The Employee Engagement Network

Employee Engagement Writers

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Employee Engagement Writers

This group is for people who write blogs, books, or other resources on employee engagement.

Members: 125
Latest Activity: Apr 7

Employee Engagement Writers

Do you write about employee engagement? If you do, this group is for you.

You may want to share some of your writing. Get feedback on early drafts from other members. Have other members help you find resources or determine research methods.

Discussion Forum

help on management report for CIPD - be gentle as im a beginner!

Started by Samantha Donague Jan 2, 2011.

Creating a Positive First Day for New Hires 4 Replies

Started by Anja Schuetz. Last reply by Anja Schuetz May 18, 2010.

Your favorite article on employee engagement? 1 Reply

Started by David Zinger. Last reply by Beth Smith Apr 16, 2010.

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Comment by Bay Jordan on March 21, 2011 at 3:03am

Stephen,

That is a very interesting observation you make, and is a different facet of my own thoughts on the subject.

The paradox of the whole employee engagement issue is that by an large we see it as something that management is responsible for and thus we perpetuate the discredited command and control approach and thereby dilute our own efforts.

I don't know whether it adds to your research in any way, but my most glaring management success came when I gave my team their heads and told them what was required, and what I expected from them and then simply acted as a resource to support them in whatever way they needed. One of my team building initiatives was to have regular social get togethers that included partners, so that work was never seen to be isolated from life. At an early meeting I asked the wife of my newest recruit how he was settling in. Her reply sent shivers down my spine, for she said, "I don't know what you have done but he is so much more self-confident in everything he does." I knew then that I wouldn't have to worry about him and indeed, although he was the candidate that I had been most concerned about, he turned out to be the most effective member of the team and has since gone on to become a very senior executive in one of South Africa's leading companies.  

Comment by Stephen Randall on March 21, 2011 at 1:01am

A great deal of my new book on peak performance--Flow, Glow, & Zero-- clearly relates improving performance to improving our involvement or engagement in whatever's at hand.  (Here's a link to a free copy of my new book :   http://dl.dropbox.com/u/19843470/FlowGlow%26Zero.V1.pdf )

To discuss the process of improving involvement, I found it necessary to distinguish two types of involvement or engagement, behavioral or social, and inner.  I think it would serve the members of the EEN well to make a similar distinction in our dialogues.  Perhaps till now no such distinction was needed, because we almost never discuss inner involvement. 

 

Why do I say this?   The Employee Engagement Network produced an E-book called “The Employee Engagement Top 10.” There were 320 suggestions for enhancing engagement. Of these I found only one that was clearly about changing inner involvement, one’s moment-by-moment experience rather than  behavioral involvement, changing behavior or long-term attitudes.

 

In addition, months ago, on EEN I posted the following thought experiment, an inquiry intended to generate some clarity about the potential 'playing field' of inner engagement:   

Given a single task you are locked and isolated in a room with, how do you improve your performance level as you progress with the task?  What, if anything, limits improvement?  Is peak performance possible?  What does peak performance look like, and how is it different from your initial performance level, or from poor performance?

So far, to my knowledge, I haven't gotten a single direct response that was based on one's immediate experience.  Perhaps people aren't interested in this question.  Or perhaps people don't know about the potential in improving inner engagement.

 

I believe that David Zinger's proposed 20% improvement in engagement by 2020 is easy, within reach quickly by improving inner engagement alone.  But there seems to be little appreciation anywhere--even among members of EEN--for the nature, methodology, value, and measurement of optimizing inner engagement.  Most of us in EEN are focused on  behavioral engagement.

 

Chapter Three of my new book on peak performance provides an extended example of how one can continuously improve inner involvement, moving gradually toward the 'zone' of peak productivity, well-being, and quality. The first two chapters of this book are on the zone, representing—as Maslow said long ago—complete involvement in what’s at hand. Chapter Four explains how inner engagement can be measured in many different ways--including a commonsense, seven-value scale (avoiding, holding back, being resigned to doing something, getting into it, being involved, being absorbed, and being completely engrossed)--and how it relates to, and optimally should drive, bottom-line business concerns.

