The Employee Engagement Network

Steve Salee
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September 2
April 17
This group is for those who want to learn more about best practice employee recognition and to share ideas on this important engagement tool
April 17
Hi Tim, This is a great topic; I'm surprised there aren't a number of comments to your post! It seems that engagement and performance are interrelated but not causal - it's possible to be highly engaged but not perform optimally (skills/abilities…
April 16
March 9
March 9
March 9
Hi Steve, how about adjusting your services so that they are less expensive but still offer great value to your customers? Maybe they are not able to afford the program that you are currently offering to them (or have done for a long time) but mayb…
March 8

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At 2:42pm on September 2, 2009, Ray Seghers said…
Hi, Steve. I got an email indicating that you are looking for an engagement survey but I can't seem to find the message here on the web site so I am not sure when it was sent.

If you are still looking, please let me know at ray@segherssurveyconsulting.com.
At 4:03pm on April 17, 2009, Peter Hart said…
Steve, welcome to the employee recognition group and look forward to your participation! Have a great week-end! peter
At 12:46pm on March 9, 2009, Anja Schuetz said…
Hi Steve,

I did not understand your post as asking for help, but really as a prompt to get creative :) Maybe I also phrased my reply wrong because it was not my intention to say that we should lower our fees. That would send the wrong message to our clients - that we do not think our services are worth the prices we've been asking for so far.
What I meant was a compromise - an adjustment of the services/programmes we are offering. Maybe a "light" version that takes less time and therefore costs the client less, but that still addresses the most important needs of the clients, so they still receive a lot of value. I think clients would appreciate that and respect you/us for our loyalty, services and flexibility.
I would not keep on offering the same services and sell them for less - because that would probably also make the clients respect us less in the long run.

Thank you for the comment about the cards! I like them, too :)

Anja
At 8:34pm on December 11, 2008, David Zinger said…
Steve,
Welcome to the employee engagement network. I trust you will find what you need and it looks like you have a great background to offer on your thoughts and experiences with engagement. I look forward to your participation.
David

Profile Information

Who are you?
I am the founder of WildFire Strategies, a workforce engagement firm dedicated to building great places to work.

I'm a strategist, executive coach and facilitator with clinical skills that help me support the human side of business. I have worked with senior executives, managers and teams in the fields of financial services, publishing and media, non-profit management and insurance to grow their businesses, people and cultures.

I earned my MSW and MPA at Columbia University. I completed executive coach training at the Executive Coach Academy and I'm a Professional Certified Coach through the International Coach Federation (ICF). I am a member of ICF, NASW and the Society of Consulting Psychologists. I received my BA from Brown University.
What is your interest or involvement in employee engagement?
Through my work, I assess and strengthen engagement in companies across a variety of industries.
Website:
http://www.wildfirestrategies.com
Where are you located?
New York City

Steve Salee's Blog

Steve Salee

The Stuckness: Clients Need Help But Have No Money. What to do?

Here's a timely issue worth brainstorming:
We're living in an era when clients desperately need help, but truly don't have the money to retain employee engagement or culture-building experts.

Firms in our space need to get creative: How can we partner with clients to get them what they need, and get us paid in some way?
Here are some examples of methods I've heard consultants in our space using:
* Delayed payment
* Barter
* Equity
* Smaller, longer-term retainer

I'd love your tho… Continue

Posted on March 9, 2009 at 10:55am — 1 Comment

Steve Salee

The Untapped Dollars in Diversity

Can companies really afford not to use every possible business resource to its full potential to help them survive and thrive? Well, I know of one resource that most companies significantly underleverage: their Employee Resource Groups.

ERGs (also called affinity or business resource groups) have long been sources of community for women, people of color, LGBT, differently-abled and other minority groups in companies. These groups have been great drivers of engagement for these employees; I've e… Continue

Posted on March 4, 2009 at 2:21pm —

Steve Salee

Snap Out of It!

This is a recent post from my blog, workforceengagement.blogspot.com. Hope you all enjoy! (Next post will be on leveraging diversity and inclusion to support engagement.)

Snap out of it, leaders!

With layoffs rampant, surviving jobholders rightly feel lucky to be holding on to their paychecks. But, as leaders, should we really be hanging our hats on employee fear and sense of relief?

As organizations and their people jump down the… Continue

Posted on February 24, 2009 at 11:30am — 3 Comments

 
 

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Dear Ray, Your concern is well founded. Employees look forward to surveys like they do a visit to the dentist! The Horsepower Survey, however, is an employee-focused survey to measure how rewarded employees feel about their work. It consists of sev…
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Mike, I will make mention of this new group in the next newsletter. Thank you for starting this and I wish you well and all European members the best with this focus. David
8 hours ago
Jason: Good points about trust and aligning the strategic engagement with employee engagement. We need results for all. I am concerned you will lose readers due to lack of formatting on this post. I encourage you to ensure that you format your pos…
9 hours ago
Thanks for sharing this information, Roy. When I was Research Director at The Loyalty Institute, we found that the #1 driver of employee commitment was an organization's efforts to build a sense of spirit and pride. This was true in the US as well…
9 hours ago
As a survey consultant I guess that I should like the idea of conducting monthly surveys, but I am concerned that employees may feel that they are being "over surveyed." There are options, of course. An organization might randomly assign each emplo…
9 hours ago
Kelly Lefebvre, Rob Robson, Chris Hewitt and 1 more were featured
10 hours ago
This is a great read, a great story. I smiled the whole time as I read this. If this conversation is possible in your organization, then I'd say your leadership is trusted and transparent. Thanks for this story.
10 hours ago
Paul M. Mastrangelo added a blog post
I won't be wishing you "Season's Greetings" or "Happy Holidays" this December. These secular, generic salutations are popular in corporate America because they are not specific to any one religion or belief system. The business world, like America's…
11 hours ago
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12 hours ago
Hello Paul: "if you want to improve productivity and reduce costs, you need to tap into human nature’s pleasure-fueled engine." I could not agree more but if we wait until after we hire someone we have waited too long. Bob
12 hours ago
A Manager shall know one's team member more than his/her mother knows him/her. Offered by Shweta Mohanty Posted by David Zinger
12 hours ago
Mike Klein Thinking about intersection of sustainability, employee involvement and political activity-things will be more interesting post-Copenhagen
12 hours ago

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