Rocky's Discussions
Choosing
Started Oct. 18, 2008
Fear, Loathing and No Respect
Replied Jul. 17, 2008
Rocky's Page
Profile Information
- Who are you?
- I Work with at risk youth and I am constantly looking for new ways to engage my employees and increase morale in the work place. Working with at risk youth can be very challenging and the staff often become cynical and disengaged. Giving the staff the opportunity to have meaningful interactions and responsibilities can make all the difference and can be the ingredient that leads them to make the diference. Employee engagement is vital in my field of work.
- What is your interest or involvement in employee engagement?
- Helping others to become leaders for at risk youth
- Website:
- http://hillbillyphd.blogspot.com
- Where are you located?
- Louisville, Kentucky
Rocky's Blog
The Talent of Giving
All people have talent. Some people have artistic ability, others have leadership qualities, and others may have athletic ability. Some people are talented cooks and others have strong business minds. Some peoples talent may be that they are very strong willed and persistent. The fact is, all people have some talent. Some people struggle to realize their talents and abilities, but they do have them. A trait of successful people is that they are able to recognize their talents. Once they recogniz… Continue
Posted on October 17, 2008 at 5:38am — 1 Comment
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Some excellent responses already to your great question Maggie.
The cynical workers present a great opportunity to make an organisation a greater place to work. Let's face it, they're cynical for a reason and if you can get truly under the skin of...
You've heard the hype, but how useful is social media really? Share your experiences, comments and questions.
I would stop talking to employees and start listening to them. Find out what they want and how they want it. Find out how they think would be the best way to get it and help them to get it. They will have concerns, suggestions, complaints, and que...
Jason, Thanks. I agree that feeling in control is big. Also think the mistake with executive communications comes down to " It's not what you say, it's what people hear." The traditional "messaging" often fails on the latter.
Lois
Increase the quantity and quality of attention you pay to employee engagement - you'll get your payback and then some
Nothing like a 150 page report to engage people, so we tried to make it a bit easier to engage with.
http://www.youtube.com/watch?v=XoUm9xFpWGU
Let me know what you think.
Jason
Hi Lois, my last organisation did some work around 'fair process'. They had some wonderful case studies around this sort of issue. They had three key elements which I though summed up nicely what could be done.
Engage with everyone affected by the...
Well said, Susan. It all starts with listening, really listening 100% without the distraction of figuring out a response while the other person is talking.
For some short articles on this process take a look at
http://www.bensimonton.com/articles...
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I'm ccolelewis@mchsi.com
I think this would be a good real "case" study for the network. Yes I would recommend a forum on it. Lay out a few details and then ask people what would they do, resources they would use, things to watch out for. There are a plethora of knowledgeable people will lots to offer. If you are game I will feature this in next weeks email notice and on the top of the home page.
David
I have not really figured out how to get fully engaed (no pun intended) with this site. I guess the big thing is to just get started. That seems to be the best prescription in most endeavors. I really like the Slacker Manager Certificate. I have it front and center on my desk at work. Everyone that comes into my office has to look at it and creates a discussion. I am doing some things at work to get our employees more fully engaged and should generate some dialogue. I am looking forward to getting started
I am glad you are a Golden Slacker. I have been reading more of your posts and ideas today. There is so much more to you than meets the eye. I am glad you are part of this network and I hope you find a meaningful way to engage.
David
It is a pleasure to have you join this group. I worked with at risk youth for about 5 years. For me, the single biggest factor that kept me engaged was strong ties with the other staff. I had a very strong tie with one other staff and I think as a pair we strengthened each other. Of course, we also had a terrific sense of humor and made up youth reports, joked about tough time, and became co-presidents of the Monday Night Drinking Club after working 4 to midnight shifts.
I am glad you are here.
David