Mike Healy's Groups
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UK
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Social media in the wo...
60 members
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Manager Tools for Empl...
194 members
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Engaging The Enemy
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Mike Healy's Discussions
Mike Healy's Page
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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.
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.
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.
HI Ian
I thought it was very interesting that this post ended on you seeking examples of HR Heroes...........and then nothing.
I am an HR professional ( FCIPD) with expereince at director and VP level. I think I have seen many unsung heroes in H...
Mike,
In my experience, disengaged and engaged people act quite differently, although I prefer to call the former followers and the latter self-directed.
If management has caused the number of disengaged people to arrive at its natural level, ab...
Thanks Jack
From the Galliup Survey we see what employees would like to have in place to help them become/remain engaged.................and we can prompt managers to provide these things.
I guess my focus here is....What would employees actuall...
Steve
I tend to take the view that for someone to move from being "neutral" to " engaged" there needs to be an observable change in behaviour. The time frame may vary but there will be a change.
I do not think one can be truly engaged without fo...
Mike,
You said you believe that engaged employees actions/behaviors are observable. Are you saying that ALL actions that increase engagement are observable? And are you saying they are IMMEDIATELY observable, or eventually?
While I agree that ma...
Profile Information
- Who are you?
- An HR professional with an entrepreneurial streak. Passionate about organisations, organisation development and getting the best out of people
- Website:
- http://www.wiseupatwork.com
- Where are you located?
- Aberdeen, Scotland
Mike Healy's Blog
Engagement - Customer Service Principles for Employees.
Companies focus on customer preferences, wants and needs to get more sales and higher profits. Providing excellent customer service has sound commercial reasoning behind it. Companies will give customers what they want so long as it makes good business sense. Not every customer gets exactly what s/he wants because it would not be feasible to do so.
I believe the same thing applies with engagement. Employers will put in place those interventions whch encourage employees to give more of themselve… Continue
I believe the same thing applies with engagement. Employers will put in place those interventions whch encourage employees to give more of themselve… Continue
Posted on May 18, 2009 at 9:15am — 1 Comment
Comment Wall (13 comments)
- At 8:06am on August 5, 2008,
Jo said… - Hi Mike
I've just set up an UK group to help us network. Would you like to join?
I see you are into social media. I also write for http://socialmediamafia.com which is a very active group in the London area.
Cheers
Jo
- At 5:36pm on June 29, 2008,
Jon Hoel said… - Mike,
Thanks for joining the new sub-group. I'll look forward to connecting with you around the topic of social media in the workplace.
- At 1:39am on June 29, 2008,
Jon Hoel said…
- Mike,
I found your posts on this discussion thread on social media very interesting.
I've set up this new sub-group on using social media, and look forward to joining the ongoing conversation.
- At 2:32pm on May 5, 2008,
Jennifer Gladden said… - Mike
Thanks for the advice. I have started some of what you are saying but have not done the face to face with the naysayers so will take a deep breath and go forth. Terry also suggested, as did you, that additional groups would be helpful. I am off to join Manager Tools. As the steep stairs are climbed, I will keep you posted.
Jennifer
- At 8:12am on May 3, 2008,
Terrence Seamon said… - Mike,
I see you joined the Manager Tools group. Welcome.
Terry
- At 9:09am on May 2, 2008,
Jennifer Gladden said…
- Thanks Mike. Just to give you a little background on what has happened during the past year, it is important to know that there were a number of people who questioned my being hired in the first place, there is a tremendous amound of mistrust that rears it's ugly head over the most unexpected circumstances yet we have an energetic, devoted, creative workforce. When I say devoted, it also describes part of the problem....devoted solely to their own tasks, devoted to finding reasons to mistrust (and there are some to find), devoted to maintaining the status quo in an environment which must be dynamic to produce desired results and the list goes on. As I see it,my task is to help create an engaged workforce which understands and accepts the direction of the whole. Any thoughts or advice from anyone? You, Mike ? Anyone reading this?
- At 11:22am on April 30, 2008,
Kris Robinson said… - Mike, great to meet you! I love having the perspective of folks outside of the US and look forward to knowing you.
- At 4:53am on April 28, 2008,
Warren Young said… - Mike have you come across EE in the Scottish Public service? I came across this publication of results from '06. I was wondering how they are progressing.
- At 12:01pm on April 18, 2008,
David Zinger said… - Oh Mike, fans stay fans sometimes through thick and thin. Just one tip on a flaw in the ning site. If you have a link don't write it in the box rather go to the little link button on top of the post box, it is between the S with a line through it and the picture box. If you click on there and insert the link it will not go across the page. This is due to a ning flaw that I don't have the resources to fix.
- At 11:34am on April 18, 2008,
David Zinger said…
- By the way, sorry for the size of the bee football helmet and also even for using a football helmet from North America when we all know what the world's biggest football sport really is. One of my friends from Winnipeg is a big Aberdeen fan.
About
Latest Activity
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.
I have not personally read the UK Government review of employee engagement titled "Engaging for Success".
But a very dear friend of mine, one of the very few people I know who fully understands engagement having done it himself, did review it and...
Our last E-book on one sentence of employee engagement advice was very well received and many people wrote to say how helpful it was. Thank you all for contributing.
It is time to compile our next contribution to employee engagement.
Our commu...
Our last E-book on one sentence of employee engagement advice was very well received and many people wrote to say how helpful it was. Thank you all for contributing.
It is time to compile our next contribution to employee engagement.
Our commu...
Hi Anthony
assume you are aware of the UK Government review of employee engagement? If not here's the link
http://www.berr.gov.uk/files/file52215.pdf
Kate
Let’s share favorite quotations that are somehow relevant to business. I frequently include them in letters, e-mails, proposals, and book reviews. They may not always provide a head-snapping revelation but do add some “seasoning” to the prose.
This group is for anyone who want to talk about books on engagement, work, leadership or management. You can recommend a book, ask others about a book, or join in a discussion about a book.
This group is for those who want to learn more about best practice employee recognition and to share ideas on this important engagement tool
This group is intended for anyone who wants to help Managers do a better job promoting employee engagement. What skills does a Manager need? What tools can a Manager use?
Groups
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Manager Tools for Empl...
194 members
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Employee Engagement Wr...
79 members
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Research on EE
78 members
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Employee Recognition
74 members
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Engaging Books
72 members
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Social media in the wo...
60 members
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Engaging Quotations
54 members
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Canada
49 members
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UK
47 members
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Personal Engagement
33 members
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