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David Zinger's Discussions
Our Next E-Book: Write One Sentence of Employee Engagement Advice for Managers or Supervisors
26 Replies
Started this discussion. Last reply by Lisa Sansom 2 hours ago.
David Zinger, M. Ed.
Profile Information
- Who are you?
- David Zinger is devoted to employee engagement and is your network founder and host. Visit his website: Employee Engagement: Zingers His site contains over 500 free articles or posts and dates back to November 2005.
Email David at dzinger@shaw.ca.
I founded this network out of a desire to connect with the people and pluralism of voices in employee engagement. I am devoted to the field of employee engagement as a speaker, consultant, coach, writer and now a network host. What a thrill, honor, and learning experience to be your network host. This site is not about me but I am certainly passionate about employee engagement for all.
My website www.davidzinger.com it devoted to news, issues, practices, and perspectives on employee engagement. I have a Master's of Education degree and have 15 years experiences as an employee counsellor and a career development coach. I have taught at various universities in Canada for the past 20 years.
- What is your interest or involvement in employee engagement?
- Management Consultant, Educator, Writer, Coach, & Network Host
- Website:
- http://www.davidzinger.com
- Where are you located?
- Winnipeg, Manitoba - Canada
Latest Activity
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.
Employee Engagement Slides and Video
David Zinger's Blog
What do you believe about employee engagement?
Posted on November 10, 2009 at 8:35am — 1 Comment
Over 600 Free Resources for Employee Engagement & Strength Based Leadership
Posted on June 13, 2009 at 11:49am — 2 Comments
An employee engagement poem
Posted on May 1, 2009 at 9:22am — 3 Comments
David Zinger's Videos
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The Charter of Compassion
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Drawing to Engage the World
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Words of Wisdom
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You can't stop the waves
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Comment Wall (660 comments)
- At 7:19am on November 26, 2009,
Victoria Ellam-Dyson said… - Hi David
That would be REALLY helpful. Thanks for offering to do that. I've only been a member of this forum a few days but I'm already getting a warm feeling of belonging! I've had some interest already from another member who would like to get involved with the research. I look forward to be able to post my findings here over the coming months. Cheers, Vicky
- At 11:05am on November 19, 2009,
Colleen Starchuk said… - Hi David. Thanks for the note and question. Best practices to foster engagement for longterm organizational success? I would need to say that an individualized approach to nurturing employee growth and satisfaction is the most effective that I've seen. The difficulty with this? While so many organizations attempt to move in this direction, many don't make it because they don't build the approach into a sustainable practice, or they don't walk their talk.
- At 7:19am on November 18, 2009,
Shereen Qutob-Cabral said… - Hi David,
I'd like to reach out and encourage all the EE Network Members to download a FREE copy of the "Inconvenience of Change" E-book. This compilation of many talented Gen Y bloggers and writers is the testament to "engaged" social activism today.
The creative genius behind this effort is Matt Cheuvront, author of 'Life without Pants' blog (www.lifewithoutpants.com).
A short video and the FREE e-book can be downloaded here: http://www.lifewithoutpants.com/awareness/inconvenience-of-change-ebook-download/
Hope you enjoy it and if you do please spread the word!
Cheers,
Shereen
IOC-ebook.pdf
- At 6:44am on November 17, 2009,
Jerry Lowe said… - David, Thanks for the welcome.
The view from Snowtopmountain is great. My philosophy has always been that when things look complicated and it’s difficult to see the way forward, it’s time to take a higher level view. The big picture for me right now on employee engagement is that we have seen an explosion of information channels available to employees, but businesses are only experiencing a small fraction of the potential benefits. As we move forward we need to see more convergence and simplification. Only then will managers be more informed and better able to engage with employees.
Jerry
- At 2:30am on November 17, 2009,
Sandeep said…
- Hi David,
thanks for your warm welcome. I look forward to interacting with people on this forum.
We'd be very happy to provide you access to our web based engagement platform, which is currently in private beta. We should be moving to public beta in a week or so.
best
Sandeep.
- At 12:35am on November 17, 2009,
Derf Snyder said… - Hi David,
Thank you for the welcome. Looking forward to getting tips here on employee engagement.
As I am currently involved in the project team running the survey for SingTel in partnership with a survey consultant, the topic on engagement is in my current list of things that i want to learn more on. Have experienced a lot of challenges in the implementation part but i really count that now as part of project management. I am looking forward to the action planning process that follows (our annual survey starts in a week's time) and hope to get tips from the experts here around that area.
Cheers
derf
- At 7:29pm on November 16, 2009,
Warrick Glynn said… - Thanks David.
I appreciate the welcome.
The impact at La Trobe is mostly on the administrative staff as the change has been largely to support services. But wait - there's more! The next major set of changes is around curriculum and its delivery!
Cheers
Warrick
- At 12:48pm on November 13, 2009,
Dr. Maynard Brusman said…
- Hi David:
Thanks for the warm welcome.
I think one of the most important things I have learned over a long career as a consulting psychologist specializing in leadership development and executive coaching is that people are fully engaged when who they are fits the work they are doing.
It's akin to when I met my wife when I was in this flow state where there were no reservations and I was fully committed. Great workplaces are like that where people can realize their fullest potential and possibilities are unlimited.
- At 9:07am on November 12, 2009,
Terrence Seamon said… - Congratulations, David, on the release of the new book! What a gift to the world to offer 200 nuggets of wisdom on Employee Engagement.
Terry
- At 12:10pm on November 10, 2009,
Valerie Wallen said… - Hi, David,
Thanks for the welcome! A couple of the strongest links between culture, leadership development and accountability includes the involvement of leaders in setting the improvement targets, educating them in how to engage employees in the giving and receiving of feedback during improvement initiatives, and then measuring tangible results for those improvement initiatives. I would love to hear from your experiences with this topic.
- Valerie
About
Latest Activity
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.
Open yourself to influence by others and they will open themselves to your influence.
Don't just listen to your people but also act on what they're telling you.
Only hire people with passion for what they do; create a work environment that fosters and facilitates the expression of that passion and use a communication style that makes it safe to stretch, fail and grow.
Assist each employee to understand the deeper purpose of his or her work - who or what cause is it helping - and why.
Be congruent and transparent, say what you mean and do what you say.
Managers or Supervisors can engage employees by demonstrating little acts of kindness for absolutely no reason at all. eg. Can I help you carry that? Is there anything I can get for you? etc. etc.
Engagement should be treated as newborns! Everyone takes place in the growing process and they should never be left unattended.
For great managers, the path toward engaging employees and keeping them engaged begins with asking them what they want and what is important in order to be effective in their roles.
Involve employees in decisions that will affect them - they may have some great ideas that you haven't thought of and will be more supportive of the final outcome.
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