Jennifer Schulte's Groups
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Engaging Books
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Engagement Directors &...
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Jennifer Schulte's Discussions
Your examples of "stay" interview materials?
1 Reply
Started this discussion. Last reply by Jason Grieve Aug 5.
Jennifer Schulte's Page
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Are you responsible for engagement in your organization? Is it in your job title? Let's form a group where we can share best practices and ask questions as the practitioners of 'corporate' engagement!
Are you responsible for engagement in your organization? Is it in your job title? Let's form a group where we can share best practices and ask questions as the practitioners of 'corporate' engagement!
Are you responsible for engagement in your organization? Is it in your job title? Let's form a group where we can share best practices and ask questions as the practitioners of 'corporate' engagement!
Are you responsible for engagement in your organization? Is it in your job title? Let's form a group where we can share best practices and ask questions as the practitioners of 'corporate' engagement!
Are you responsible for engagement in your organization? Is it in your job title? Let's form a group where we can share best practices and ask questions as the practitioners of 'corporate' engagement!
Even though we didn't know it, we have had an engagement strategy since 1999 when we established "being widely regarded the best place to work in Delaware" as our strategic HR goal for the company.
We knew we would have to chip away at that goal ...
At Passionwerx we address the three main reasons employees say they become disengaged:
1.My organization doesn’t care about me or my unique skills, talents and work-related passions.
2.My organization/manager doesn’t value and isn’t capable of sup...
I would love to benchmark with my peers who have actually created a formal employee engagement strategy. I am in the process of developing for my company.
Profile Information
- Who are you?
- I am passionate about learning and development; have been in this field for 6 years ... prior to L&D I had 11 years experience as a Finance Manager in various organizations. I knew long ago that finding out what makes people tick was really what got me out of bed every day, not crunching numbers, so here I am!
I think it's a priviledge to hold a job called 'Global Engagement Director' for an organization like Mars, Incorporated, well known for iconic brands (think M&Ms, Snickers bars, Mars bars, Pedigree pet food ... the list goes on), private family ownership, and relentless belief in talented associates who drive innovation and growth.
When not provoking, facilitating, or project managing on engagement at work, I live in eastern PA in the US and enjoy spending time with my husband of 7 years, and chasing around our 4-year old daughter and the latest addition, a 2nd daughter born in January 2009!
- What is your interest or involvement in employee engagement?
- Global Engagement Director for Mars, Incorporated ... I am paid to help others recognize the value of an engaged workforce and lead with that belief in every day work!
- Website:
- http://www.mars.com
- Where are you located?
- Mt Olive, New Jersey
Jennifer Schulte's Blog
Nuturing Engagement in a Time of Extreme Volatility
Are you looking for tips on engagement during "turbulent times" such as the current economic crisis? I've seen teams sustain and increase engagement during difficult times by focusing on something that may seem obvious - each other. It is not an urban engagement myth, it really can be done.
I recently wrote more about my observations in this blog for the LinkedIn group called "The Engagement Factor," and thought it might be appropriate to share here!
http://theengagementfactor.wordpress.com/20… Continue
I recently wrote more about my observations in this blog for the LinkedIn group called "The Engagement Factor," and thought it might be appropriate to share here!
http://theengagementfactor.wordpress.com/20… Continue
Posted on July 29, 2009 at 12:27pm —
Comment Wall (16 comments)
- At 2:44pm on August 27, 2009,
Derek Irvine said… - Jennifer, your "Engagement Is..." campaign is very interesting to me. Could you tell me more both about the campaign and how Mars is using the results?
- At 11:31am on July 31, 2009,
Michael Lee Stallard said… - Jennifer,
Thank you for your message. I'm glad you liked the Connection Culture piece but sad to hear about your mother. I would love to speak with you, when you have time. You can reach me at 203-422-6511 or mstallard@epluribuspartners.
Michael
- At 12:48pm on June 29, 2009,
Ethan Bondelid said… - Hi Jennifer,
Thanks for the add! Sadly I missed this years presentation as I was in Belize.
Do keep in touch and let me know how I can show you more around our work in Employee Engagement.
Cheers!
- At 9:48am on February 12, 2009,
Mark Attridge, PhD said… - I am a researcher active in this area and I used to work at Watson Wyatt as a national director of the NDC consortium of employers with shared health care datasets. I have a copy of the Watson Wyatt report - it is actually from 2007 & 2008. It is too large a file to attach - please send me a e-mail and I can send it your way.
mark@attridgestudios.com
- At 10:26pm on December 27, 2008,
Stefan Pacula said… - Hi Jennifer, I work for the Mars Bolton Foods Plant, good to see you here on this site. I've been designated our site "Expert", see what a good Gallup result can do to ya! How do you approach sustaining Engagement?
- At 1:39am on August 19, 2008,
Angela Washington Jones said… - Jennifer,
How did you transition from being a Finance Manager to becoming the global engagement manager? I am currently trying to transition from being a general management consultant to being focused on employee engagement. I have an OD degree and I've just begun working on a Ph.D in I/O. I just don't see how to market myself in this field. Any advice would be greatly appreciated.
Thanks,
Angela
- At 10:30am on August 18, 2008,
Rosie Sherry said… - Regarding the profile photos, from experience I believe they have to be square otherwise they 'adjust' themselves magically.
- At 11:25am on March 11, 2008,
Ron Shewchuk said… - Thanks back atcha for the recommendations, Jennifer. It's nice to have a new network in which to trade these kinds of things.
- At 5:44pm on March 10, 2008,
Ron Shewchuk said…
- Hi Jennifer. Glad you find my review useful. As for other books in a similar vein, I would recommend the following:
* The Heart of Change: Real-Life Stories of How People Change Their Organizations, by John P. Kotter;
* Values Shift: The New Work Ethic and What it Means for Business byJohn B. Izzo and Pam Withers; and
* Good to Great: Why Some Companies Make the Leap...and Others Don't by Jim Collins.
- At 1:04am on March 10, 2008,
Ron Shewchuk said…
- Hi, Jennifer. I'm the writer of that review of The Chief Engagement Officer. Visit my blog to read the review: http://ronshewchuk.blogs.com/for_your_approval/2008/03/book-review-the.html#comments
Thanks, David, for drawing my attention to this network!
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.
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