Agnes Goh's Discussions
Agnes Goh's Page
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Thanks for sharing your experiences.. I've also learnt that communication, communication and more communication is vital.
Thanks for sharing your experiences. Great ideas. I was thinking the same as your 2nd suggestion. Putting the various managers best practices/ action plans on the intranet to share with the organisation. Increasingly, my strategy is to stop talking…
There are a couple of thoughts that come to mind on this issue. The first is that far too many organizations seem to see an engagement survey as something different than a general employee survey. As a result, they frequently forget the survey best…
Hi Agnes --
Two quick thoughts:
- leaders/managers are part of the solution but so are peers. For years Delta ran a recognition program where 80% of the recognition awards were peer-to-peer (and no money value attached.) Managers can't be omnipres…
Agnes - Great questions. Two ideas from my experiences: 1) Use a survey that measures more than just engagement. At one company I know they used a survey that measured both engagement of employees and behavior of managers, and then correlated that w…
Agnes,
The thing that jumps to mind for me is whole-system change interventions, most notably integrating Appreciative Inquiry processes such as summits and dialogues. This has worked at thousands of organizations of all stripes. The AI commons is…
Most often managers and leaders wish to inspire higher engagement - from and for themselves and from and for their people. After all higher engagement is a good thing across almost all dimensions
However, they also lack the tools, ideas and support…
I'm glad the discussion is still going on. Thanks for the various inputs. I agree with Anja. Ultimately, it is the quality and openness of the conversations between manager and employee that can help build engagement. But I find that Asians tend to…
Wonderful point, Anja, about feedback to Managers from Employees.
http://learningvoyager.blogspot.com/2004/12/upward-feedback-in-todays-era-of.html
Terry
Hi Agnes,
in my opinion the managers make all the difference to the engagement or disengagement of employees. Meaning, we should focus on educating the managers on how to recognize their team's needs, challenges, personalities, motivational drivers…
Two quick thoughts based on my experience.
No to a link between £ and EE scores - you get what you pay for.
Most EE surveys have too many questions, plenty of them poorly worded, less is more. I'd look to Marcus Buckingham's First Break All The Ru…
Greetings Agnes,
in answer to your second question, this is a good approach in theory. However, I have seen it executed in two different places to little effect. The first reason I think it did not work, is that the engagement score was linked to a…
Thanks for sharing your opinion and experience, Terence and Nick.
Managers and employees need to see that the engagement survey is a tool to help them improve their work environment. They need to have ownership of the tool and not view that its a H…
Thanks Hugh for the links. It is useful and helpful research that I need.
Agnes,
In my experience the reason most employee surveys are of little value is that nothing is done with the results. Sometimes select information is shared. Sometimes action plans are even put together. However, in the majority of cases, the work…
Profile Information
- Who are you?
- People Development & Engagement Practitioner
- What is your interest or involvement in employee engagement?
- Involved in OD and change management for my organisation, in particular employee engagement and leadership development
- Where are you located?
- Singapore
Comment Wall (3 comments)
- At 9:17pm on June 18, 2009,
Abhishek Mittal said…
- Great to connect with you here!
I write about employee engagement, change management and a lot of other things at http://abhishekmittal.com
- At 4:01pm on May 9, 2009,
Terrence Seamon said…
- Agnes,
Welcome to the Manager Tools group!
Terry
- At 7:15am on May 7, 2009,
David Zinger said… - Agnes,
Welcome to the employee engagement network. I am so pleased you joined us from Singapore. I often read that Singapore has low levels of employee engagement. Do you find this statement to be true or do you have another perspective. I would love to hear you thoughts.
Let me know if I can be of assistance.
David
About
Latest Activity
Interesting question. I'm drawn to less is more, and even that may be too much :) My experience has shown me that the more fearful the organisation is, the more often it seeks to measure as a means to try and stave off the fear. It then often ends u…
I would contend never is too soon.
If you understand what engagement is and how to achieve it, then you know what an engaged employee sounds like and acts like as compared to one who is somewhat engaged or disengaged. Surveys turn people off while…
Look beyond generic engagement tools: focus on personal drivers from employees, group them accordingly and align engagement tools.
The real challenge to engage employees is to gain trust by giving them autonomy to shape their own jobs to their own wishes, interests and strengths but always aligned with an open and transparant organisational vision and strategy.
Before you start engaging an employee, know him and respect him as an individual first and engagement will follow.
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!
Engagement is to be seen not as an activity but that is the only way the society works.
The management equivalent of ‘Air’ is to practice transparency with team members by managers.
Dr. Jose M F, India, Bangalore
The most important priority for leaders is to cultivate, appreciate, and leverage the vast untapped potential of every employee in their organizations.
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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