I agree with the concept. It is pretty much impossible to maintain or improve engagement if the CEO is not fully behind it - Imagine how great it would be if the CEO was more than a supporter but an actual role model, living engagement-rich values?
I'm pretty sure any of us with 20 or more years in the workplace has seen the total destruction of employee morale (and engagement) at a change in leadership - who served the stockholders at all costs. We cannot stress it strongly enough how important the CEO is to ensuring the workplace at all levels is committed to employee engagement. But this also means that the Boards and other shareholders/stakeholders understand that the long-term view and alternate solutions to short-term problems are key to employee engagement and the firm's long term success.
I too look forward to seeing where this discussion goes.
Jean, I was scribbling some notes on other things and this topic popped into my head. Not on the campaign trail to change CEO mindsets. Started drawing boxes on the paper. Thought, wow...this one person certainly does have incredible influence. What I thought interesting was progress in this area doesn't cost money.
Ask yourself: Do you work better in the morning and in the evening? Take off every afternoon! Why are you working five days in a row? Can you work alternate days – and rest every other day. If you usually take a fortnight’s holiday (if that!)? Could you take three weeks or a month? Is your optimum output better if you take ten weeks off, instead of four, and work with more energy during the times that you DO work?
Work In The Zone | LinkedIn www.linkedin.com “The higher your energy level, the more efficient your body. The more efficient your body, the better you feel and the more you will use your talent to produce outstanding results.”Tony RobbinsIt’s
Create A Vocabulary That Inspires Employee Engagement www.forbes.com It's official. Employee engagement is the new black. I’ve been writing and thinking a lot about it lately, as have others. The very notion of how leaders and employees engage has slowly morphed away from ‘companies have to do this because employees want it’ to ‘companies have to do this [...]
The one question employee engagement survey: Why are you still here?
The shortest Employee Engagement survey has one question | Leandro Herrero leandroherrero.com And the question is: ‘Why are you still here?’ You learn about the organization by asking questions to employees when they leave you (exit interviews) but you learn far more when you ask them why they are staying (‘stay’ interviews). It’s not a joke. ‘Why are you still here?’ – with the emphasis on…
Open employee engagement with your key moment conta.cc What is the key moment at work that has the biggest impact on engagement for you and others? Is it the start of the day? The end of the day? How you begin a mobile meeting? Dealing with a conflict or work overload? Find the key moment and determine what you can do to prevent that moment from turning…