An alarming Gallup poll published earlier this year is still sending shockwaves throughout the business community: Most American workers either hate their jobs or don't care one way or the other about them.

Less than a third of Americans are actively engaged in their work, meaning they're passionate about it, enthusiastic and energetic. They're consistently productive, and high performing.

Gallup estimates the 20 million who are "actively disengaged" - openly negative and unhappy have a staggering effect on the economy, costing the United States $450 to $550 billion each year in lost productivity.

"To engage the 70 percent of non-committal or 'actively disengage' employees,  business managers need to change how they view human capital," says Trevor Wilson, CEO of TWI Inc., a global corporate speaker, human equity strategist and author of "The Human Equity Advantage," (humanequityadvantage.com).

"Engaging employees is an issue I've been working on for more than two decades, and there is a solution. I call it human equity -- the unique assets each individual brings to the workplace that are often unrecognized. Recognizing and leveraging your own human equity, as well as that of your employees, addresses not only the incredible waste of human capital illustrated in the recent poll, but also related concerns business leaders share, including the constant need for innovation. These challenges are not unique to the United States."

There is a reason why executive royalty, such as Warren Buffet and former General Electric CEO Jack Welsh, sought talent beyond traditional criteria like knowledge and skills, which are also important, says Wilson. He offers a method for uncovering valuable intangibles in employees; he calls it the SHAPE V Talent model:

• Strengths: Consider strength as defined by the 1999 Gallup StrengthsFinder study, which includes "consistent near-perfect performance in an activity." The study identifies 34 qualities, which can be innate and, unlike skills, are not learned. Individual employees and managers should not force a square peg into a round hole; if an employee's near-perfect, near-effortless strength is in research and analysis, but not so much in data management, managers should allocate this resource accordingly.

• Heart: Have you ever wondered what comes first, whether you're good at something because you like it, or you like it because you're good at it? The chicken-or-egg question aside, what matters is the passion one has for a talent. This includes activities a worker would do even if he or she didn't have to do it on the job. If a talented manager won the lottery and decided to quit his job, for example, he might be inclined to manage people in a local political campaign or take the helm of his son's little league team.

• Attitude: There are three general attitudes an employee might have, according to a branch of study in positive psychology. First, there are those who approach their work as a job, who seek only a paycheck and benefits. The second group includes those with a career perspective who seek advancement. The third group views their work as a calling and deeply connects with what they do every day.

• Personality: In 2009, nearly $500 million was spent on personality testing in North America alone. A reliable test isn't valuable in so much as it reveals differences among workers, which are most likely already apparent. The value of these tests is in showing how and where differences lie. Understanding differences can lead to an appreciation for how and why coworkers perform and improve the synergy of teams.

• Experience: Who is the person you're sitting next to at work; who is she when she's not making business-to-business calls, scheduling meetings or troubleshooting technical problems? How does her race, religion, economic background, family situation and overall lifestyle influence - or not influence - her work life? More importantly, how might her life beyond work offer diversity of thought in the workplace? Life experience should not be overlooked when assessing talent.

• Virtue: "Value in action, that's virtue," Wilson says. Candor, temperance, courage - these traits preempt problems like public scandals, harassment and discrimination and foster a positive moral pragmatism among coworkers and practical wisdom among leaders. With social media continuing to expose bad behavior and employee morale revealed to be at a stunning low, this is a significant quality in the on-going search for the best talent.

About Trevor Wilson

Trevor Wilson is the CEO of TWI Inc. and creator of the human equity management model. He is the global diversity, inclusion and human equity strategist who regularly speaks at corporate functions. TWI's clients include some of the most progressive global employers in the world, including Coca-Cola, Ernst & Young, BNP Paribas and Home Depot. TWI's trademarked human equity approach was instrumental in catapulting Coca-Cola's South Africa division to the top performing division worldwide.

Washington, D.C. - Congressman Dave Loebsack released the following statement today after Secretary of Defense Chuck Hagel announced that the number of furlough days civilian employees, including Rock Island Arsenal employees, must take was reduced to six.  Earlier this year, the Secretary had set the number of furlough days at 11 due to budget cuts that were created by sequestration and other budgetary factors. Loebsack has been opposed to these drastic cuts since they were created by the Budget Control Act, which he voted against.   He has repeatedly called on Congressional leaders to work to find a balanced, commonsense way to replace sequestration and responsibly deal with the fiscal situation facing the nation.

"While today's announcement by Secretary Hagel is encouraging news for the men and women at the Rock Island Arsenal, it is unconscionable that civilian workers were forced to take a pay cut because of dysfunction in Washington. I opposed the creation of sequestration and I adamantly opposed the decision to furlough any dedicated individuals who work every day on behalf of our troops and national security.  I remain committed to working on a bipartisan basis to replace sequestration with responsible deficit reduction that grows the economy and creates job.  I will continue to fight for the hardworking men and women at Rock Island Arsenal and the people who sequestration has affected most."

