Diane Desjardins's Groups
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Employee Recognition
74 members
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Canada
49 members
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Engaging The Enemy
28 members
Diane Desjardins's Page
Latest Activity
Sorry Kevin, but this is not exactly what I heard. I think he said that this model (incentives/rewards) work for task that do not require a lot of creativity, where there is a process that you simply follow. Don't we also see that applied to custo...
Welcome Jacky. You will find here a lot of great ideas. I have learned a lot just reading past posts from our members. Great read too ! Beware: you will loose track of time :)
Diane
I do agree with you. I would like to share an experience I had about the shared power to recognize.
As I was the general director of a small group of dedicated people, I would sometimes stop at a ice cream shop and buy treats to everyone who still...
This group is for those who want to learn more about best practice employee recognition and to share ideas on this important engagement tool
A group for people from Canada or people interested in Employee Engagement in Canada
I just read the story related by Ben Simonton on April 4, 2009 at 9:24am and April 4, 2009 at 3:58pm on the forum "Click five to survive" on EE. Great story with long term results to illustrate that his approach did work. I invite you to read it. ...
Not quite . I mean that there is more to "selling" goals to achieve than just telling your employees what to do. The energy I felt reading your 6 points is not engaging, there is too much YOU and not enough US in it. The autoritarian bias of this ...
Comment Wall (4 comments)
- At 6:27am on August 10, 2009,
Ben Simonton said…
- I neglected to mention, Diane, that it is a real honor to connect with another person who has actually achieved engagement of employees rather than just talked about it. There aren't many of us.
Best regards, Ben
- At 5:24am on August 10, 2009,
Ben Simonton said…
- Thanks for the invite, Diane. I liked your responses to Steve Roesler's top-down approach to engagement (i.e. disengagement) and what you did as "acting as general director per interim". Employees can be led to perform to very high standards, but allowing them to practice and then use their full brainpower on their work (100% of their potential creativity, innovation, productivity, motivation, and commitment) better than doubles their performance above the "being led" level.
You caused your people to do exactly that. There is nothing to distrust if they control it all and dream up everything, even it it is with a little assistance from the boss.
What can I do for you?
Best regards, Ben
- At 5:25pm on May 20, 2009,
Anja S said…
- My friend! How nice to see you here!
I love how you say "earning employee engagement" here - it's so true, companies have to earn it!
Love your picture!
Big hug!!!
Anja
- At 5:54pm on March 12, 2009,
David Zinger said… - Diane:
I am pleased you joined us and I look forward to your participation in the network. Let me know how I can be of assistance. I like the image you are using.
David
Profile Information
- Who are you?
- I am a certified recognition professional (CRP), consultant, facilitator and public speaker. My aim: promote employee recognition as an excellent management tool to bring back energy, good will and financial success in today's organizations.
- What is your interest or involvement in employee engagement?
- I promote earning employee engagement and trust through an employee recognition culture.
- Where are you located?
- Near Montreal, Quebec,Canada
About
Latest Activity
I think recognising your staff becomes all the more important in today's climate of budget cuts, pressures and downsizing. We all want to feel valued, both as employees and human beings, and to have someone else say 'thank you, your continued supp...
Hi Leigh
I am an Employee Engagement Specialist in the department of Organizational Effectiveness. I work for a company about the size that you are looking for. We began kicking off employee engagement surveys last April. As of now we have a year...
... master the art of asking questions!
Teach your employees how to Manage Up: Some people think this is brown nosing, but it's really about helping your boss understand who you are.
Angela,
I think recognition is always essential but we have to look at the deeper reason why. Reward and recognition confirms value. Every human being wants to know, "Does my life matter?" This is the questions we help answer when we reward and re...
Be real, don't use jargon, and be honest. If something is going to hurt people would rather be prepared!
Strive to engender trust by doing what you say and say what you do.
Leigh,
Comments work and I will see what I can do for this Thursday.
David
though published earlier, I found it quite relevant relating innovation and engagement
Remember that employees are human first; seek to build what matters the most to humans - personal relationships.
Communicating "what" is not enough. Explain the "why" behind everything.
Thanks Ben. Look forward to checking out these articles.
Groups
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Manager Tools for Empl...
194 members
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Employee Engagement Wr...
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Research on EE
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Employee Recognition
74 members
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Engaging Books
72 members
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Social media in the wo...
61 members
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Engaging Quotations
54 members
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Canada
49 members
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UK
48 members
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Personal Engagement
33 members
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