Engagement Directors & Practitioners

Comment

Comment by Jason Scott on September 4, 2009 at 7:06am

Even though we didn't know it, we have had an engagement strategy since 1999 when we established "being widely regarded the best place to work in Delaware" as our strategic HR goal for the company.

We knew we would have to chip away at that goal over the course of ten years, but it has always provided us with a dependable compass by which to navigate. The other navigational beacon (to extend the metaphor) is the fact that being profitable is written into our mission statement.

The profitability and the "best place to work" goal are the yin and yang of our engagement strategy. Everything else is simply execution.

Here is a link to our book blog ("The Employee Satisfaction Revolution") but I have not gone into much detail on the blog yet.

Comment by Alan Smith on September 3, 2009 at 10:33pm

At Passionwerx we address the three main reasons employees say they become disengaged:
1.My organization doesn’t care about me or my unique skills, talents and work-related passions.
2.My organization/manager doesn’t value and isn’t capable of supporting highly engaged employees.
3.Leadership doesn’t care about or act upon my ideas for improving the organization and the work that I do.

Check out http://passionwerx.com to find out more about how we improve organizations "one heart at a time".

Comment by Kathy Fitzpatrick on September 3, 2009 at 5:36pm

I would love to benchmark with my peers who have actually created a formal employee engagement strategy. I am in the process of developing for my company.

Comment by Jennifer Schulte on August 27, 2009 at 6:00am

I think it depends on the audience ... the methods are different if you are talking about a senior leader vs. a front-line supervisor vs. an individual contributor. BUT, at the end of the day, it's all about meaningful conversation. We see the benefits of both meetings in groups / teams, and 1:1 discussions between managers and their individual associates. I think the "most successful" approach is to start with the most senior leaders first, make sure they are role modeling the right behaviors themselves and that they are expecting the same down the organization.

I'd love to hear from others!

Comment by Alan Smith on August 27, 2009 at 1:16am

What methods have you found most successful in improving employee engagement?

Thanks, Alan

http://passionwerx.com