New book on Employee Engagement
My book "42 Rules of Employee Engagement" is now available! Evaluate this book risk free:
1. View and listen to a 16-minute webinar featuring Rule 7 (Everyone Needs Feedback). : www.brighttalk.com/webcasts/4565/attend
2. Get five free rules. Choose "Get 5 Sample Rules" from a subscription page on our website: http://www.teamapproach.com/mm/subscribe.asp
3. You can visit my blog where some of the rules are also posted: http://www.42rules.com/employeeengagement_blog/
4. See the 42 templates that I've created to support each rule here:http://www.teamapproach.com/42template.asp
Feel free to contact me for question pertaining to the book, susan@teamapproach.com
1. View and listen to a 16-minute webinar featuring Rule 7 (Everyone Needs Feedback). : www.brighttalk.com/webcasts/4565/attend
2. Get five free rules. Choose "Get 5 Sample Rules" from a subscription page on our website: http://www.teamapproach.com/mm/subscribe.asp
3. You can visit my blog where some of the rules are also posted: http://www.42rules.com/employeeengagement_blog/
4. See the 42 templates that I've created to support each rule here:http://www.teamapproach.com/42template.asp
Feel free to contact me for question pertaining to the book, susan@teamapproach.com
Replies to This Discussion
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Permalink Reply by David Zinger on -
Susan,
I enjoyed your book. I don't care for rules as a methodology to engagement but I feel very comfortable with your "rules." All the best with you work and thanks for offering all these fine resources to our Employee engagement network members.
David
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Permalink Reply by Susan Stamm on -
"Rules" would not have been my first choice either David. As you may know, the book is part of a new series of books called 42 Rules...and "42" comes from the Hitchhikers Guide to the Galaxy as the ultimate answer to the questions of life, the universe, and everything! I am glad you like the content. I appreciate your endorsement of this work. All the best, Susan
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In the wake of "The Great Recession" and in appreciation of the changes in the economy and in the nature of employee-employer relationships, the idea of “employee engagement” (“Engagement”) presents an intriguing dilemma.
While some say a focus on…
Interesting question. I'm drawn to less is more, and even that may be too much :) My experience has shown me that the more fearful the organisation is, the more often it seeks to measure as a means to try and stave off the fear. It then often ends u…
I would contend never is too soon.
If you understand what engagement is and how to achieve it, then you know what an engaged employee sounds like and acts like as compared to one who is somewhat engaged or disengaged. Surveys turn people off while…
Look beyond generic engagement tools: focus on personal drivers from employees, group them accordingly and align engagement tools.
The real challenge to engage employees is to gain trust by giving them autonomy to shape their own jobs to their own wishes, interests and strengths but always aligned with an open and transparant organisational vision and strategy.
Before you start engaging an employee, know him and respect him as an individual first and engagement will follow.
Listen! Zip your mouth. Don't interrupt them when they are opening up to you and expressing there feelings. Remember, its about them not you!
Engagement is to be seen not as an activity but that is the only way the society works.
The management equivalent of ‘Air’ is to practice transparency with team members by managers.
Dr. Jose M F, India, Bangalore
The most important priority for leaders is to cultivate, appreciate, and leverage the vast untapped potential of every employee in their organizations.
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