Snappy Employee Engagement Survey 2026: Don't Forget to Recognize Your Employees (Human Capital Development)

(Illustrive Only)

Every employee
desk receives spring
flowers with a note.

The note,

"Dear XXXX,
We want to thank you
for making this
company a market
leader. Each one 
of you are vitally important
to us and to fulfilling
our mission and goals.
Please take this coffee
 card and have
a free latte on us.
No special event
other than to say
thank you. 😊"

The executive team
knows that people 
perform at their best
when they feel
they are appreciated.
 Productivity and strong
ideas seem to be 
more common when
people feel a sense
of engagement.
Greener improves the
environment and
reduces stress
leading to long
tail benefits. 

 Sometimes gifts
 are custom
for individuals
and sometimes they
are for everyone.

One might order 
flowers from 
Pam's Pedals on
Ludington Street 
in Escanaba. 
Escanaba is becoming
a hot spot for investment
and start-ups.

Human capital and employee engagement are essential not only for organizations but for the economy as a whole. When people are united around a shared vision—whether within a company or even a society—they are better able to work together, adapt, and succeed. The more individuals who actively contribute ideas and stay engaged in their work, the more likely it is that performance improves and true synergy is created.

Some may view employee engagement and recognition as unimportant, but the reality is different. Organizations are made up of people who choose to contribute their time and effort, and their level of engagement directly affects outcomes. Every organization depends on internal interactions, and those interactions are shaped by how motivated and valued employees feel.

Low recognition comes with real costs. It can lead to reduced performance, lower motivation, higher turnover, and declines in creativity and innovation. Employees may also become unclear about expectations, which further impacts results. On the other hand, strong recognition helps employees feel valued and encourages them to contribute their best work.

Effective leaders understand the importance of the human element. They create environments where employees feel encouraged to share ideas and perform at a high level. Recognition can be simple—such as positive feedback in everyday conversations—or more structured through formal programs. Often, a combination of both works best.

At the end of the day, employees play a central role in organizational success. Their engagement and effort can determine whether an organization grows and thrives or struggles to keep up.

The State of Employee Engagement in 2026

• Only about 31% of employees in the U.S. are engaged at work
• Recognition is a key driver of engagement:
  • Can increase engagement up to 20x
  • Improves performance and productivity by about 14%
• Recognition strongly impacts motivation:
  • Around 84% of employees say it motivates them
  • 37% say it is their top motivator
• Lack of recognition hurts performance:
  • 42% of employees feel less productive without it
  • 20% say they never receive recognition
• Recognition improves business outcomes:
  • Increases retention by about 31%
  • Can raise profitability by about 23%
• Recognition boosts behavior and performance:
  • Creativity increases by about 30%
  • Employees are more engaged with customers
  • Workers are 2.8x more likely to be engaged with regular feedback
• Small, frequent rewards matter:
  • Engagement can rise by 22–25 points with milestone recognition
  • 46% prefer small, unexpected rewards
• 2026 workplace trends:
  • More real-time feedback instead of yearly reviews
  • More personalized recognition
  • Stronger focus on manager effectiveness

Snappy. (2025). The state of employee engagement in 2026: Insights on recognition, motivation, and performance. Retrieved from https://www.snappy.com/blog/the-state-of-employee-engagement-in-2026-insights-on-recognition-motivation-and-performance

April 2026 Beige Book Indicates Uneven Mild Growth With Risks

(Illustrative Only)

Jack knows it is 
importat to support his
local economy and buys
local made products from
local stores so the economic
benefits stay in his community.

Reading and analyzing economic data and reports helps build a clearer understanding of how the economy functions and how it connects to broader social development. With that foundation, it becomes easier to make informed decisions that support a stronger and healthier society. Economics is one important piece of a larger system, and when understood well, it can help guide meaningful improvements across communities. People and communities should be the ultimate goal of economic policy in general.

Current data shows that economic activity is expanding, but not evenly across regions. Ongoing global and domestic uncertainties have led many individuals and businesses to take a cautious, wait-and-see approach. While consumer spending has increased, much of that growth is concentrated among higher-income households, highlighting potential market distortion of large upswings in wealth concentration. At the same time, employment remains relatively stable, though many workers may be hesitant to change jobs in an uncertain environment.

