Author, Chad Haldeman, is a Senior Business Advisor with The Resultants. To learn more about Chad, visit our Team Page or connect with him on LinkedIn.
If you want to truly move your business forward, it’s time to “step on the GAS.”
GAS stands for “Gives a Sh*t” – a term we think captures the essence of your team members’ drive to go above and beyond in the workplace.
Employees with GAS aren’t just doing their jobs – they care deeply about the organization, their colleagues, and the customers they serve.
They are highly engaged and motivated to deliver the very best results.
When your team is filled with employees who care, the benefits are undeniable.
Engaged employees consistently outperform their disengaged counterparts, leading to measurable gains in productivity
As Gallup’s Q12 engagement metrics highlight, companies with high engagement levels are 20% more productive and 12% more profitable than those with disengaged workforces. Maybe they’re equally talented, but the engaged teams just care more.
Not only are engaged teams more productive and profitable, but they also experience 30-50% lower turnover.
A thriving culture of engagement encourages loyalty, accountability, and optimism, which can ripple throughout your entire organization.
When employees are motivated and aligned with your company’s purpose, they can make things happen that once seemed impossible.
Engaged workplaces are also just more fun – a workplace powered by passion is energizing and inspiring. It becomes a place where people want to be and where creativity flourishes.
And finally, engaged teams are better equipped to navigate challenges and bounce back from inevitable setbacks.
Chances are, you already have team members with GAS – but how do you know who they are?
One of my favorite sayings is, “I can’t hear you because your actions are speaking so loudly.”
That’s how you know your engaged team members: by their consistent and passionate actions.
Proactivity: They volunteer to help, take ownership of tasks, and are unafraid to speak up or share ideas.
Accountability: They consistently do what they say they’ll do and take responsibility for their actions.
Team spirit: They prioritize the greater good over personal gain and demonstrate loyalty to colleagues and customers.
Energy and optimism: Their enthusiasm is contagious, inspiring others around them.
On the flip side, those without GAS often exhibit a “just doing my job” mentality, avoid accountability, and don’t engage with others in group settings.
Turning Up the GAS
Not every employee will naturally have GAS. But the good news is that you can cultivate engagement, especially if any existing disengagement is situational.
Here are some ways you can turn up the GAS:
Solid leadership: A great manager is the most influential factor in someone’s engagement with their job. Managers who are engaged themselves and provide clear guidance and support can inspire their teams to care more deeply about their work.
Clarity and alignment: With tools like a Business Operating System (BOS), you can create a clear vision and make sure everyone understands their role and how they contribute to the organization’s broader mission.
Purpose-driven culture: Employees with GAS often feel deeply connected to the organization’s purpose. Clearly communicate your company’s “why”– why it exists, what it values, and how it shows up in the world. When people connect with this kind of vision, their engagement naturally grows.
Right people in the right seats: As Jim Collins famously said, success comes from having the right people in the right roles. Employees who align with your organization’s values and get to do what they do best every day are the ones who will show passion and drive.
Leaders with GAS have a passion for guiding and inspiring their teams
Leadership is where GAS truly becomes a must-have. As the saying goes, “People don’t leave companies - they leave managers.”
Unfortunately, many organizations make the mistake of promoting technical experts into leadership roles without considering whether they have the desire or skill set to effectively manage others.
Managing people is both an art and a science, and it takes genuine care for others and a willingness to embrace the challenges of leadership.
People aren’t stupid – they can tell when a leader is phoning it in.
For those in leadership roles, stepping on the GAS means demonstrating integrity and accountability, showing empathy and support – and being a role model for engagement and purpose.
To build a GAS-powered organization, start by making engagement a priority in your hiring process
Use behavioral interview questions to assess candidates’ alignment with your company’s values and their potential to passionately contribute.
Tools like personality assessments can also provide valuable insights into whether a candidate is a good addition to your culture.
It’s also important to clearly communicate your company’s purpose and vision during the hiring process. Let candidates know what your organization stands for and what it’s working toward.
This can help attract the right people while discouraging those who don’t align with your culture.
Any organization that builds a purpose-driven culture, aligns people with their strengths, and puts strong and empathetic leaders in place can expect to emerge as a high-performing, resilient powerhouse
So, does your organization have GAS? If not, it’s time to hit the accelerator and start building a team that truly cares.
If you’d like some support implementing any of the ideas from this article, please reach out for a conversation – we’d love to help!
