The Employee Engagement Network

Brian J. Carlsen
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  • Northbrook, IL
  • United States
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September 28
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Hi Brian, I totally agree with you about how important giving and receiving feedback is in the employee engagement process. We use a really practical process called index360 to obtain reliable and honest information which acts as a catalyst to ope...
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Brian J. Carlsen was featured
April 14
Brian J. Carlsen added a blog post
“I love criticism just so long as it’s unqualified praise.” — Noel Coward Whether your organization has 50 or 50,000 employees, you realize that having the right people doing the right things for the right results is critical to success. A hot co...
April 14
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Brian J. Carlsen added 3 blog posts
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I'm not sure what you've already established, but there might be a couple of ideas you'd find helpful in Attract, Engage & Retain Top Talent. www.bjcarlsen.blogspot.com There is a chapter called "Recognize and Appreciate" that might helpful. All ...
April 2
April 2

Profile Information

Who are you?
I direct the organizational learning & development practice at St. Aubin, Haggerty & Associates in Northbrook, Illinois.
What is your interest or involvement in employee engagement?
I have co-authored a book, "Attract, Engage & Retain Top Talent: 50 Plus One Strategies Used by the Best" with Donna de St. Aubin. We do project work with business leaders all along the talent management continuum, from employer branding, staffing and interviewing through to training, engagement and retention programs.
Website:
http://bjcarlsen.blogspot.com
Where are you located?
Northbrook, IL

Brian J. Carlsen's Blog

Brian J. Carlsen

Get Feedback Right to Increase Loyalty and Commitment

“I love criticism just so long as it’s unqualified praise.” — Noel Coward

Whether your organization has 50 or 50,000 employees, you realize that having the right people doing the right things for the right results is critical to success. A hot concept in the world of people management is “employee engagement.” The level of engagement that employees feel toward their work is positively or negatively impacted by the quality of feedback they receive about their performance.

EmploContinue

Posted on April 14, 2009 at 10:00am — 1 Comment

Brian J. Carlsen

Trust and trustworthiness: The grease of collaboration

“Trust is the lubrication that makes it possible for organizations to work.” - Warren Bennis

While this blog post is based on an article exploring the importance of trust in internal working groups within government agencies, it applies to any leader, manager or team member in any organization where collaboration is critical to getting the job done.

The internet search phrase “restoring trust in government” returned approximately 9,610,00 hits for me this morning. C… Continue

Posted on April 9, 2009 at 10:30am —

Brian J. Carlsen

Top Ten Ways to Lose Your Best People

Yes, some of your most talented (and seemingly dedicated) team members may leave you for financially greener pastures, but many others will stay longer and excel when they have a great boss and a superior working environment. Experience has shown us that there are some great managers out there who are able to successfully retain their most talented and mission-critical performers, and some that are not so great.

Here is a top ten list of things that worst managers believe or do to lose their be… Continue

Posted on April 9, 2009 at 8:48am —

Brian J. Carlsen

Going the Extra Mile?

Finance leaders are accelerating efforts to leverage the crucial link between people performance and financial performance. According to a study of financial officers by Robert Half International, the greatest concerns for CFOs include staff recruitment, training and retention. Many enlightened CFOs are driving initiatives to improve employee engagement. Engaged and committed employees are proud to work for their employer, are dedicated to the organization and willing to give the extra effort ne… Continue

Posted on April 9, 2009 at 8:45am —

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At 4:48pm on September 17, 2009, Patty Jones said…
Hi Brian - Wow, I love how active you are on this online network! I'm sharing the invite below, as I'm uncertain if it reached everyone. I would love to have you join our group on the 25th. Can you drop me a line and let me know if this is of interest and if you can join us? Tks! Patty

To: Individuals interested and passionate about Employee Engagement, and local to downtown Chicago, IL area

I sincerely appreciate the information and dialogue found on David Zinger's EE Site! I've spoken with some of the individuals and we have a strong interest in coming together in-person to network, share expertise, and create topic-focused interactive exchanges.

Towards that goal, listed below are details for bringing us together:

Date: Friday, September 25, 10am/CT to Noon/CT
Location: Downtown Chicago Loop location TBD (based upon # responses)
Potential Topic: Given the far-reaching changes across the economy and it's cascading impact to business and people -> Impacts/Opportunities in the EE arena
Cost: None

To obtain an estimate for the number of people, please forward the following by Friday, September 4:

1) Generally, are you interested in connecting in-person? What are some of the desires you would like to achieve from the in-person connection? What value can it bring for you? What ideas/topics are of interest?
2) Can you be there on September 25th at 10am/CT?

I hope you feel as excited as myself for this opportunity! Feel free to pass this along to anyone that would find this valuable.

Patty

Patricia Jones
pjonesinc@hotmail.com
224.305.2911(m)
At 1:42am on April 17, 2009, Shalini said…
Well things are okay. I can say that the global sentiment has affected India also. People are being aid off particularly scenario is bad in IT and Airlines sectors.

And yes compnaies are taking initiatives to engage employees.
I organized chess competition last month and tomorrw we are going for a Crickt match. These kind of activies do not costs much and also creates cohesiveness and positivity among employees.

Regards
Shalini
At 7:00am on April 9, 2009, Ana-Maria Calin said…
Hi Brian,

thanks, that's a valuable insight. The research is indeed expanding, and new figures and measurements will certainly appear, concening this stuff. I'm also curious! :) It's important to not lose sight of what's important though, the reality that is, when you read too much about something.
I will definitly keep you posted with my progress, though it's slow and pretty meaningless to the wide public :)
In my oppinion, what EE brings new to the "world" is the extremly emotional perspective on the manager-employee and organisation-employee relationship. Also, maybe that an explicit discretionary effort is being promoted, so the fact that employees do their jobs is somewhat not enough nowadays. According to engagement, they should do more, in any way possible. That may sound cruel, but i do believe that's the organisation's "secret" interest.
I'm not critisising this concept, i'm a true believer. I just find it extremly difficult and therefore challenging to promote engagement in a large organisation, where the employee has no face. That's the reason why i think engagement is a literarly "pass-it-on" process, not only top-down, but in all directions...
Thank you again and hoping to hear from you!
Ana
At 3:54pm on April 7, 2009, David Zinger said…
Brian,
Thanks for joining the employee engagement network. I look forward to your input, participation, and interaction. I think you have lots to offer. I trust you will enjoy the network and become a regular contributor. Take care and stay engaged.
David
At 3:19am on April 7, 2009, Ana-Maria Calin said…
Hi, Brian!

i'm also new to this network, and an engagement noob, also :P

my disertation concentrates on means to increase engagement of the employees in an east-european global operations center of a multinational company, using non-financial incentives (due to crisis, of course :D)

i'm still writing the theoretical part of my thesis, and i noticed engagement, as a concept, is still extremly blurry. what do YOU think the differences between engagement and other related constructs like commitment, involvend, job satisfaction and motivation are? or better yet, why do you think engagement is worth talking about, when all these other concepts are out there? what does it bring NEW?

looking forward to your oppinion!

regards from bucharest!

Ana
 
 

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