Inflation continues to rise gradually, and there are signs that manufacturing and business investment are slowing. This is a concern for long-term growth, especially for communities that benefit from new investment and job creation. Overall, sentiment remains cautious, with a mix of mild pessimism and uncertainty, as economic conditions can shift quickly and risks remain present.

Federal Reserve Beige Book Summary – April 2026: Modest Growth Amid Rising Uncertainty

• Economic activity expanded at a modest pace overall, with variation across regions and sectors
• Widespread uncertainty, particularly tied to global geopolitical tensions, led businesses to adopt a cautious, “wait-and-see” approach
• Consumer spending increased slightly, though growth was uneven and more resilient among higher-income households
• Employment rose modestly, with stable labor demand and limited wage pressures in most districts
• Input costs increased (especially energy, transportation, and materials), contributing to ongoing inflation pressures
• Businesses reported narrowing profit margins as costs rose faster than selling prices
• Housing activity weakened in many regions, largely due to higher interest rates and economic uncertainty
• Manufacturing and business investment showed signs of slowing as firms delayed expansion decisions
• Lower-income households experienced increased financial strain, including greater reliance on credit and assistance programs
• Overall outlook remained cautiously pessimistic to neutral, with expectations of continued modest growth but elevated risks

Board of Governors of the Federal Reserve System. (2026, April 15). Beige book: Summary of commentary on current economic conditions. https://www.federalreserve.gov/monetarypolicy/beigebook202604-summary.htm

Don't Be Crabby!: Enjoy the Beach and Know What is Important in Work-Life Balance

(llustrative Only)

Ride the wave instead
of being crabby!

Escanaba and San
Diego has great beaches.

The beach life is a funny thing—you can turn it into a peaceful retreat… or somehow reinvent your normal chaos but with sand in your shoes. If you’re the busy type, you’ll still sprint around like a headless chicken, building imaginary to-do lists that won’t matter next week, next month, or honestly even by sunset. Meanwhile, the ocean is just sitting there like, “Relax. None of that was urgent.”

The beach has a way of gently roasting you into slowing down. It reminds you that life is short, your inbox will survive without you, and maybe—just maybe—you should do more of what you actually enjoy. Work hard, sure. Chase goals, absolutely. But also pause long enough to ask, “Do I even care about half this stuff?” If the answer is no, congratulations—you’ve just discovered emotional decluttering.

Enter the “beach bum”—not an actual bum, but a mythical, enlightened executive who traded nonstop meetings for a folding chair and a better perspective. This character has seen the corporate mountaintop and realized… it’s basically the same as sea level, just with less overpriced fine dining and more $3 lobster tacos. 

Interested in some of my
art send me a message
to the right and visit
 my Art Page 

Escanaba

The beach bum understands that people often act like they’ve got life completely figured out—without ever asking the right questions. The result? A lot of unnecessary chaos, very little happiness, and zero time for sunsets. If you don't enjoy the present your life is going to go by in a blur and then you dare to look back. 

The beach bum, however, sees through the noise. There’s a balance between getting things done and actually enjoying your life—what some people call work-life balance, and what the beach calls “obvious.” Turns out, science even backs this up: balance makes you more creative, more productive, and less likely to dramatically sigh every five minutes.

And beach life isn’t just about doing nothing—it’s about doing the right kind of something. Reading a book you actually like. Walking along the shore. Hanging out with friends. Sipping your favorite drink while pretending you know how tides work. Maybe spotting a starfish, maybe attempting to surf, maybe just sitting there doing absolutely nothing—and realizing that’s kind of the point.

Interested in some of my
art send me a message
to the right and visit
 my Art Page 

San Diego

And here’s the twist: it doesn’t have to be a beach. It could be the woods, a park, or your living room with the phone on silent. The “beach bum” mindset is really about clarity—figuring out what matters and letting go of what doesn’t.

Of course, you can’t force anyone to see it, take on new perspectives or ask the right questions. Most believe they know it all even when their logic is chronically broken and contradictory. People only slow down when they’re ready. Until then, time keeps moving, the waves keep rolling, and eventually… everyone figures it out—one way or another.

