42 Rules Of Employee Engagement- New Book

[Alan Smith]

I find this quote very interesting: The new challenge is simple: ‘how do I get people to do what I need them to do, when I have no power over them?’ Management struggles with how to adapt to the new realities of fully utilizing and energizing the human side of their enterprise. The key is no longer merely satisfying or attempting to keep employees pacified or without angst. It is tapping into the core values and beliefs inherent in every individual. Creating a passion, rather than just providing tasks, is the key. http://pmtips.net/review-42-rules-employee-engagement/

http://passionwerx.com

[Ben Simonton]

Thanks, Alan.

Before I bother to read it, please tell me whether the author tries to "engage" the workforce or creates an environment that ceases to demoralize and demotivate the workforce thus allowing them to become engaged with their work. If you have not read the book, I will understand.

Thanks, Ben

[Alan Smith]

Hi Ben,

You are correct, management needs to have the employees best interest in mind with the decisions they make regarding their greatest asset. True engagement is when employers put their employees first, in turn employees put the company's interest's first. I have not read the book but I did find the quote very relevant, "Creating a passion, rather than just providing tasks, is the key"

Thanks, Alan

http://passionwerx.com

[Ben Simonton]

Thanks for the quote, but it is not enough to make me want to read the book. There are many who can spout some nice words, but when it comes to implementation are just using a form of top-down command and control.

Best regards, Ben

[Peter A Hunter]

Thanks too Alan but the title for me indicates that this view of engagement is simply another book of tricks to manipulate the workforce.

The quote " ‘how do I get people to do what I need them to do" indicates that the author is approaching the idea of engagement from entirely the wrong direction.

The power of engagement come from allowing each individual to make a choice to engage in their work.
When this happens the performance is phenomenal and is measured on the bottom line in numbers that make grown accountants weep.

Love is a way that people feel.
The literature that has been written about love, how to do it, how to do it to someone else, how to avoid it, would denude a handy sized rainforest but none of that well meant advice counts for anything when you put two people together and just let them get on with it.

There are no rules, let alone 42.
Just an understanding that we want to work with the workforce instead of against them and are prepared to listen to what they need to make that happen.

Maybe that is a rule?

Peter A Hunter
www,breakingthemould.co.uk

[Alan Smith]

Hello,

I have not read the book so I will not pre-judge its contents other than the quote regarding the importance of passion with regards to employee engagement.

I agree 100% that passion is the key to having fully engaged employees.

No person and no test can dispute what each of us proclaims as our individual passions. Not Myers-Briggs, not FISH, not DISC, not Strength Finders etc. etc. etc. These tools attempt to label people by using abstract questions that the test taker usually tries to manipulate the answers to.

At Passionwerx we have a straight forward approach to helping people understand what really motivates them in their careers. Many of us know about these passions subconsciously, Passionwerx brings these career passions to the surface, measure current levels of passion, and encourage development and implementation of action plans to increase these levels of passion which will in turn increase engagement levels. Once people know what their passions are and what their scores are, ignorance is no longer bliss. It is up to the individual to make the necessary changes, in most cases they do.

Passionwerx is more "Heart Than Science".

Thanks Alan

http://passionwerx.com