Thanks for joining our Employee Engagement Network from Milton Keynes, UK.
I am pleased you joined the network and trust you will find good information and engaging people here. Let me know if I can be of assistance.
I am a managment consultant/facilitator/coach interested in how organisations create great places to work that really perform. I am an active appreciative inquiry/strengths based people management practitioner. Particular influences on me have been Deming for systems thinking, accelerated learning for how to make learning really effective and enjoyable and action learning for how to ask really important questions and work on the answers.
What is your interest or involvement in employee engagement?
I help people to create great places to work and see how people can combine together to really perform.
Ask yourself: Do you work better in the morning and in the evening? Take off every afternoon! Why are you working five days in a row? Can you work alternate days – and rest every other day. If you usually take a fortnight’s holiday (if that!)? Could you take three weeks or a month? Is your optimum output better if you take ten weeks off, instead of four, and work with more energy during the times that you DO work?
Work In The Zone | LinkedIn www.linkedin.com “The higher your energy level, the more efficient your body. The more efficient your body, the better you feel and the more you will use your talent to produce outstanding results.”Tony RobbinsIt’s
Create A Vocabulary That Inspires Employee Engagement www.forbes.com It's official. Employee engagement is the new black. I’ve been writing and thinking a lot about it lately, as have others. The very notion of how leaders and employees engage has slowly morphed away from ‘companies have to do this because employees want it’ to ‘companies have to do this [...]
The one question employee engagement survey: Why are you still here?
The shortest Employee Engagement survey has one question | Leandro Herrero leandroherrero.com And the question is: ‘Why are you still here?’ You learn about the organization by asking questions to employees when they leave you (exit interviews) but you learn far more when you ask them why they are staying (‘stay’ interviews). It’s not a joke. ‘Why are you still here?’ – with the emphasis on…