"Knowing others is wisdom, knowing yourself is Enlightenment." — Lao Tzu

Emotions Experienced at the Coast and Their Influence on Well-Being

• The study explores how coastal environments (e.g., beaches and oceans) influence emotional experiences and overall well-being.
• It uses a qualitative approach, gathering participants’ descriptions of their feelings and experiences at the coast.

• 

  
  $3 lobster taco
  at World Famous
  San Diego. 
  or 
  explore
  La Cantina
  Escanaba

  Participants commonly reported positive emotions such as relaxation, happiness, awe, and a sense of freedom.
• The coastal setting helped reduce stress and negative thoughts, contributing to improved mental health.
  
• Sensory elements (sound of waves, fresh air, visual scenery) played a key role in emotional benefits.
• Feelings of connection—to nature, oneself, and others—were frequently mentioned as important outcomes.
• The study suggests that “blue spaces” like coastlines can support psychological restoration and well-being.

Severin, M. I., Raes, F., Notebaert, E., Lambrecht, L., Everaert, G., & Buysse, A. (2022). A qualitative study on emotions experienced at the coast and their influence on well-being. Frontiers in Psychology, 13, 902122. https://doi.org/10.3389/fpsyg.2022.902122

Small Business Credit Survey Results: Would Local Start-Up and Small Business Funding Increase Downtown Development?

(Illustrative Only)

Jackie is a local
banker and is 
pooling resources
for small businesses
started by young people
on Ludington St. Escanaba,
 allows for lower interest with 
profit agreements, takes different
 forms of collateral, and 
continues to encourage
investors to put 
money into a
community based local
entrepreneurial hedge 
fund. She tries
to hedge the type
of businesses through
clustering so 
they support each other, 
gets people together
for meetings to
share ideas,
and partners with
larger local and 
regional businesses
to sell products
and export internationally
under a local brand
that helps tourism, micro
manufacturing, and local
business development.

Hedge Start Ups,
Availability of Financial Info,
Venture Capitalism,
Interconnectivity of Firms,
Funding Start Ups

The report focuses on small employer firms and their access to business credit. Small businesses often rely on credit to start and grow operations. While some begin with personal savings, many eventually need financing as they expand. Using credit cards is common, but it is not always the most effective or sustainable way to support broader economic development in local communities.

Access to affordable financing—especially through local or community banks—can play an important role in helping small businesses succeed. Lower interest rates or pooled funding options could encourage more business formation and support local economic growth.

The survey suggests that small business conditions are slowing slightly, though not sharply. Growth may continue at a slower pace in the near future. At the same time, many firms are adapting by embracing new technologies, including artificial intelligence. Finance is still seen as a challenge.

About half of small businesses report that their financing needs are fully met, while others still face gaps. There is also a continued rise in the use of online lenders, though these options can sometimes come with higher costs.

Overall, strengthening local financing systems could help support small business development. Even though not all businesses succeed, a strong financing environment increases the chances that some will grow significantly and contribute meaningfully to local economies.

2026 Report on Employer Firms (Small Business Credit Survey)

• Based on the 2025 Small Business Credit Survey, which collected responses from over 6,500 small employer firms (1–499 employees) across the United States
• Revenue and employment growth remained relatively stable year over year, but overall performance is still below pre-pandemic levels
• For the second consecutive year, a higher share of firms reported revenue declines than increases
• Expectations for future revenue and employment growth declined to their lowest levels since 2020
• Approximately 38% of firms reported increased revenue, indicating slower growth compared to prior years
• Nearly half of firms source inputs internationally, and most reported higher input costs compared to 2024
• About 84% of firms relying on foreign inputs experienced cost increases, with many passing costs to customers
• Roughly half of firms had their financing needs fully met, while about one-third experienced a funding gap after applying for credit
• Use of online lenders increased for the fifth consecutive year, though 60% of borrowers reported higher-than-expected costs
• Just under half of firms (around 46%) reported using artificial intelligence, primarily for marketing, productivity, and planning
• A majority of firms using AI reported productivity gains, though most did not see major changes in labor costs

Federal Reserve Banks. (2026). 2026 report on employer firms: Findings from the 2025 Small Business Credit Survey. https://www.fedsmallbusiness.org/reports/survey/2026/2026-report-on-employer-firms

Genocide: Is it possible under certain circumstances? (The Story of the Clan)

(Illustrative Only)

"Let us overcome
 violence by gentleness;
let us overcome evil by good."

