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 talkin...
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 bes...
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 omnipr...
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...
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 i...
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 suppo...
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 t...
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 drive...
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 ...
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 ...
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...
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 wor...
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
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.
Presently, I work with Skills for Change, a non-profit that aims to help newcomers to Canada establish ...
Having a shared and compelling vision, continuously reinforced by communication, transparency, involvement and leading by example.
One secret for managers and supervisors to successfully engage employees is to strive to be interested, not interesting.
Judy Nelson, JD, MSW
Certified Professional Coach
www.CoachJudyNelson.com
http://www.youtube.com/watch?v=OEdVfyt-mLw
From the email where this was sent to me:
Our daughter-in-law, Emily (MacInnes) Somers, created, directed and choreographed this in Portland last week for her Medline glove division as a fundraiser for b...
Engagement is about capturing the hearts and minds of your team, open your heart and show you believe in them and truly care about them as people and they will move mountains.
Set performance goals collaboratively with employee and then hold yourself and employee accountable for achieving those goals.
It is very easy to forget your own journey,share your failings as you grew,treat your team member as a mate inspire him.
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 parti...
Think: if your boss approached you the way you're about to approach your employee, what would your interior
response be?
The presentation went off really well. The demonstration of the network went really well too. So far 25% of the staff have signed up. Regrettably, there is virtually no activity on the network yet. I feel that there is a lot of hesitation in start...
Understand every member of your teams motivation, align their aspirations to a clearly communicated business direction, give them all the tools to do the job and then empower them to deliver.
Care for people around you and get to know who they are, what strengths they bring and what's important to them.
Every day do a quick maintenance check. Do people know Why?, How?, When? and What? they are doing and are they free to ask these questions of you?.
Check your own engagement regularly. You need support, recognition and inspiration as much as your employees, in order provide an environment that will engage your people fully.
Engagement is a relationship that requires regular maintenance.
Start from where they are at.
Reach out to their hearts and values. Look beyond the Employee ID number and make a genuine effort to see and hear the person.
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