works to exceed the WOW factor, powers up organizational culture, loves her clients, and expects business results.  In a nutshell, she is the fork in the road where culture and strategy meet.

The Building Gurus Difference

You’re probably wondering how we can deliver candidates that your in-house or current recruiting partner hasn’t been able to. Hiring great talent is a key part of your business, but it’s the reason we’re in business. We invest in tools, technology, and resources to ensure we’ve always got the best “inventory” of talent at our fingertips. Building world-class best practices and an employer brand that gets and keeps the attention of A-players is key to our success. When you hire us, you immediately benefit from the years we’ve spent building our brand and relationships with sales, managers, and leaders in the building products industry.

Here are just a few strategies we use to ensure we can deliver best-in-class building products sales, manager, and executive level talent fast:



Rikka’s articles appear in trade magazines like LBM Journal, ProSales, Remodeling, and more.



Rikka’s advice has been featured on Fast Company, NFIB, AmEx Open Forum, CBS Small Business Pulse, Huffington Post, and more.



Rikka is selected to speak at local, regional, and national conferences like KBIS and ProDealer Summit.



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