Buddha

Genocide is one of the most extreme harms humans can inflict on one another. It involves deliberately targeting groups seen as different, leading to severe social, moral, and economic consequences. Beyond the immediate damage to lives, it can weaken institutions, erode trust, and disrupt long-term development. These outcomes can be prevented when societies remain committed to shared values and apply them equally to everyone.

Social and economic systems are closely linked. When division, fear, and discrimination take hold, they often lead to negative economic outcomes. Systems built on exclusion tend to lose stability, legitimacy, and effectiveness over time. The people who make the decisions that weaken such systems often don't know the long-term consequences of self-seeking choices.

Consider a hypothetical “Story of the Clan” as a thought experiment. In this scenario, a group unites around shared hostility. Rumors spread, corruption increases, and accountability declines. Intimidation and harassment become normalized. Some individuals are targeted based on identity, while others avoid consequences due to favoritism or weak enforcement. Reporting wrongdoing leads to retaliation instead of reform, and legal protections are applied unevenly, creating an in-group versus out-group dynamic. 

A few factors to consider in this allegory are targetings, criminal misbehaviors, human rights violations, collectivization, lack of backstops and a sense of agreement that some are second class citizens and should be openly dehumanized with no correction for the wrongdoing. Some continue on even though the victims have done nothing to them. Sayig "no" can put you on a list in this hypothetical situation. 

While this represents a worst-case scenario, most people would oppose such behavior. But some also support collectivizing their hate. Some officials foster it. Societies depend on checks and balances—such as legal systems and constitutional protections—to prevent these outcomes. However, when these safeguards fail and misconduct goes unaddressed or incentivized, trust in institutions declines. This opens the door to further abuse, especially when decision makers prioritize loyalty, foreign ideologies (not inherent in social contracts, artifacts, rights) or personal gain over fairness and accountability.

Even in these conditions, some individuals may continue to uphold ethical standards, guided by earlier commitments to duty and principle. They didn't just say them, the believe, and want to protect them. People commited to principle and not identity. The risk doesn't matter because for each time they remind leaders of their oaths they can further move the needed needed to preserve society and save future victims. They willingly sacrafice despite extreme injustices. 

The question is whether such a breakdown could occur. Some believe it is nearly impossible and others are arguing the risks rise. While estimates of likelihood may vary, history shows that under certain pressures—such as economic instability, political polarization, religious extremism, hyper politics, and racial discrimination or weakened institutions—serious abuses like genocide can happen. Even a small risk is worth taking seriously unless you feel the oaths and central generation to generation sacred trusts have little value in practical form.

This is why strong, accountable systems with checks-and-balances are essential. There are many examples in the world where such systems defaulted and went into dehumanization and exclusion leading stained histories. Justice systems play a central role in maintaining fairness and correcting wrongdoing. When it weaponizes justice it also begins. When problems arise, addressing them early helps prevent escalation and the momentum to hate and evantual genocide. Institutions are not meant to incentivize misconduct or violate fundamental rights such as freedom of speech or religion.

Maintaining a just and stable society requires ongoing effort: reinforcing shared values, holding institutions accountable, and ensuring protections are applied equally. If we fail where we find it then we risk a broader failure. Good eventually does overcome exclusion and hate but that process is a slow one. A person's soul (essence) is defined by how they define these issues in themselves. They will be judged as we are all eventually judged. 

Finally, it is important to broaden the discussion of “out-groups” beyond race to include religion, ethnicity, political beliefs, and other identities. Under the wrong conditions, hostility toward any group can be amplified and collectivized, increasing the risk of harm. What are the small things you can do to prevent collectivization of hate? 

