Marilyn Leccese's Discussions
What EXACTLY is an engaged employee?
Replied Sep. 8, 2008
Encouraging close friendships.
Replied May. 13, 2008
Marilyn Leccese's Page
Profile Information
- Who are you?
- I am a Training Consultant at American Century Investments in Kansas City MO.
- What is your interest or involvement in employee engagement?
- I work with managers and employees, providing thoughts and ideas to building employee engagement on a daily basis.
- Where are you located?
- Kansas City, Missouri
About
Latest Activity
Maggie,
Please share with us the content of your leadership level training.
Best regards, Ben
Hi everyone who replied to my request for "cynical" employee insights. I designed a training package targeted at the leadership level of this organization. I presented yesterday as 'round #1' and session received excellent reviews. Thank you for h...
Hi, I am conducting a study as part of a PhD at City University in London looking at the links between leaders' beliefs and behaviours, and how these impact employee engagement and team climate.
The research involves managers and 3-5 direct repor...
A group to help people working in the UK find each other and to offer assistance to visitors coming over for work or just passing through
This is a group for people interested in research on employee engagement. You can offer the latest sources or discuss the results.
Hi
I am conducting a study as part of a PhD at City University in London looking at the links between leaders' beliefs and behaviours, and how these impact employee engagement and team climate.
The research involves managers and 3-5 direct repor...
Marty,
Thank you so much for posting this. I have not read it in detail but appreciate the depth and breadth and focus on the work.
David
Wanted to share this Ivey Business Journal article with network members.
http://www.iveybusinessjournal.com/article.asp?intArticle_id=867
Here is introduction from the website to the author and the content of the article.
Kenneth W. Thomas is a...
In the last few months, employee engagement has been derided by some as nothing more than the latest industry buzzword or HR bandwagon that everyone is rushing to jump on as the as the as the savior of employee loyalty and productivity from the re...
Understand the needs of your employees and make room to accommodate when you can, and be honest about why you can't.
Communicate; honestly, plainly and often.
Create opportunities for autonomy, Give your employees the "what" and let them come up with the "how".
Make time to discuss Expectations: Both, what you expect of your employees and what your employees expect of you.
Groups
-
Manager Tools for Empl...
194 members
-
Employee Engagement Wr...
79 members
-
Research on EE
79 members
-
Employee Recognition
74 members
-
Engaging Books
72 members
-
Social media in the wo...
60 members
-
Engaging Quotations
54 members
-
Canada
49 members
-
UK
48 members
-
Personal Engagement
33 members
Engage Today. Join the growing employee engagement network.
© 2009 Created by David Zinger on Ning. Create a Ning Network!
Comment Wall (4 comments)
You need to be a member of The Employee Engagement Network to add comments!
Join this Ning Network
Thank you for the dialogue. I have a few things to share with you and how we at ORC walk the talk of engagement.
To answer your question about helping managers understand the impact of the daily actions on engagement, our experience suggests that:
• Results of the employee survey are shared with the management team and their supervisors
• Company wide and department level action plans are created using the employee feedback
• The action plans need to link directly to business issues e.g. customer retention, employee retention, etc. or it will fail
• Goals and targets for improvement need to be established and shared
• Improvement plans need to be monitored and adjusted on a monthly or quarterly basis
• Senior management needs to lead by example and visibly support any changes
Yes, engagement is driven by the daily and ongoing behaviors of all employees, especially managers and senior leadership. On a daily basis, managers and employees create a culture of engagement or disengagement through actions involving:
• Recognition and rewards
• Acknowledgement and respect for work completed
• Communication on issues from change in policies, new events, personnel, good news, financials, company goals, etc.
• Balancing work and personal life
• Career development and coaching
• Customer delivery and satisfaction
• The job itself
Identifying engagement levels and the actions plans to make effective change are very important. ORC has the tools and expertise to help with survey design, concise reports and critical action planning. We also work with companies to “connect the dots” between employee engagement and customer loyalty and brand equity.
I’d love to chat through ideas – please feel free to call me anytime 419-725-6152 or we can continue to blog. Have a great day.
Lisa
Welcome to the network. I love how you just jumped in and got engaged right away by joining a group and starting a discussion. I am glad you joined us and I encourage you to add a picture when you have the opportunity.
David
Welcome to the EE network. And I see that you are member # 50 of the Manager Tools group. Congratulations!
Terry