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Maren Showkeir's Discussions
Thesis on Employee Engagement
Replied Jun. 18, 2009
Maren Showkeir's Page
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Create conversations and processes that make visible the choices people make every day about accountability, then highlight the ways those choices contribute to business success.
Hello Lennart:
I would suggest you review the research on employee engagement done by the Gallup organization. They have done milliions of interviews on this topic, and a wonderful book that boils down some of this research is 12: The Elements of G…
Comment Wall (1 comment)
- At 6:59pm on February 4, 2009,
David Zinger said…
- Maureen:
Thank you for joining the Employee Engagement Network and welcome to this community. I love the approach of conversations to engagement and I use Crucial Conversations to help people foster more engagement or work with disengagement. You were our first member over 800 to join so thanks for moving us toward 900.
Let me know if I can be of assistance.
David
Profile Information
- Who are you?
- I am a managing parter with henning-showkeir & associates, inc., and work with my partner and husband, Jamie, who co-founded the business.
We are co-authors of "Authentic Conversations: Moving from Manipulation to Truth and Commitment."
Our work is built on the underpinning that the key to prosperity and accomplishment in today’s demanding global marketplace is best achieved through the intentional distribution of organizational power. We work with our clients to create cultures of collaboration and personal commitment.
- What is your interest or involvement in employee engagement?
- My work and my passion is to work with individuals and organizations to increase employee engagement through distribution of organizational power.
- Website:
- http://www.henning-showkeir.com
- Where are you located?
- Phoenix, AZ
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…
Groups
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Manager Tools for Employ…
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Research on EE
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Employee Engagement Writ…
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Social media in the work…
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Canada
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UK
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Personal Engagement
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