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Ian McKenzie's Page
Profile Information
- What is your interest or involvement in employee engagement?
- I'm Director of Employee Relations for The Salvation Army Prairies and NT Division
- Website:
- http://www.hr-esources.com
- Where are you located?
- Edmonton, Alberta
Ian McKenzie's Blog
Successful diverse workplaces focus on employee engagement
Some thoughts on employee engagement in Canada from Hewitt Associates, Best Employers in Canada Study.
Over 100,000 workers responded to the employee opinion survey, one of the instruments used in the annual Best Employers studies. Questions were asked to determine each employee’s level of engagement—how likely they are to speak positively about their employer, stay with an organization and be inspired to go “above and b… Continue
Over 100,000 workers responded to the employee opinion survey, one of the instruments used in the annual Best Employers studies. Questions were asked to determine each employee’s level of engagement—how likely they are to speak positively about their employer, stay with an organization and be inspired to go “above and b… Continue
Posted on January 30, 2008 at 5:49pm — 1 Comment
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A manager should always remember he/she is "on stage"- and his/her subordinates notice every little trait so always exhibit the behavior you would want them to emulate.
As a Leader it is your job to facilitate progress, be the agent of change not the barrier to it.
From Jim's Blog: Changing Winds
I love Leo Babauta’s Zen Habits, in which he writes on simple productivity and life issues. His recent book The Power of Less is a compact and practical guide to reclaiming your life from busyness and inefficiency. I…
Hi Ben...
Thanks for the reply!
Question--what have you seen as a "clear, coherent script" that assures success? And do you think such scripts need updating to address the shifts we've seen in organizations and the marketplace?
All the best from…
In my experience, achieving engagement creates huge increases in productivity per person, morale, retention, profits, sales, and every other "devoutly to be wished" result. So it is always worth the effort.
But the company person, CEO or executive…
Do two things: trust your employees unconditionally and give them more responsibility than they would ever expect; they will rise to the occasion and surpass all expectations.
In the wake of "The Great Recession" and in appreciation of the changes in the economy and in the nature of employee-employer relationships, the idea of “employee engagement” (“Engagement”) presents an intriguing dilemma.
While some say a focus on…
Interesting question. I'm drawn to less is more, and even that may be too much :) My experience has shown me that the more fearful the organisation is, the more often it seeks to measure as a means to try and stave off the fear. It then often ends u…
I would contend never is too soon.
If you understand what engagement is and how to achieve it, then you know what an engaged employee sounds like and acts like as compared to one who is somewhat engaged or disengaged. Surveys turn people off while…
Look beyond generic engagement tools: focus on personal drivers from employees, group them accordingly and align engagement tools.
The real challenge to engage employees is to gain trust by giving them autonomy to shape their own jobs to their own wishes, interests and strengths but always aligned with an open and transparant organisational vision and strategy.
Before you start engaging an employee, know him and respect him as an individual first and engagement will follow.
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Manager Tools for Employ…
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Thank you so much for agreeing to do an e-mail interview for our blog – The Employee Factor - www.employeefactor.com. We are very interested in your insights on employee engagement and look forward to your responses.
Questions:
1. Can you tell us a little bit about yourself and the role that you have at The Salvation Army.
2. How do you define and measure employee engagement at The Salvation Army?
3. Do you think it’s easier or harder to create and maintain engaged employees at a non-profit company than a for-profit company?
4. What do you feel are the best methods to motivate and engage your 1,400 employees across 5.2 million square kilometres?
5. What would you describe as your largest challenge/barrier to creating engaged and committed employees?
6. Can you provide us with a real-life example at The Salvation Army which demonstrates employee engagement?
7.You’ve been the Director of Employee Relations at The Salvation Army for almost 12 years - what changes have you noticed in terms of employee engagement?
8.What do you see to be the future of employee engagement?
Thanks again and I look forward to your responses.
Regards, Judy McLeish
I am CEO of Wright Results. CEO means merely Chief Everything Officer. I am a company of one, which means I've a great boss some of the time and a great employee some of the time...rarely at the same time.
Tim
Judy
"employee relations" and what it might compare to, by another name(?) in the States.
I would love to have the opportunity to do a "blog" interview with you via email. I would love to learn more about how you are creating engaged and committed workers in The Salvation Army.
Let me know if this would be of interest to you.
Regards, Judy
You are very fast. Must be cold so you are staying warm by the computer. I am thrilled you have joined this group and I look forward to what you can offer us plus I sincerely hope there is much of value and that you can take away from here.
David