Various conceptualizations of EE
As a new construct, there are many available frameworks on EE, and corrosponding tools to measure them. Lets share with the group, how many we are familar with. pls upload relevant articles and measurment tools to keep the discussion going.
Ghazi
Ghazi
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Permalink Reply by Peter A Hunter on -
Ghazi
This is not a new construct. It is a new application of the word engagement that fits a way of managing people that was written about most notably, fifty years ago by Douglas McGregor, in "The Human Side of Enterprise" in which he described what happened when instead of telling the workforce what to do you ask them instead what they needed to do their jobs.
He described the result as theory Y management, we describe the result as engagement.
To find out how to do it a good place to start would be to read Douglas Mcgregors book.
It is still in print and you can find a review of it at, http://www.breakingthemould.co.uk/?q=The%20Human%20Side%20Of%20Ente....
When you create a truly engaged workforce you don't have to worry about how to measure engagement, just measure the change to the bottom line, the difference is so huge.
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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.
If you focus on engagement, productivity will follow. If you focus on productivity, you may not get it.
To begin engagement, sit down with each employee for 40-60 minutes, privately, quietly, and confidentially, and get to know them better -- thei…
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