Stephen Randall's Groups
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Employee Engagement Wr...
79 members
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Engaging Films
18 members
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Personal Engagement
33 members
Stephen Randall's Page
Latest Activity
Mike,
You said you believe that engaged employees actions/behaviors are observable. Are you saying that ALL actions that increase engagement are observable? And are you saying they are IMMEDIATELY observable, or eventually?
While I agree that ma...
Do you have a true vision of peak performance? With such a vision, you can drive balanced, overall organizational progress via everyone focusing on increasing personal engagement/involvement, not the scorecard, productivity, or the bottom line. In...
Western culture is sorely lacking in a vision of optimal work that can truly inspire people, that presents work as a meeting ground for personal fulfillment and corporate results during any kind of work.
Three problems can be addressed with a vis...
This group is for people who write blogs, books, or other resources on employee engagement.
David, you wrote: "To me, engagement is about something specific. To talk about employee engagement is too vague most of the time. At times employees are engaged at other times they are disengaged. We must be careful putting broad categories over ...
Craig wrote: "I feel 'engagement' is highly personal, so this group makes sense."
Craig, would you elaborate on this statement? Sounds interesting.
Craig, you also wrote: '"David, you wrote "I would love this forum to be a personal and meaningfu...
Kevin Burns wrote:
I don't believe that you have have to be doing something you love or be passionate about your work to be engaged in it. As a matter of fact, I don't think engagement is anything more than a reflection of personal values. If you ...
Terrence, you wrote, "you've got to be doing work that you love.." But I have many times needed to work on something I didn't love. And thinking about my purpose, goals, etc. didn't help much. What do you do then?
Zane, you said working on what's important is important to stay engaged. I agree. However, I find that I can work on what's important in a way that there's little engagement--I may just be putting in my time. Once you've chosen an important task, ...
Shanath wrote "being personally engaged is living your life the way it is meant to be." Shanath, specifically how IS it meant to be?
In this group we will look at how we foster, enhance, and extend our own personal engagement in work.
Profile Information
- Who are you?
- A passion for excellence has been the common thread running through my work life as a psychotherapist, computer science professional, meditation teacher, writer, coach, trainer, and ballroom dance teacher. In 1987 I brought this passion for excellence to the foreground in founding a company, Results in No Time, which is dedicated to helping people optimize health and well-being while producing highest-quality results.
- What is your interest or involvement in employee engagement?
- I'm now writing a book on the Zone of peak performance, and have published papers on how involvement simultaneously drives productivity, quality, and well-being and work capacity of the employee.
- Website:
- http://www.manage-time.com
- Where are you located?
- Berkeley CA
Stephen Randall's Blog
Suggestions for Optimizing Organizational Progress via Deepening Engagement
Western culture is sorely lacking in a vision of optimal work that can truly inspire people, that presents work as a meeting ground for personal fulfillment and corporate results during any kind of work.
Three problems can be addressed with a vision of optimal work. First, employees feel unfulfilled; they have trouble relating their personal goals and values with organizational goals. Second, they’re not highly motivated, and they tend to think management is most interested in profit. Third, ma… Continue
Three problems can be addressed with a vision of optimal work. First, employees feel unfulfilled; they have trouble relating their personal goals and values with organizational goals. Second, they’re not highly motivated, and they tend to think management is most interested in profit. Third, ma… Continue
Posted on May 2, 2009 at 3:30am —
Comment Wall (1 comment)
- At 3:37pm on April 9, 2009,
David Zinger said…
- Stephen:
I love the range of your experiences and the results in no time focus. All the best as you help others get into the zone of employee engagement. I look forward to your contributions and interactions.
David
About
Latest Activity
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.
Involve employees in decisions that will affect them - they may have some great ideas that you haven't thought of and will be more supportive of the final outcome.
Groups
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Manager Tools for Empl...
194 members
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Employee Engagement Wr...
79 members
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Research on EE
79 members
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Employee Recognition
74 members
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Engaging Books
72 members
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Social media in the wo...
60 members
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Engaging Quotations
54 members
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Canada
49 members
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UK
48 members
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Personal Engagement
33 members
Engage Today. Join the growing employee engagement network.
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