The Violent Path from Systemic Racism to Genocide

• Systemic racism operates at a structural level, embedded in laws, policies, and cultural practices that create unequal access to resources and opportunities based on race.
• It is often subtle and normalized, making it difficult for those not affected to recognize, while consistently shaping life outcomes such as education, employment, and health.
• Persistent patterns of racial discrimination can escalate into broader societal dangers, including violent conflict and genocide, as recognized by international human rights bodies.
• Warning indicators include entrenched inequality, rising racial hatred or propaganda, segregation or exclusion, and weak legal protections against discrimination.
• Historical examples, such as the 1994 Rwandan genocide, demonstrate how constructed racial hierarchies and long-term marginalization can culminate in mass violence.
• The persecution of the Rohingya in Myanmar illustrates a “slow-burning” process, where decades of discriminatory policies stripped rights, identity, and protections, increasing vulnerability to genocide.
• Systemic oppression weakens targeted groups over time, making large-scale violence easier to carry out and less likely to be resisted.
• Understanding systemic racism as a root cause is essential for early warning systems and prevention strategies aimed at stopping genocide before it occurs.

apa reference
The Sentinel Project. (2020, June 30). The violent path from systemic racism to genocide. https://thesentinelproject.org/2020/06/30/the-violent-path-from-systemic-racism-to-genocide/

Management Style, Job Satistfaction and Organizational Peformance

(Illustrative Only)

Management style has a significant impact on employee performance. However, this influence is sometimes underestimated because managers may unintentionally rely on their personality as a default management approach and apply it inconsistently or inappropriately to employees, which can affect organizational outcomes.

For example, a manager who adopts a highly laissez-faire approach and allows employees to work without clear structure, expectations, or guidelines may inadvertently harm the organization. Without adequate direction, employees may lack focus on key objectives, leading to inconsistency and reduced accountability. Conversely, an overly top-down or authoritarian management style that limits employee input and discourages new ideas can also weaken the organization. In such environments, innovation is often suppressed, and valuable contributions from employees may be overlooked.

Beyond management style itself, there is a secondary effect on employee motivation. Employees typically make an implicit assessment of how much effort they are willing to invest based on compensation, recognition, and the overall work environment. If the environment becomes negative due to an ineffective management style, employees may reduce effort, engagement, and creativity. This can lead to lower retention, decreased innovation, increased inefficiencies, and overall weaker organizational performance.

Even high compensation does not necessarily offset the negative effects of poor management. In some cases, organizations may experience diminished returns when leadership practices undermine morale and productivity. Therefore, management style plays a direct and indirect role in organizational success. Effective leadership requires more than familiarity or credentials; it depends on the ability to balance structure with flexibility, encourage engagement, and support meaningful employee contribution. The type or size of the organization doesn't appear to be the main issue. 

You may be interested in this study below, 

Impact of Management Style on Job Satisfaction and Organizational Outcomes

• Management style has a significant effect on employee job satisfaction and organizational performance
• Job satisfaction is a key factor influencing overall organizational outcomes
• Stimulating (supportive and engaging) leadership styles improve the effectiveness of HRM practices
• Corrective or control-oriented leadership styles show little to no positive impact on HR practices
• Leadership style shapes how employees perceive workplace policies and organizational support
• HRM practices contribute to higher job satisfaction when effectively implemented
• The influence of leadership on performance is largely indirect and operates through employee satisfaction
• Employee satisfaction plays a mediating role between leadership style and organizational performance

Vermeeren, B., Kuipers, B., & Steijn, B. (2014). Does leadership style make a difference? Linking HRM, job satisfaction, and organizational performance. Review of Public Personnel Administration, 34(2), 174–195. https://www.humanresourcejournal.com/archives/2026.v8.i1.B.423

February 2026 PPI Data Year-Over-Year Increases 3.4%, .5% January and .7% February

(Illustrative Only)

Working on a chair
and thinking of
costs. 

The most recent Producer Price Index (PPI) data is provided below. What is PPI

Producer Price Index (PPI) News Release Summary (U.S. Bureau of Labor Statistics)

• The Producer Price Index (PPI) measures the average change over time in selling prices received by domestic producers for goods and services, reflecting inflation at the wholesale level.
• In early 2026, producer prices showed continued upward pressure, with final demand increasing 0.5% in January and 0.7% in February, indicating accelerating inflation trends.
• On a year-over-year basis, PPI rose about 3.4% by February 2026, with services contributing more strongly than goods to overall increases.
• Monthly changes are driven by fluctuations in services (e.g., trade margins, transportation) and goods (especially energy and food), which can move in opposite directions.
• Core PPI (excluding food, energy, and trade services) has shown consistent increases, signaling underlying inflation persistence across the economy.

U.S. Bureau of Labor Statistics. (2026). Producer price index news release. https://www.bls.gov/news.release/ppi.nr0.htm