Jack Kennedy's Discussions
Jack Kennedy's Page
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There are a couple of thoughts that come to mind on this issue. The first is that far too many organizations seem to see an engagement survey as something different than a general employee survey. As a result, they frequently forget the survey bes...
I think there are a couple of points that need to be made here. The first is that there is a real difference between Psychology, as a field, and Organizational Psychology as a specialization within that field. Developmental Psychology, Physiologic...
Lois,
I'd like to echo Nick's concern about the number of layoffs. I realize that the economy really nosedived, making it difficult for organizations to react effectively. However, the fact that this CEO had four separate rounds of layoffs has go...
Profile Information
- Who are you?
- Organizational Research & Development Consultant
- What is your interest or involvement in employee engagement?
- I've been using employee surveys and other organizational research tools to increase employee engagement and organizational effectiveness for more than 20 years.
Comment Wall (1 comment)
- At 2:08pm on May 3, 2009,
David Zinger said…
- Jack,
I am pleased you joined us and trust you will find valuable information, engaging people, and interesting interactions. Let me know if I can be of assistance. Welcome to the Employee Engagement Network.
David
About
Latest Activity
I think we all generally agree that engaged employees are a powerful force for delivering company success. I think we all also agree that you cannot force employees to engage. You can, however, create work environments and cultures in which employ...
Treat people the way they want to be treated, not the way you want to be treated.
I am looking for some discussion topics. I have a team that really needs to come together as a group. (or, I have a group that really needs to come together as a team). I've done a few team building activities, but this time, I would like to have ...
Great word ownership, Kurt.
Without a strong sense of ownership by the employee we don't get their full engagement, their complete commitment to the work.
The formula for employee ownership for any boss is to listen to the employee and that give...
Remember, recognition is free. It's not material. It's a communication tool. I agree with Ben that employees need a voice and a safe place to use it. They also want some ownership in the processes and acknowledgment that the tasks they perform mea...
Recognition is important, but possibly not in the way you think. Rewards have negative effects down the road no matter how good they look. On this subject, read Alfie Kohn's "Punished by Rewards".
I managed people for over 30 years. In order to s...
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!
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