Too many people end up getting less than what's due them from Social Security when they retire because they don't know the rules and the real financial impacts, says independent retirement advisor Gary Marriage, Jr.

"There's a lot of talk about the future of Social Security, but we still have this benefit and if you're 50 or older, you should be planning to make the best use of it," Marriage says.

Marriage, CEO of Nature Coast Financial Advisors (www.naturecoastfinancial.com), which specializes in maximizing retirees' finances, shares important facts to keep in mind as you plan for how Social Security will factor in your retirement:

•  "Can I convince you to wait a few more years?" Many people are understandably eager to retire as early as possible; others fear Social Security retirement benefits will suddenly vanish, so they want to get what they can as quickly as possible - at age 62. But if you're counting on those benefits as part of your income, you should wait until you're eligible for the full amount. That's age 66 if you were born 1943-54, and age 67 if you were born in 1960 and later. If you're in the older group, retiring at 62 cuts your benefits by a quarter; for the younger group it's nearly a third. "Chances are, you'll be better of mentally and physically if you wait anyway," Marriage says. "Many studies show that people live longer and are more vital the longer they remain employed; more importantly."

• The reductions in Social Security add up to a considerable sum. The average retirement benefit in June of this year was 1,222.43, according to the Social Security Administration. People born in the 1943-54 group who are eligible for that amount at age 66 will get just $916.82 a month if they retire at 62. If they live to age 90, that's a total of $308,052.36. By waiting just four years, they'll net an additional $44,007.48. Waiting until age 70 can make you eligible for a bump in benefits - up to 8 percent a year - but there are no increases if you delay longer.

• If divorced, were you married for at least 10 years? Were you married for a decade and aren't currently remarried? You may be eligible to received benefits based on the former spouse's work record. Here are some of the other requisites: you must be age 62 or older, and the former spouse must be entitled to receive his or her own benefits. If the former spouse is eligible for a benefit, but has not yet applied for it, the divorced spouse can still receive a benefit. Additionally, two years must pass after the divorce.

About Gary Marriage

Gary Marriage, Jr. is the founder and CEO of Nature Coast Financial Advisors, which educates retirees on how to protect their assets, increase their income, and reduce their taxes. Marriage is a national speaker, delivering solutions for pre-retirees, business owners and seniors on the areas affecting their retirement and estates. He is an approved member of the National Ethics Bureau, and is featured in "America's Top Hometown Financial Advisors 2011." Marriage is also the founder of Operation Veteran Aid, an advocate for war-time veterans and their families.

New Law Authorizes Low-Interest Loans to Help Firms Get Funding They Need to Secure Bonding and Equipment Financing

CHICAGO - Governor Pat Quinn today signed a new law that will establish a revolving loan program to increase minority- and female-owned business participation in state construction projects. Governor Quinn made this issue a priority in his 2013 State of the State address, and the new law is part of his agenda to make business opportunities available to everyone in Illinois and drive the state's economy forward.

"Small, minority-owned firms often don't have the necessary resources to bid on state construction projects, and this new law helps them get a foot in the door," Governor Quinn said. "As the loans are paid back, those funds help other firms who are in the same situation, which grows our economy and creates jobs."

House Bill 3267, sponsored by State Representative William Davis (D-Homewood) and State Senator Mattie Hunter (D-Chicago), creates the Disadvantaged Business Revolving Loan Program and allows the Illinois Department of Transportation to make low-interest loans to certified minority- and female-owned businesses that have construction contracts with the agency. Many of these firms are small and lack the ability to obtain the lines of credit necessary to secure the bonding and capital equipment financing needed for state construction projects.

An initial state investment of $3 million will start the revolving loan program. Once operational the program will be largely self-funding, with payments on existing loans allowing new loans to be made. The new law takes effect immediately.

"The contracts awarded by our state departments should reflect the diversity of Illinois," Representative Davis said. "This measure helps to provide equal opportunities for firms owned by socially and economically disadvantaged individuals."

"I have worked tirelessly to create a state financing program that will level the playing field for all businesses by providing working capital to contractors who are shut out by the banks but, are qualified to successfully complete state construction projects," Senator Hunter said. "A subcontractor's inability to attain lines of credit severely hinders them from attaining bonding or becoming prime contractors. This legislation works to eliminate one of the major barriers to meeting those goals."

The new law will help these firms take part in Governor Quinn's $31 billion Illinois Jobs Now! program, which is supporting more than 439,000 jobs over six years. Illinois Jobs Now! is the largest capital construction program in Illinois history, and is one of the largest capital construction programs in the nation.