The Employee Engagement Network

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Canada

A group for people from Canada or people interested in Employee Engagement in Canada

Members: 51
Latest Activity: 12 hours ago

Discussion Forum

Jean Douglas, CMC

Untapped Resource: Aboriginal Employees 2 Replies

Started by Jean Douglas, CMC. Last reply by Jean Douglas, CMC Oct. 9, 2009.

Katie Cavanagh

Employee Engagement Survey Dialogue Sessions 2 Replies

Started by Katie Cavanagh. Last reply by Tim Rutledge Oct. 9, 2009.

Jean Douglas, CMC

Best Employer / Best Company Lists in Canada 1 Reply

Started by Jean Douglas, CMC. Last reply by Jason Krausert Sep. 10, 2009.

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Carolyn Ray Comment by Carolyn Ray on September 9, 2009 at 10:43pm
Hi everyone, Just wanted to let you know about an IABC International Conference on Employee Communications in Toronto Oct 22-23. I'm co-presenting about dialogue, social media and internal communications with Jennifer Rock from Best Buy (US) who is just amazing. Program is http://www.iabc.com/education/ec/index.htm. Would love to see you there!
Paul Lush Comment by Paul Lush on August 27, 2009 at 9:18am
Hi Jacky!
I'm not sure how specific you want the behaviours but I did work with a CEO who was really connected with his staff. In his organization of 550 individuals, he would routinely have someone take departmental group photos and would have them printed with the employees names listed below. He would take a few moments each day to familiarize himself with the photos and jot notes of any interesting facts he knew about them - interests, hobbys, family, background, special life milestones, etc. Whenever he would meet someone in a hallway, at the coffee station, etc., he would address them by name and carry out a small conversation with any information he knew about them. If he discovered something new about them, he would note it.

Employees never really knew how he remembered everyone but it went a long way - it was extremely seldom for someone to speak about him negatively, even during difficult times and decisions. When someone did, they did so in an almost apologetic manner. The end result: He impacted many, created strong organizational allegiances and people stayed in the organization, productively, for many years!
Diane Desjardins Comment by Diane Desjardins on August 26, 2009 at 7:52pm
Sorry Kevin, but this is not exactly what I heard. I think he said that this model (incentives/rewards) work for task that do not require a lot of creativity, where there is a process that you simply follow. Don't we also see that applied to customers to stimulate orders or purchases?

It does not work for the creative job, where we have to invent new solution to all the new problems we encounter in the changing world we are collectively creating now.
And as we are running away from the industrial age structure and contemplating the change and rapid evolution of the information age, we have to rethink our model if we want to have engaged and motivated employees. Will they stay "employees" or are we on the verge of an entrepreneur revolution ?

The way we see companies shifting to short work contract, to save some compensation and to adapt to market fluctuation, we train our youth to become entrepreneur of their own career.

There is another think to consider : the culture of the employer. It does influence a lot the motivation to go along or to be part of a culture that provide a purpose worthy of engagement or not.

And the culture is the result of what the employer and his employees do. There is more to the motivation debate than intrinsic and extrinsic motivation. Some people are wired with a strong intrinsic motivation, they don't need monetary incentives but, for now, there is a lot of people that are the opposite, they need some kind of exterior stimulation. And there is still a place for them at work. The "revolution" has not occurred yet.
Kevin Burns - Attitude Expert Comment by Kevin Burns - Attitude Expert on August 26, 2009 at 5:06pm
Jacky,

According to Dan Pink, the number one factor in lowering attrition and turnover is autonomy. A most fascinating video featuring Dan Pink comes from the TED conference. In this 18 minute video, Pink points out that incentives and rewards do not improve productivity and engagement but in actual fact retard it. Performance gets worse the more incentives and rewards are involved. The bigger the reward, the poorer the performance. Here is the link http://www.ted.com/talks/view/id/618
Monique Howat Comment by Monique Howat on August 26, 2009 at 5:00pm
Hi Jacky~
One specific behaviour that I believe will make a significant and positive difference in the attitude of employees is for management to make a point of speaking (acknowledging) each employee each week (if possible) rather than the initial hello and then later on, "sorry, we're letting you go."
Diane Desjardins Comment by Diane Desjardins on August 26, 2009 at 4:47pm
Welcome Jacky. You will find here a lot of great ideas. I have learned a lot just reading past posts from our members. Great read too ! Beware: you will loose track of time :)

Diane
Jacky Jeffery Comment by Jacky Jeffery on August 25, 2009 at 6:39pm
Hi Everyone
Joining the group from Southwestern Ontario. I work in Accounting, but am completing my HR certificate with the University of Calgary. As my last course I am conducting a project at work focused on employee retention. I believe if employees are engaged, connected to their fellow employees and their work is meaningful and their contributions valued they will be more likely to stay. I'm looking for low cost methods to increase employee engagement and identifying specific leadership behaviors that will to increased satisfaction for employees which will result in improved retention. Any and all ideas are welcome & appreciated!
Jacky
David Zinger Comment by David Zinger on June 2, 2009 at 8:11pm
Carolyn:
Good looking report, well done.
David
Carolyn Ray Comment by Carolyn Ray on June 2, 2009 at 1:11pm
Hi everyone, we just released our study results today about internal communications and dialogue - visit www.national.ca/startthedialogue - would love your thoughts and feedback!
Carolyn Ray Comment by Carolyn Ray on March 31, 2009 at 11:10am
Hi there fellow Canadians! My firm is doing a small study on internal communications and engagement with a focus on the economy - I wondered if anyone in this group might like to participate. It's a fairly quick 30 minute telephone interview. I'm happy to share the findings with all who participate and are keen to share their insights and perspectives. If you are interested please let me know at cray@national.ca - we've already interviewed over 30 firms across Canada and I definitely wanted to extend the offer to the EE Network.
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Members (51)

Jean Douglas, CMC Bill Hogg PerformanceExcelerator Tim Rutledge Jason Krausert Bill Scott Katie Cavanagh David Zinger Roy Saunderson Ian McKenzie Carol Wain Lisa Sansom Deri Latimer Conrad Cone Lise Deirdre Pickerell Mike King Paul Lush abe lewis Carolyn Ray Jeremiah Soucie Peter Hart Stefan Pacula PWylie Kirsten Hansen Joy Roberts Mélanie Presseault John Mills Jordan Hart Betty Ferreira Mark Johnson
 
 

Latest Activity

Before you start engaging an employee, know him and respect him as an individual first and engagement will follow.
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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!
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Engagement is to be seen not as an activity but that is the only way the society works.
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The management equivalent of ‘Air’ is to practice transparency with team members by managers. Dr. Jose M F, India, Bangalore
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There are 521 blog posts on The Employee Engagement Network
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26 new members joined during the past week
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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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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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Faye Schmidt added a discussion
I'd appreciate hearing from others on best practices regarding the frequency of employee engagement surveys. I've seen lots of debates on what is the best interval to use for regular measurement and it wouuld help if you could share how often you do…
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