Mark Johnson's Page
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A group for people from Canada or people interested in Employee Engagement in Canada
Hi Dean, I just completed a Q12 for our Region, 14 offices with a total of 190 employees working for the BC Government on Vancouver Island.
I called it a “Temperature Check” with the accompanying visuals to reinforce that the survey was not about...
What stories, case studies or personal experiences do you have of mounting rescue operations or missions to reconnect disheartened or marginalised employees with their organisations to achieve success.
Comment Wall (2 comments)
- At 7:26am on February 11, 2009,
David Zinger said…
- Mark,
I love the "bottom up" approach to engagement. It is so important that all people/employees know the benefit of engagement not just for the organization but also for themselves. If we engage fully in work we are more likely to fully engage in other elements of our lives.
David
- At 10:35pm on February 6, 2009,
David Zinger said…
- Mark,
I would like to hear more about how you "make it happen." I look forward input and involvement in the network. Welcome to the Employee Engagement Network and I trust you will find what you need on this site.
David
Profile Information
- What is your interest or involvement in employee engagement?
- I make it happen
- Where are you located?
- Victoria BC
About
Latest Activity
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!
Strive to engender trust by doing what you say and say what you do.
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