Sybil F. Stershic's Discussions
Nonprofit Employee Engagement
3 Replies
Started this discussion. Last reply by Rob Fox Feb 26.
Sybil F. Stershic's Page
Latest Activity
Apply the "3Rs of gaining employee commitment": Respect your people by giving them the tools & info they need to do their jobs, Recognize and Reinforce their efforts.
Hi,
Have a look at the resource at www.engagingideas.co.uk. The pack is used by several not for profits and they seem to like using it as the exercises are self directed - they engage on the issue of engagement, reflecting the inner motivation an...
Thanks for your input, Karl. I had the opportunity to visit Zappos last year and brought back their culture book - what they've created is absolutely amazing.
As for nonprofits, I find that most employees are willing to accept nonprofit payscales...
Finding ways to keep employees engaged when you can't pay them as well can be difficult. I think it comes down to two things.
1. Listening to what they need - Ask them and try as hard as you can to implement their ideas.
2. The story you tell - E...
I'm looking for resources and/or research that specifically address employee engagement (and/or disengagement) in nonprofits.
Thanks!
Profile Information
- Who are you?
- I'm a marketing & organizational advisor who helps service firms develop employee- and customer-focused solutions for success. I'm the author of "Taking Care of the People Who Matter Most: A Guide to Employee-Customer Care," a book that describes how managers can use internal marketing to engage both employees and customers, and the Quality Service Marketing blog on internal marketing & communications.
- What is your interest or involvement in employee engagement?
- My professional passion involves engaging employees through internal marketing - an approach that blends marketing and human resources.
- Where are you located?
- Lehigh Valley, PA
Comment Wall (5 comments)
- At 11:47am on July 8, 2009,
Jill Woodbury said…
- Hi Sybil - thanks for some more of your insight. Its encouraging to hear how people have come from different backgrounds into this field. I agree with you that great customer satisfaction comes from within the company. How can we deliver satisfation, if our employees are not satisfied. I struggle with one part though - how do you handle associates who are actively disengaged? If they just won't have anything to do with being engaged, yet they are so experienced or specialized that they can not be expensed?
- At 8:32am on July 2, 2009,
Jill Woodbury said…
- Hi Sybil
Thanks for your welcome note. I am really looking forward to working in this area. I am so excited to see things from the other side. Driving engagement is very interesting and exciting for me. How did you get started in the field?
- At 1:10pm on February 27, 2009,
David Zinger said…
- Sybil:
This network has grown a lot in the past year. I never expected we would get to large so quickly. I will be taking specific actions to be of assistance to all the members in the near future as we continue to grow. Once again, let me know if I can be of further assistance with the network.
David
- At 10:07pm on February 26, 2009,
David Zinger said…
- Sybil:
I am so pleased that you joined us on the employee engagement network and I love how involved you have already become in some of the dialogues. I think you have so much to offer and let me know if I can be of assistance.
David
- At 10:48am on February 23, 2009,
Terrence Seamon said…
- Hi Sybil,
Welcome to the EE Network!
I look forward to your thoughts on how managers can better engage employees to serve customers.
Terry
About
Latest Activity
Treat people the way they want to be treated, not the way you want to be treated.
I am looking for some discussion topics. I have a team that really needs to come together as a group. (or, I have a group that really needs to come together as a team). I've done a few team building activities, but this time, I would like to have ...
Great word ownership, Kurt.
Without a strong sense of ownership by the employee we don't get their full engagement, their complete commitment to the work.
The formula for employee ownership for any boss is to listen to the employee and that give...
Remember, recognition is free. It's not material. It's a communication tool. I agree with Ben that employees need a voice and a safe place to use it. They also want some ownership in the processes and acknowledgment that the tasks they perform mea...
Recognition is important, but possibly not in the way you think. Rewards have negative effects down the road no matter how good they look. On this subject, read Alfie Kohn's "Punished by Rewards".
I managed people for over 30 years. In order to s...
I think recognising your staff becomes all the more important in today's climate of budget cuts, pressures and downsizing. We all want to feel valued, both as employees and human beings, and to have someone else say 'thank you, your continued supp...
Hi Leigh
I am an Employee Engagement Specialist in the department of Organizational Effectiveness. I work for a company about the size that you are looking for. We began kicking off employee engagement surveys last April. As of now we have a year...
... master the art of asking questions!
Teach your employees how to Manage Up: Some people think this is brown nosing, but it's really about helping your boss understand who you are.
Angela,
I think recognition is always essential but we have to look at the deeper reason why. Reward and recognition confirms value. Every human being wants to know, "Does my life matter?" This is the questions we help answer when we reward and re...
Be real, don't use jargon, and be honest. If something is going to hurt people would rather be prepared!
Strive to engender trust by doing what you say and say what you do.
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