"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…"
The main reasons given by employees were: no longer feeling challenged (cited by 33% as the main reason); no longer liking the company culture and environment (27%); feeling there’s limited growth opportunities for them in the company (26%); feeling undervalued (24%); or feeling underpaid (22%).
Employee Engagement Made Simple www.davidzinger.com Employee Engagement One Day at a Time (Reading time: 1 minute) Engage each day. Accept the invitation to engage at work every day. Engage daily with specific results that matter to you and the organization. Engage with the key performances that… [ 142 more words. ]