Eric Brown's Discussions
Fear, Loathing and No Respect
Replied Jul. 22, 2008
Fear, Loathing and No Respect
Replied Jul. 22, 2008
Fear, Loathing and No Respect
Replied Jul. 13, 2008
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(blushing) Lois, I clicked "Add Reply" before I scrolled down to see your response to the discussion. Great link and comments!
Eric,
Thanks for sharing this snippet from WSJ. It is so true. Organizations see new, shiny digital tools and want to use them, but often don't give much thought to the how or why someone would or should use it.
Any additional information or res...
Comment Wall (6 comments)
- At 9:38pm on June 30, 2008,
Jon Hoel said… - Eric, sounds really interesting.
It'd be great if you could go ahead and start discussion threads for the social media group on Aligning Technology, Strategy, People & Projects and also on social networking.
Would love to hear some case studies.
- At 9:24pm on June 30, 2008,
Jon Hoel said…
- Eric, thanks for joining the social media sub-group. From your bio, it looks like this is right up your alley. I'll look forward to hearing more about your ideas and experiences.
It'd be great if you could visit visit this discussion thread and tell us a little bit about your interest in Aligning Technology, Strategy, People and Projects and perhaps add a link to your blog.
- At 2:32pm on June 26, 2008,
David Zinger said… - Eric
Your RSS Feed is up on the EE RSS feeds.
David
- At 2:20pm on June 26, 2008,
David Zinger said…
- Eric,
You have a lot of great ideas/thought/insight/resources for this network. I am pleased you joined. Let me know if you want to have your blog feed up in the EE RSS Feeds - it is a strong collection of topics relating to engagement. I read your blog post on engagement in projects: that is a strong combo of trust, failure, and accountability.
David
- At 1:49pm on June 26, 2008,
Scot Herrick said… - Eric...thanks so much for saying hello. I'm trying to get a bit more active here as it is a great group of people. I'm still discovering new corners of this site...
- At 1:10pm on June 26, 2008,
Raven said… - Howdy Eric! I'm glad you joined the EEN. It's an active community considering it was just created earlier this year by network host David Zinger, and I know you'll add great insights to the discussions.
Note you can also get your RSS feed added to the mix by emailing Zinger:
Email David at dzinger@shaw.ca.
Take care,
Raven
Profile Information
- Who are you?
- Consultant, author and doctoral student based in Dallas TX. I write a blog titled Aligning Technology, Strategy, People and Projects and employee engagement fits in as a topic I frequently write about.
- What is your interest or involvement in employee engagement?
- I'm interested in how to engage members more deeply
- Website:
- http://ericbrown.com
- Where are you located?
- Dallas, TX
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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Manager Tools for Empl...
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Employee Engagement Wr...
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Research on EE
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Employee Recognition
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Engaging Books
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Social media in the wo...
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Engaging Quotations
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Canada
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UK
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Personal Engagement
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