"Ahh, Ben. Please do not see my comments as criticism. They are not. Only inquiries with the intention to better understand the concept of engagement. Criticism in a destructive sense has no place here. That is for sure. If you believe I have…"
I accept your criticism of me. But are you contending.that managers and supervisors be allowed to manage their people as they desire? If not, what limits should be placed on them by their bosses?
Your response makes me wonder how many…"
"Ben, the issue I have in your choice of words, not your strategy. There is no doubt that you have turned companies around and achieved great results - this is not in question as your work stands for itself. Again, you used the word "subordinate…"
You wrote -
"To Ben's reply to Gary - here is what you said: "I had a set of reasonably specific requirements for my managers and supervisors to follow. If they fully complied with them, their people would over time become…"
"The intent of the survey is key. Conducting a survey creates the expectation that action will be taken . . . from my experience, closing the loop and taking action is a step that is generally missed. I've also observed management presenting the…"
"Good day all:
I am challenged by many of the comments posted thus far about employee engagement surveys. It seems that many are hiding behind titles and percentages that, in actuality have nothing to do with the conversation or the question. But,…"
"At best, short (12-, 16-, 20- or 9-question) employee engagement surveys can produce an employee engagement score. The reliability (split-half and test/retest) of that score and its reference to a standard(s) establishes its maximum validity in a…"
I'm new to the network and was really interested to read the thread below... So the engagement survey... I talk to many companies who believe that survey= working on engagement. You only have to look at the investment in the survey vs…"
You wrote - "The organizations we have worked with have found the survey process an incredible empowering outlet (that can sometimes says something about what type of organizations they are to work in...). Staff feel like they are being…"
"Ben, Doug and Gary thanks for your thoughts. To address some of the points raised in the discussion.
1. To Doug's first post, I agree that many very important issues in business are almost impossible to measure and in fact trying to measure…"
My point is that if you don't know where you are going you, no survey will help you to get there.
As a VP of a 1300 person unionized group, I had a set of reasonably specific requirements for my managers and supervisors to follow. If…"
"An interesting thought Ben. Not one I completely share or agree with.
In larger organisations with a geographically dispersed workforce a 'survey' be it online, paper etc. is an excellent way to canvass peoples views. If you take the time…"
Ask yourself: Do you work better in the morning and in the evening? Take off every afternoon! Why are you working five days in a row? Can you work alternate days – and rest every other day. If you usually take a fortnight’s holiday (if that!)? Could you take three weeks or a month? Is your optimum output better if you take ten weeks off, instead of four, and work with more energy during the times that you DO work?
Work In The Zone | LinkedIn www.linkedin.com “The higher your energy level, the more efficient your body. The more efficient your body, the better you feel and the more you will use your talent to produce outstanding results.”Tony RobbinsIt’s
Create A Vocabulary That Inspires Employee Engagement www.forbes.com It's official. Employee engagement is the new black. I’ve been writing and thinking a lot about it lately, as have others. The very notion of how leaders and employees engage has slowly morphed away from ‘companies have to do this because employees want it’ to ‘companies have to do this [...]
The one question employee engagement survey: Why are you still here?
The shortest Employee Engagement survey has one question | Leandro Herrero leandroherrero.com And the question is: ‘Why are you still here?’ You learn about the organization by asking questions to employees when they leave you (exit interviews) but you learn far more when you ask them why they are staying (‘stay’ interviews). It’s not a joke. ‘Why are you still here?’ – with the emphasis on…