When Procter and Gamble developed a potato crisp they needed a way
to ship it without having the chips crumble. Enter Frederic Baur. He
invented the canister that has housed billions of Pringles potato chips
while giving teachers a cylindrical object used for class projects such as
lighthouses and barn silos.

Baur took great pride in his accomplishment. The design, which seems
simplistic to Monday morning quarter backs, allowed the chip to be
safely shipped throughout the globe. As a result, Pringles introduced
potato chips to people that had never tasted the traditional chip – quickly
allowing it to become the highest selling potato chip brand in the world.

But Baur took his product much more seriously and when he died his
internment request was granted. He was cremated and a portion of his
ashes were buried in one of his canisters.

Wouldn’t it be great if all employees had that much loyalty and pride in
their accomplishments?

Employee engagement has been a hot topic in leadership circles for well
over a decade. Yet strengthening the connection of team members to the
vision and mission of an organization remains a struggle. Historically
Gallop has polled the percentage of highly engaged employees at 25% or
less and although recent surveys indicate a rise it is only a small increase
with 28% being the most recent engagement level.

Some blame the characteristics of the millennial generation, which
typically is more connected to their resume building than to their
employer. However, some employers have found traits within the
generation that actually makes its members among the most dedicated
and engaged groups the workforce has known.

What do they do?

Since this generation has learned teamwork throughout their educational
life one of the best ways to engage them is to incorporate them into
decision making and special projects. This allows then to better
understand the business processes being used while helping them to see
value in their participation. What really happens is a business process
becomes a teaching and employee development experience that increases
the employee’s sense of worth while developing a better workforce for
the organization.

There are many other ways to engage millennials. As millennials attempt
to experience variety in their career, high performance companies are
allowing, even encouraging, employees to cross train or to transfer
among divisions. Someone may start in marketing and later move to
operations or human resources. This allows the team member to find the
career segment that excites them the most. Although some training
expense is incurred by the employer, it is minimal compared to finding
someone new to add to the company. Of course the transferring
associate’s old sport needs to be filled – but they move someone else
within the organization to the void.

This is what we see with Baur. He was shown a serious predicament
and was allowed to be a part of the solution. Although he was not a
millennial, the lesson we see applies across generations.

Use this inspiring story for workshops, training sessions, staff meetings,
personal development, or conference regarding:

Motivational stories are great to illustrate many points in workshops,
coaching sessions, or during personal reflection. To see more
motivational stories,
click here.

©2016 Max Impact, Rochester Hills, Michigan, USA
The Pringles can:
Inspiring engagement