"Hello Jim, glad you joined us. You will find many interesting writers here. Do you have any particular area of focus with your writing? My challenge is that my clients like my nuts and bolts advice and "how to" writing, but honestly, that…"
"David, I like your style! I often wondered if writing alongside others at a coffee shop has the same motivating effect as working out alongside others in a gym. I have not mastered the kind of discipline and commitment needed to complete an entire…"
"Hi Nancy, thanks for the date of your meeting...I will prepare something special for you OK? I have it on my to-do list. I like the idea of visiting SHRM groups and recently joined so that I could do the same thing. I'll be back to you soon.…"
"O.K. Dave, I will share your work with the participants and if you are able to send along some additional links or articles, I will include. I will also include a number of other resources and links from this excellent website. The workshop will be…"
"Nancy I dont know when your meeting is. I am quite busy writing my own blog and just finished the article for humanresourcesiq which I mentioned. If you let me know when you are meeting I will do my best to get you something, or you can use anything…"
"David, I look forward to reading your book and hope to do so in the next few weeks. I think your effort to clarify job satisfaction is important and I have also found that when I survey, employees will frequently go out of their way to say they love…"
"Nancy thank you so much!! I am glad you find the material useful. Yes the book was intended as something completely different on morale/engagement: a focus on performance. I just want to point out that the topic goes well beyond measurement,…"
"David, I have your site open and actually started reading yesterday. Excellent material. I am preparing to give a workshop to a group of HR Directors in Lancaster PA and plan to include your site as part of a list of good resource sites. If there…"
"Anyone here willing to share and discuss writing habits? What adds to your creative output? What detracts? I find myself having to step back from what I am reading just to avoid a kind of "group think" and writing in a different space than…"
"Abhishek, so wonderful to come upon another great writer and went bonkers over the links to Jeff Clark. I would love to use his chart methodology for speaking engagements. They make a persuasive case for social media!
On another note, I wonder if…"
Hi Nancy, thanks for the date of your meeting...I will prepare something special for you OK? I have it on my to-do list. I like the idea of visiting SHRM groups and recently joined so that I could do the same thing. I'll be back to you soon. David
Nancy I dont know when your meeting is. I am quite busy writing my own blog and just finished the article for humanresourcesiq which I mentioned. If you let me know when you are meeting I will do my best to get you something, or you can use anything from my blog if you wish. A lot of my thoughts are in there. I am very honored that you wish to share some of my materials with your group! David
Nancy thank you so much!! I am glad you find the material useful. Yes the book was intended as something completely different on morale/engagement: a focus on performance. I just want to point out that the topic goes well beyond measurement, although that does occupy one chapter. It does have some other fun stuff as well, like how to define all the different things we have here, morale, engagement, satisfaction,etc...also things on myths and trends in morale worldwide, and a great case study with a former client, Hilti. I actually just prepared something for a website called humanresourcesiq.com, which is an abbreviated version of one the book chapters on "Why Morale Is So Important". I will see if I can send you a pre-publication version (I mean on their website, the book came out last November) of that for your meeting. Please let me know how else I can help, always ready to do so! all the best, David
Hi Nancy, Welcome to the network and keep engaged with us. Be sure to start a discussion about HR programs and how to engage employees in the improvement process. Consider starting or Joining a group and by all means take advantage of the resources here and be sure to engage others. Who designed your site?
Thanks David, I appreciate all your feedback. I find your Network interesting and highly relevant right now. I am working on a blog piece that contrasts employee engagement and negotiation. So many of my clients find the concept of employee engagement puzzling when they are in the throes of labor negotiations. I would like to help them find constructive links and see how negotiation in fact can fit into a model of employee engagement. I look forward to learning with you.
Welcome to the Employee Engagement Network. I loved your statement about transforming vague workplace statement into meaningful conversations. All the best with your work in defining, describing and developing models.
I trust you will meet interesting people and find engaging content about employee engagement here. Let me know if I can be of assistance.
I like the name of your town: Hummelstown, I had never heard of it before. Also you have a fine website:
9 Lessons From Employee Engagement in Theory and Practice www.davidzinger.com 39 Lessons from Employee Engagement in Theory and Practice: The Psychology of Engagement Lessons 4 to 11: (Reading time: 5 minutes) Routledge publishing released a new employee engagement textbook, Employee Engagement in Theory and… [ 970 more words. ]
They want to work wherever they can work. They want a ton of freedom. They want to change jobs every six months, so we’re very aggressive about pushing people around to different jobs. They care less about money and more about learning. We want there to be a certain percentage of the company that moves every three months between departments and does new jobs. One of the things I track is what percentage of the company changed jobs in the last three months. If that’s flattening out, I get worried because I know these Gen Y’ers will leave if they’re not moving around.
Are Millennials Too Impatient At Work? www.linkedin.com One topic that often comes up in my Corner Office interviews with leaders is how best to manage millennials, also known as Gen Y'ers.They are, by many accounts, an impatient bunch. Give them a new