Lorne Rubis, Belongify founder and Chief Belonging Officer, has elaborated on The Line Up Rule and Line Up Scores in blog posts since 2020.
Here’s how he defines The Line Up Rule: “If your culture is thriving, people want to be part of it. Both prospective employees and customers “line up” to be part of your organization. For potential employees, it’s way more than just getting a job. Top talent actively seeks ways to get a position in your workplace. It is similar with customers. They have a choice, and yet actively seek your company.”
What might that look like in an everyday team situation?
Lorne tells this story: “The other day I was talking to the mom of a very capable daughter, who after a few years of working in one company, was looking to spread her wings. She is a very gifted employee with massive contribution potential. I suggested I could be a reference for a company she might be a great fit for. The reaction: ‘Thanks, but she keeps in contact with some folks over there, and anyone, any good, is leaving.’ Anecdotal? Perhaps, yet it really matters. And if you look at social media platforms on this company, the data shows a downward trend. Hmm.
Leaders must pay attention to what I call the line up score. Both top talent and customers ideally want to line up and be part of your company. This includes a strong equity/value score, where both talent and customers are staying with your business because they really want to. If you start chasing talent and customer acquisition disproportionately to retention, you will need to reinvent, accept mediocrity, and/or eventually go out of business.”
When people’s personal purpose / values align with organization purpose and values, it’s an unstoppable positive force.
Have you considered your line up scores before? How are they looking?
