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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
Leigh,
Comments work and I will see what I can do for this Thursday.
David
though published earlier, I found it quite relevant relating innovation and engagement
Remember that employees are human first; seek to build what matters the most to humans - personal relationships.
Communicating "what" is not enough. Explain the "why" behind everything.
Thanks Ben. Look forward to checking out these articles.
I'm a reporter seeking employers that have done employee engagement surveys. I'd like to locate people at small- to mid-sized companies where you've wrestled with how to write effective questions that actually get at engagement (as opposed to yet ...
(This blog post accompanied a recent presentation to an employers annual conference on productivity and engagement, and whether or not Social Media has a negative impact)
A common workplace perception is that social media is a waste of time, so w...
Ask, and Ye Shall Receive. And, Boss spelled backwards is certainly self-explanatory. (As in, "I'm The Boss here. (response: You certainly are! ) ) (hee hee)
ALL of us know more than ANY of us. And it is dangerous to know The Answer, since there are generally LOTS of possibilities for workplace improvements.
Remember: Nobody Ever Washes a Rental Car! Engagement is about perceived ownership and active involvement.
Ask people what they want to achieve, then help them achieve it.
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Manager Tools for Empl...
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Employee Engagement Wr...
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Research on EE
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