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Candace Fitzpatrick's Discussions
Have you done an engagement survey?
Replied Dec. 3, 2009
Candace Fitzpatrick's Page
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I couldn't agree with you more, Bill! Excellent response!
Leigh:
You've touched on a critical issue here - how to effectively measure employee engagement at a small to mid-sized company. The key here is the word effective. Creating useful questions begs a study and since smaller companies typically do not…
Profile Information
- Who are you?
- I believe work should be fun. When you get down to it, true employee engagement is all about people doing what they do best and loving what they do. How can you help but have fun when you meet those two criteria?
I also believe people want leaders, not managers. You lead people. You manage tasks, projects and deadlines. People should be allowed the dignity and decency of managing themselves.
The problem is our society has focused on the negative aspects of managing for so long that we aren’t very good at leading people to work in their talents and strengths. Our schools focus on delivering cookie-cutter kids who can pass standardized tests. Waxing over what they do well and focusing on what they struggle to accomplish has become a way of life for many as they move from school to university to work.
My company, CoreClarity, Inc., focuses on uncovering the core talents and competencies of individuals, teams and organizations. We use an easily accessible assessment and a disciplined approach to identify and understand an individual's core talents, and how those innate competencies affect daily decisions, career choices, learning preferences and motivations, as well as how they drive personal and professional relationships. We then take this information and develop learning programs to discern and maximize the innate talents of the participants, so individuals, teams and organizations can tap into this powerful, yet often latent, reserve of talent.
- Website:
- http://www.coreclarity.net
- Where are you located?
- Plano, TX
Comment Wall (1 comment)
- At 7:32am on January 30, 2009,
David Zinger said… - Candace:
I am glad you joined the Employee Engagement Network and I look forward to your Core Clarity here. I like your site and your approach and think you can make some very helpful contributions on the network.
David
About
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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…
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…
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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