MinhNH's Discussions
How to make survey result practically effective
Replied Dec. 19, 2008
MinhNH's Page
Latest Activity
In our previous survey, with the question "What you dislike most in the organization?", most answers are:
- Not propper performance assessment, and its affecting to their career path.
- Not enough opportunities or wrong assignment, so they can not...
Check out Dr. Wilmar B. Schaufeli's personal website. He is at: http://www.schaufeli.com/
On that site, you can find downloads of all the instrument versions, a literature list of engagement studies, a Utrecht Work Engagement Scale test-manual, a...
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?
Profile Information
- What is your interest or involvement in employee engagement?
- I'm now in charge of measuring the employee engagement of each unit in our corporation.
- Where are you located?
- Hanoi, Vietnam
Comment Wall (2 comments)
- At 3:26pm on March 11, 2009,
Terrence Seamon said…
- Welcome to the Manager Tools group, MinhNH.
Terry
- At 7:40am on December 4, 2008,
David Zinger said… - MihnNH:
Welcome to the employee engagement network. I am pleased you joined us from Hanoi and I trust you will find what you are looking for here. I would appreciate if you let us know what the key issues in engagement are in Hanoi.
David
About
Latest Activity
The presentation went off really well. The demonstration of the network went really well too. So far 25% of the staff have signed up. Regrettably, there is virtually no activity on the network yet. I feel that there is a lot of hesitation in start...
Understand every member of your teams motivation, align their aspirations to a clearly communicated business direction, give them all the tools to do the job and then empower them to deliver.
Care for people around you and get to know who they are, what strengths they bring and what's important to them.
Every day do a quick maintenance check. Do people know Why?, How?, When? and What? they are doing and are they free to ask these questions of you?.
Check your own engagement regularly. You need support, recognition and inspiration as much as your employees, in order provide an environment that will engage your people fully.
Engagement is a relationship that requires regular maintenance.
Start from where they are at.
Reach out to their hearts and values. Look beyond the Employee ID number and make a genuine effort to see and hear the person.
Open yourself to influence by others and they will open themselves to your influence.
Don't just listen to your people but also act on what they're telling you.
Only hire people with passion for what they do; create a work environment that fosters and facilitates the expression of that passion and use a communication style that makes it safe to stretch, fail and grow.
Assist each employee to understand the deeper purpose of his or her work - who or what cause is it helping - and why.
Be congruent and transparent, say what you mean and do what you say.
Managers or Supervisors can engage employees by demonstrating little acts of kindness for absolutely no reason at all. eg. Can I help you carry that? Is there anything I can get for you? etc. etc.
Engagement should be treated as newborns! Everyone takes place in the growing process and they should never be left unattended.
For great managers, the path toward engaging employees and keeping them engaged begins with asking them what they want and what is important in order to be effective in their roles.
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