Paul Fairlie's Discussions
Paul Fairlie's Page
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Karen, I'm likely late to the table on this. I co-authored a paper on values segmentation for Generation X that might be helpful. It's on the Resources page at my website (www.paulfairlieconsulting.com). Yes, it's older (1996) but those values 'tr...
Good question. Like most organizational problems, the solution likely depends on how widespread the problem is. If it’s a few managers, perhaps the solution is targeted managerial development. If it’s widespread, perhaps there are systemic/strateg...
Thanks Kim. The five must haves have been a strong focus in the organizational psychology literature for many years. Most of that is based on U.S. samples, so yes, these seem to be critical for Americans as well. There are reasons to suspect that ...
Thanks Adam. The five must haves are not definitive, by any stretch. There were numerous significant drivers. However, these five had 1) the highest correlations, 2) with the most outcomes. Strong and consistent. These five also tend to show up mo...
How do you recommend that companies handle managers that are defiicent in some of those 5 drivers? Can you assess managers on each and can the "fix" be customized to that paticulair manager?
Thanks Paul, very interesting piece. Has any of your work focused on the difference in what "meaningful work" means to folks in the U.S. vs. Canada? The five "must-haves" seem like they would translate to U.S. workers as well, but just curious . . .
We've been using Peak Learning's "Real Deal" cards to ask our employees to register the five things that matter most to them at work, plus a "deal breaker".
On seeing what emerges, I think I'd argue there's a slightly wider range to engagement th...
Thank you for sharing Paul! It is always good to see new research that reinforces what managers need to know.
Thanks Jason. Some of the best examples come from labour or blue-collar work. Assuming that employees value that type of job, the work could be especially engaging when these additional features are present. You've got meaningful work (i.e., contr...
Paul,
Excellent. You may be interested to know how this type of thinking plays out in a warehouse environment where the work can be seen as repetitive and somewhat Sisyphian. At Prestwick House, each month everyone establishes goals. Those goals ...
I'm very glad I found this network. I'm kicking off my involvement with the contribution of an article I recently wrote for Canadian HR Reporter.
In my Ph.D. research on over 800 Canadians, I found five workplace factors that were drivers of ever...
The difficulties in defining, measuring and addressing employee engagement are complex and plentiful. I've gathered over 15 definitions from academic research, alone. I’m going to share a white paper that I’m writing on this problem later this yea...
Profile Information
- Who are you?
- President and CEO of Paul Fairlie Consulting
- What is your interest or involvement in employee engagement?
- Meaningful Work
- Website:
- http://www.paulfairlieconsulting.com
- Where are you located?
- Toronto, ON, Canada
Comment Wall (3 comments)
- At 9:13am on December 2, 2009,
David Zinger said…
- Hi Paul,
Have a wonderful birthday today and all the best for the rest of the year. Take care and carry on caring.
David
- At 5:44am on August 6, 2009,
David Zinger said…
- Hi Paul:
Welcome to the employee engagement network. I am pleased you joined us and I look forward to your contributions. I love the symbol for your site and your statement: We’re guided by science and meaning in everything we do. Our scientific side ensures that we’re precise, evidence-based, and informed by value-add analytics. We apply hard science to the management of soft, people factors. Our meaningful side ensures that we foster healthy and meaningful work. It’s not one or the other. They’re complimentary. It’s where the head meets the heart.
I trust you will find useful information and valuable interactions on this site. Let me know if I can assist you. I always appreciate another member from Canada joining this network that began in Winnipeg.
David
- At 2:34pm on August 5, 2009,
Paul Lush said… - Hi Paul! Welcome aboard....looking forward to your contributions.........Paul
About
Latest Activity
When employees come to talk to you, do not carry the "I am very busy" look.
Two ears, one mouth - listen more than you speak!
Thanks Ben, that is really useful. I have to admit to not having had chance to read this myself yet. I was just forwarded the link by a journalist friend who thought it might be of interest. It's good to get the opportunity to hear somebody else v...
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...
A group to help people working in the UK find each other and to offer assistance to visitors coming over for work or just passing through
Hi - this may be of interest...if you haven't seen it already.
Press release: http://www.responsesource.com/releases/rel_display.php?relid=mQXEQ
Govnt report: http://www.berr.gov.uk/files/file52215.pdf
BTW - I'm still looking for participants f...
Write a positive feedback on a post-it note and secretly stick it in eye-sight for a suprise positive start in the morning.
Have you considered something around Storytelling and the use of Joseph Campbell's mythology model Diane? I find it a great way of bridging the rational/corporate story and the deeper and more engaging personal story in a way that's both revealing...
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