 

Best wishes,

Steve Randall, PhD

Peak performance researcher and trainer

Results in No Time

steve@manage-time.com

Blog:  http://stevrandal.wordpress.com

Comment by Lodi Planting on January 25, 2011 at 2:13pm

I will read you blogpost first thing tomorrow!

Okay, first thing I have realised here is: it's difficult to explain your point of view in a foreign language.

Of course I am not saying that employee engagement is less than employee retention management. It's just to put it black and white (is that an official English expression?) to express that there is a difference.

I will think about start posting my blogs in English as I will get a lot more insights ;-)

Thanks for your kind words in Dutch. I wish you a lovely evening!

Lodi

Comment by David Bowles on January 25, 2011 at 1:57pm

Thanks Lodi, you are so kind.  Hey check out my European versus US customer service blog post I did the other day.  Its Aldi versus Trader Joe's....night and day in customer service but both owned by the same company!  Maybe you will relate to this?

As far as employee engagement being surveying employees, I dont think you will get too much agreement on that here...first of all there are the survey haters, but then there are people who do like to use surveys but only as a part of a larger effort to create an environment where people engage.  I am reluctant to say that companies can actually engage people....they can only create the conditions under which people wish...choose...to engage.

Look forward to sharing more with you here...and here is what Google translate tells me you might understand as my sign-off: "een mooie dag verder"....!

David

www.moraleatwork.com

Comment by Lodi Planting on January 25, 2011 at 1:30pm

Hi David,

So true! Perhaps I have explained me wrong.

You are so right by saying that employee satisfaction is a hot item in Europe. But what I have seen in Belgium and the Netherlands is that aren't many companies taking any concrete actions upon the outcome.

Employee Retention Management isn't on any organizational agenda and that worries me for plenty of reasons e.g. war on talent.

This last addition has caught my complete interest and changes my point of my question. Employee engagement (as I see it) is surveying employees, taking actions upon the results is employee retention management.

Best regards,

Lodi

Ps. I have added your website in my Reader. Happy blogging!

Comment by David Bowles on January 25, 2011 at 1:22pm

Lodi I have worked a lot in Europe in this field and based on that I think you might try something:

--look into "well being" or "morale" instead of engagement.  In Europe the word "engagement" isn't used so much.  Employee satisfaction still generates a lot of interest there too.  Basically, although these are different, the way they are actually used in Europe is close to what we call "engagement' here.

I'd be interested to hear what you find....

 

best wishes

David

www.moraleatwork.com

 

Comment by Lodi Planting on January 25, 2011 at 12:11pm

Hi Robert (Bob),

Thank you for your response! That is a funny URL you have shared with me, but not quite what I am looking for.

I am a Dutch blogger about employee engagement and I am wondering if there are others among this platform. Overseas this is not a hot item as I have the impression in the USA or Canada.

Best regards,

Lodi

 

Comment by Robert Morris on January 25, 2011 at 12:01pm

Lodi:

I do not know about EEN but you may find this website of interest and value:

 

http://www.transparent.com/dutch/page/3/

 

Best regards, Bob

Comment by Lodi Planting on January 25, 2011 at 11:49am

Hi Guys,

I am new to this platform and I would like to know if there are already some Dutch speaking or blogging members within this group?

Happy writing!

Lodi

Comment by David Bowles on January 2, 2011 at 6:54pm

Samantha in my opinion #2 is a very rich topic. You can read some posts here on the EEN for a lead in, then I would suggest looking at some books from your library from two of us here, Brad Federman and myself, who both have recent ones on morale and engagement.  Mine is specifically focused on outcomes ("Performance").  The MacLeod report from the UK might also be useful, its readily available and is "free" (but was paid for by UK taxpayers, it got through just before the massive cutbacks there so we wont be seeing much more of that).  David Zinger, our host here, had a review here, which might be a good place to start. 

I would also recommend to you Gallup's material, which is very interesting, on engagement trends, and connections to performance measures.

Good luck and please let me know if you want some more help.

oh and Happy New Year!!  David

www.moraleatwork.com

 

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