The Employee Engagement Network

I've started a new sub-group for EEN, which will look at a pilot engaging employees across distributed workplaces, using... you guessed it... social media and online social networking tools, especially Ning.

Check out Engaging the distributed workplace for details

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Terrific! Looking forward to participating.

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I created a Ning network for my staff members in May 2009. After an initial meeting with management, the idea was put on hold. In mid November 2009, management gave me word that I could go ahead and launch the Ning network I created in the summer. I will be making a presentation to try and convince staff of it's value shortly.

My organization is relatively small, however, we have 3 different locations. I am hoping the network will help the staff from all locations of my organization raise the profile of activities that are going on in each location.

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That's great, Ravi.
Please let us know how you go.

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The presentation went off fairly well. The demonstration of the network went fairly well too. So far 25% of the staff have signed up. Regrettably, there is virtually no activity on the network as of yet. I feel that there is a lot of hesitation in starting to use the network.

I have uploaded an older draft version of the presentation I made to my organization's staff meeting. If anyone is interested, you can have a look at the presentation. If I have made some wrong assertions, please let me know so I can set it right.
Attachments:

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Hi Ravi

I like the name 'Stomping Ground'
Good that your presentation went well, and thanks for sharing your slides.

The assertions you've made in your PPT slides are not wrong but the issue is that achieving all of those things depends on participation.

Could you tell us a little more about your organisation and your decision to use Ning?

If you like, go ahead and set up a new discussion thread on our sub-group Engaging the distributed workplace. (Maybe you can call it "Is Ning the thing?" :)

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Thanks! It took me a while before I got to that name for the network.

True and good point. Participation is key for the network to be useful and successful.

Presently, I work with Skills for Change, a non-profit that aims to help newcomers to Canada establish themselves in their new home. We help with settlement issues ranging from language training to job preparation and much more. We also host a gala every year recognizing the contributions immigrants make to Canada called the New Pioneers Awards.

I am not a techie by any means, so creating an appealing website was completely out of reach. I decided to use Ning because it is very accessible. I still am surprised at how easy it is to create a social network on Ning. Within the limits of what is possible on a Ning network, the imagination has enough room to come up with lots of great content for network members. The Employee Engagement Network is a fabulous example of this.

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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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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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Be sure to understand what your employees are 'engaged' with; ie. their job, work group, direct manager, the leadership, the company...
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