- Blog Posts
- Discussions (5)
- Groups (3)
- Videos
Jennifer Gladden's Groups
-
Engaging The Enemy
29 members
-
Manager Tools for Employ…
200 members
-
Engaging Quotations
55 members
Jennifer Gladden's Discussions
Forum #6: Employee Engagement Advice in One Sentence
Replied Oct. 15, 2009
How to inspire trust after major layoffs?
Replied Apr. 16, 2009
Good things come to those who...
Replied Jul. 30, 2008
Jennifer Gladden's Page
Latest Activity
Simply respect the uniqueness of the individual and tie it to the mission of the organization.
The responses thus far are very very good. Not knowing if the employees are in one location or multiple locations or if there are 100 or 1000 it is difficult to address. I believe that (from personal experience) one of the most valuable things a CEO…
Profile Information
- Who are you?
- My career(s) have been varied but continuously about people. I have had the opportunity to create, change, manage and lead organizations and also work in teaching and training venues. With each career there has been an emphasis on identifying skillsand/or encouraging skill development, attaining positive personal and organizational goals, and most of all, initiating change. Specifically, the careers have been in corrections, higher education, human resources, private sector (manufacturing) management.
- What is your interest or involvement in employee engagement?
- My current employment is as an HR Officer with a government agency struggling with bringing 4 previously free standing agencies into one. My position is responsible for bringing about consistant HR practices throughout the agency and in so doing creating greater employee engagement in a non trusting environment.
- Where are you located?
- Bismarck, ND
Comment Wall (5 comments)
- At 8:18am on May 3, 2008,
Terrence Seamon said… - Jennifer,
Welcome. The challenge of integrating multiple units into one and raising employee engagement is a tall one. Especially where trust is low.
To piggyback on Mike's suggestion, why not join the Manager Tools group and post your question there?
Terry
- At 9:23am on May 2, 2008,
Mike Healy said… - Jennifer
Put your question into one of the forums to get as many views as possible
- At 9:22am on May 2, 2008,
Mike Healy said…
- Hi Jennifer,
Sounds like you have a difficult task on your hands.
I think it might be useful if you make a statement of some kind as to what your role is. You might like to remind people that you realise it is a challenge but you are looking for ideas and support to make things work. This helps you lay down your marker and stop any questions as to who you are and why you are there.
After that i think it wil be important that you have face to face discussions with those who may resent or distrust you( the organisation) for some reason. I promise you they will have their reasons but they will play their cards close to their chest because they may have had their fingers burned in the past.
Once you get on a personal level then you can ask them how they would fix the situation if it was them in charge.
I think these first steps will go some way to helping you on your journey. Th longest journey starts with but a single step but be prepared for some stumbles and falls along the way.
- At 3:51am on May 2, 2008,
Mike Healy said…
- Welcome aboard, Jennifer.
Will be interesting tio hear your progress on your latest challenge
Mike
- At 2:22pm on May 1, 2008,
David Zinger said… - Jennifer,
And the 4 shall be as one -- good luck, good effort, and good engagement with this. Welcome to the network from your Winnipeg neighbour to the north. It is such a huge challenge to create engagement when there is a lack of trust. Mutual respect and mutual purpose can help to sow the seeds of trust.
I encourage you to both ask for what you need from the network and to engage in conversations that are meaningful to you.
David
About
Latest Activity
Jon...
Great stuff. Particularly like the piece about attacking "internal friction".
I still think the macro issues, namely around what kind of relationships does the organisation wish to have with specific groups/classes of employees need to be c…
My view on this is that where you treat employee engagement like a ‘big bang’ corporate change programme it will always carry a significant risk of turning into an ‘organisational Vietnam’. Don’t go to war in the first place!
Do it by taking lots a…
Manage by being a part of them, not by standing apart from them.
Sujata Dev
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.
Groups
-
Manager Tools for Employ…
200 members
-
Research on EE
86 members
-
Employee Engagement Writ…
81 members
-
Employee Recognition
75 members
-
Engaging Books
73 members
-
Social media in the work…
66 members
-
Engaging Quotations
55 members
-
Canada
51 members
-
UK
50 members
-
Personal Engagement
34 members
Engage Today. Join the growing employee engagement network.
© 2010 Created by David Zinger on Ning. Create a Ning Network!
