The Employee Engagement Network

Manager Tools for Employee Engagement

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Manager Tools for Employee Engagement

This group is intended for anyone who wants to help Managers do a better job promoting employee engagement. What skills does a Manager need? What tools can a Manager use?

Members: 320
Latest Activity: Dec 15, 2013

The Photo Above

Someone asked me about the photo above. It is from my last trip to Europe.

We (my wife Joan and I) were in Germany visiting some old friends. One morning, we stopped at a tiny out-of-the-way mill for breakfast in a small village bakery. The food, the service, and the ambiance were delightful!

Before we left, we took some photographs. The one above shows the two women who waited on us. They were so happy that some American tourists had wandered in.

And so proud of their little bakery! Look at the loaves of bread they are holding up for the camera.

That shot speaks volumes, for me, about engagement.

Terry

Discussion Forum

Pulse Surveys Versus Annual Surveys

Started by Paul Herr Jan 26, 2012.

Innovative employee engagement tools 3 Replies

Started by Victoria Archer. Last reply by Victoria Archer Apr 21, 2011.

Comment Wall

Comment

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Comment by Terrence Seamon on July 2, 2012 at 2:13pm

Great questions, Jakob. That's the spirit! Let me suggest that you turn them into a discussion topic for the members of the group.

Comment by Jakob Stollberger on July 2, 2012 at 3:27am

Hello all,

Hello Terence,

I was encouraged to share some of my thoughts regarding Engagement and Flow.

What I want to do is ask some questions to foster a discussion:

1. How should (Employee-, Work-, Job-, Vital-) Engagement be operationalized?

2. What are the characteristic elements of Engagement in your opinion?

3. What do you think is the difference between Flow and Engagement?

All the best,

Jakob

Comment by Bonnie Mattick on March 28, 2011 at 5:33pm
What techniques are you using to challenge employees and raise their level of involvement with the company?  I'd like to hear some creative ideas; something out of the ordinary!
Comment by Bill Scott on February 24, 2011 at 1:56pm

Hi all,

I just wanted to let you know that we have 4 seats left for our virtual introduction to CoreClarity's In-Powering People and Teams complimentary webinar. If you're interested, have a look at the post below and get in touch as soon as you can.
Comment by Bill Scott on February 11, 2011 at 10:53pm

Hello all,

Many in this group have heard me talk about CoreClarity's In-Powering People and Teams Program. Now, I'd like to invite you to join Hilary Howard and I for a complimentary introduction to the program via webinar.on March 10, 2011 at 9:00 a.m. Pacific, 12:00 noon Eastern and 5:00 p.m. in London.

CoreClarity has developed a proprietary framework that categorizes the 34 StrengthsFinder Assessment themes into 4 broad categories and teaches individuals how to get the most out of their talents and how teams can benefit from understanding and leveraging one another’s talents. CoreClarity takes the results of the StrengthsFinder and makes them memorable, usable and teachable.

Using color, graphics and a proprietary system for interpreting the more than 33 million potential combinations, the CoreClarity program allows individuals to understand and clearly articulate who they are at their core and so raise the level of engagement in their work.

The IPPT program is a unique opportunity to understand how your innate talents become strengths. Just as important, this program allows you to understand how individual team members’ talents interact and how to leverage that interaction to improve job satisfaction, team performance and organizational productivity. 

If you have any interest in this event, please download our flyer at www.elpisconsulting.com. Thanks for taking the time to consider this opportunity.

Comment by Stanley Labovitz on February 11, 2011 at 12:04pm

Soneeka..I don't understand..If I have a 2000 person workforce are you telling us you individualize conversations and measurements for each?

 

 

Comment by Soneeka Arora on February 11, 2011 at 1:42am

@Bob Gately - I agree with you, we should not be assessing the employees directly. Because it creates divide. On the other hand the support system should unite the employees with the values and mission of the organization so that both grow together. A system fails when one it motivates one employee but demotivates others.  We have a support system (SaaS) by Timemerlin at www.timemerlin.com that helps to keep track of different employees, differnt projects and IT Assets. We have used their appraisal system also this year, very flexible and easy to customize.

I have a very participative management style and like to have a free flow ambience in the organization. The employees should also feel associated with the software they are using to fill their timecards or track their project reports. One little hurdle and down goes the fsoftware in employee's eyes, that was a major concern when we started using this SaaS....I am 100% satisfied with easy flow that TimeMerlin(www.timemerlin.com)  has provided us.

Comment by Bonnie Mattick on February 10, 2011 at 7:55pm

@GregoryShankland comments are meaningful for the continuous improvement in the formula he provides with ownership and value as the components.  Great discussion throughout the group here and I'm learning so much from the comments.

Comment by Stanley Labovitz on January 23, 2011 at 11:40am

Bill...Great observation and one that I am in total agreement.  Who cares if a manager is happy, sad or even toxic if his/her workgroup is operating at 100 efficiency doing the work of the business. 

 So maybe the assessments need to be built so as to funderstand the alignment of business to the customer, but also coupled  with an employee engagement measures of each department.  .

 

with this understand consultants are really able to take actions that really matter to the bottom line-to the business operation and the customer.  Actions will not be taken in a vaccum, but with a defined purpose.

Make sense?

Comment by Bill Scott on January 22, 2011 at 1:57pm

Hello all,

An interesting and important discussion.I appreciate hearing the thoughts of others on this subject.

While we may believe that we are properly and effectively assessing people in organizations, the research doesn't support that claim. In fact, much of the recent research suggests that either (a) people aren't being assessed or (b) the assessments aren't being done well. And significantly, in my opinion, both managers and the people who report to them find "performance management" processes to be de-motivating and/or unfair.

One of the areas that is important to me is for managers/leaders to find ways to align the organization's mission, vision, values, goals, etc. with the individuals talents, experience, life purpose, aspirations, etc.

In my experience, it is rare to find a process that does this in large part, I think, because a mentality still exists in many quarters that workers/employees/... are organizational costs that needed to be managed rather than investments that need to be nurtured and developed.

Another, one man's opinion.  :-)

 

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