They Just Don't Get It!

Strategic prioritization focused energy on changes that mattered most instead of scattered firefighting (Chapter 5). Business case thinking justified investments in people and systems with measurable returns (Chapter 6). Empowered supervisors gave frontline leaders time and tools to actually lead their teams (Chapter 7). Partnership across functions aligned HR, finance, and operations toward shared goals (Chapter 8). Visible culture change reinforced new expectations through consistent actions, not just words (Chapter 9). Engagement isn’t just an internal advantage—it’s a customer advantage. When employees believe their work matters and take pride in how it’s done, customers notice. They see it in the quality of the product, the reliability of delivery, and even in the tone of every interaction. A disengaged workforce might still get the order out the door, but an engaged one delights customers and makes them want to come back. That’s why building

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