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Katherine Wiid
- Female
- Stamford, Lincolnshire
- United Kingdom
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Katherine Wiid's Discussions
How different is employee engagement to customer engagement?
3 Replies
Started this discussion. Last reply by Katherine Wiid Oct. 14, 2008.
Katherine Wiid's Page
Profile Information
- Website:
- http://www.recrion.co.uk
- Where are you located?
- Stamford, UK
I am a Retention and Talent Management specialist based in the beautiful town of Stamford in the UK. I design strategies for a wide range of businesses to improve standards and introduce best practice around employee engagement.
I realised that 81% of all organisations in the UK perceive employee turnover as having a negative impact on their effectiveness. Yet so many employers today see hiring the candidate as the end of the process. They fail to recognise the vital importance of retaining their best people, effectively managing both their performance and expectations - and in doing so, they fail to motivate their employees to perform to their true potential, and generate the maximum return from their investment.
I help employers find out exactly what makes their teams tick; what really motivates them (you'll be surprised!); and how they can inspire them to stay with the orgaisation longer, work harder, and still give a glowing testimonial of the employer when the time does come for them to move on.
I realised that 81% of all organisations in the UK perceive employee turnover as having a negative impact on their effectiveness. Yet so many employers today see hiring the candidate as the end of the process. They fail to recognise the vital importance of retaining their best people, effectively managing both their performance and expectations - and in doing so, they fail to motivate their employees to perform to their true potential, and generate the maximum return from their investment.
I help employers find out exactly what makes their teams tick; what really motivates them (you'll be surprised!); and how they can inspire them to stay with the orgaisation longer, work harder, and still give a glowing testimonial of the employer when the time does come for them to move on.
Katherine Wiid's Blog
Does size of company matter when it comes to staff engagement?
At a recent meeting a senior HR Director said to me: "Real engagement is when one of your people says to a friend: 'I'm working for a great firm – why don't you come and join me there?'"
Over years of consultancy I have worked with businesses where 'engagement' was high and others where it was low. My story is of one firm which achieved high engagement.
A husband and wife team decided to go into the broadband business just as it was taking off in the UK. I got to know them when there were 8 pe… Continue
Over years of consultancy I have worked with businesses where 'engagement' was high and others where it was low. My story is of one firm which achieved high engagement.
A husband and wife team decided to go into the broadband business just as it was taking off in the UK. I got to know them when there were 8 pe… Continue
Posted on October 14, 2008 at 3:15am —
Employee Engagement Barometer takes UK by storm
At a recent call centre attrition conference I attended in London I was impressed by the innovative speakers from some of the big brands like Barclays and Royal Bank of Scotland who were tackling their staff turnover issues creatively and with some success. However the feeling around the table was "well we are doing the same things but our turnover is still high."
Further discussions revealed that whilst HR and Call Centre Managers were adopting the latest tends, they weren't utilising the info… Continue
Further discussions revealed that whilst HR and Call Centre Managers were adopting the latest tends, they weren't utilising the info… Continue
Posted on September 14, 2008 at 1:30am — 3 Comments
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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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it is a pleasure to have you join our Employee Engagement Network. I hope you will write a blog post about the Employee Engagement Barometer you company developed. Take care and carry on caring.
David