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Lisetta Chalupiak's Page
Profile Information
- Who are you?
- Manager, HRIS/ STaff Relations
Laurentian University, Sudbury Ontario
BA, CHRP, and pursuing graduate studies
Involved in informal and formal dispute resolution, training and development, and workplace intervention;
- What is your interest or involvement in employee engagement?
- Interested in preventing dispute and turf wars; building employee engagement in a unionised environment
- Where are you located?
- Sudbury Ontario
About
Latest Activity
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.
Listen! Zip your mouth. Don't interrupt them when they are opening up to you and expressing there feelings. Remember, its about them not you!
Engagement is to be seen not as an activity but that is the only way the society works.
The management equivalent of ‘Air’ is to practice transparency with team members by managers.
Dr. Jose M F, India, Bangalore
The most important priority for leaders is to cultivate, appreciate, and leverage the vast untapped potential of every employee in their organizations.
If you focus on engagement, productivity will follow. If you focus on productivity, you may not get it.
To begin engagement, sit down with each employee for 40-60 minutes, privately, quietly, and confidentially, and get to know them better -- thei…
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I think a big key is to ensure engagement is for all. From the deans and president to the faculty, students, and custodial staff. If you do a survey I think it is important to get the employee to generate the bulk of the questions. We often don't play a strong role in things we did not have a hand in creating. All the best. Happy Canada Day.
David
Welcome to the employee engagement network. I salute your work to prevent turf wars and make employee engagement relevant for all. I trust you will find helpful interactions and information on this site. Let me know if I can be of assistance to you. Always pleased to see another member from Canada join our network.
David