The Employee Engagement Network

Theresa M. Welbourne, Ph.D.
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Theresa M. Welbourne, Ph.D. added a blog post
There are two new things in the world of employee engagement explored in the article available via this link. Click here to get white paper. New thing #1: The conditions under which employee engagement does good Employee engagement may not be g...
October 4
i have a global sample - i will look at the results across countries.. this is only the very first view of the data- i can say from client data that it makes lots of sense to me - based on what i'm seeing. just finished two non-USA studies and fou...
March 28
Dear Theresa: Good to know your findings. HOwever it requires global validation and may be at different levels and geographical locations we could collaborate on finding the situation more broadly. At the outset I may also agree on 'more confidenc...
March 28
Theresa M. Welbourne, Ph.D. added a blog post
The latest results from the leadership pulse (ongoing study of leaders I have been doing since 2003, go out to large, global sample of leaders every 2 months with short set of questions), shows that for the first time since 2003 leaders confidence...
March 28

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At 9:40am on May 9, 2008, Steve Maffei said…
Theresa-

Long time, no contact! I hope all is well. Glad to see you join the group and greatly look forward to your contributions.
At 9:26am on May 3, 2008, Theresa M. Welbourne, Ph.D. said…
Happy to join .. thanks for your interest.
At 9:11am on May 2, 2008, Terrence Seamon said…
Theresa,
Welcome. And Wow! in response to the note you posted below. There is a lot of grist for our mill there.
Would you please join the Manager Tools group? I'd like to see you start a discussion there about your statement: "...you really cannot "get" employee engagement without having engaged managers."
Terry
At 6:59am on May 2, 2008, Theresa M. Welbourne, Ph.D. said…
Thanks Mike and thanks to David for telling me about this network. I think two relatively unique findings have come out of the work that I've been doing on the drivers of long-term firm performance. The first is that when looking at using employee surveys as the source of employee engagement initiatives, there are conditions under which increasing employee engagement survey scores can lead to lower individual performance, which then drives lower firm performance. The second, which may be more obvious, is that you really cannot "get" employee engagement without having engaged managers. This links to the findings noted on my blog (leadership confidence going down; leader energy not strong) in that if leaders are burned out, tired, unclear about their own direction, then they do not even have time to think about "engaging" their employees. OK.. I guess I had 3 items .. engaged in what? Maybe this is less of a study finding and more of an observation. I keep seeing people wanting to raise engagement, and it's like some sort of religion with no concrete definitions and no answer to the "engaged in what" question. You can engage everyone in baking cookies all day, and they can be very happy - but company profits decline. There are a number of articles to be found at http://www.eepulse.com/research_papers.html.
At 3:53am on May 2, 2008, Mike Healy said…
Welcome Theresa.

It would be great to see some of the conclusions of your research on Employee Engagement

MIke
At 10:22am on May 1, 2008, David Zinger said…
Theresa,
Welcome to the network. i appreciate your research and perspective on employee engagement. I will put the RSS feed to your blog in the EE RSS Feeds.
David

Profile Information

Who are you?
President and CEO, eePulse, Inc. Research Professor at the Center for Effective Organizations, USC, and Editor-in-Chief, Human Resource Management. Author of the Leadership Pulse project, the first real-time manager benchmarking and learning tool. Blog at http://blog.eepulse.com
What is your interest or involvement in employee engagement?
Over 20 years of research on what drives firm performance and have used that work to develop tools to energize and engage employees.
Website:
http://www.eepulse.com
Where are you located?
Ann Arbor, Michigan

Theresa M. Welbourne, Ph.D.'s Blog

Theresa M. Welbourne, Ph.D.

Next new TWO things in employee engagement

There are two new things in the world of employee engagement explored in the article available via this link.

Click here to get white paper.

New thing #1: The conditions under which employee engagement does good

Employee engagement may not be good for all employees. We find this when we begin to examine interaction effects on traditional employee engagement surveys. Interacti… Continue

Posted on October 4, 2009 at 9:47am —

Theresa M. Welbourne, Ph.D.

Leadership confidence up for first time since 2003.

The latest results from the leadership pulse (ongoing study of leaders I have been doing since 2003, go out to large, global sample of leaders every 2 months with short set of questions), shows that for the first time since 2003 leaders confidence in: their senior leadership teams, their firm's ability to executive on vision, that they have the right people and skills, and that they can change as needed all went up. But remember, these same areas have shown declining confidence since 2003.

This… Continue

Posted on March 28, 2009 at 2:24pm — 2 Comments

Theresa M. Welbourne, Ph.D.

Real Wealth Creation Using Total Stakeholder Engagement

Please take a moment to comment on the ideas posted on my "other" blog at:

http://blog.eepulse.com

Given the current financial meltdown, I am convinced that the brainpower in this network could very much help carve out ideas for recovery and real wealth creation for real companies.

Thank you.

Theresa Welbourne

Posted on October 8, 2008 at 10:02pm —

 
 

Latest Activity

Marty Jordan added a blog post
Wanted to share this Ivey Business Journal article with network members. http://www.iveybusinessjournal.com/article.asp?intArticle_id=867 Here is introduction from the website to the author and the content of the article. Kenneth W. Thomas is a...
1 hour ago
Derek Irvine added a blog post
In the last few months, employee engagement has been derided by some as nothing more than the latest industry buzzword or HR bandwagon that everyone is rushing to jump on as the as the as the savior of employee loyalty and productivity from the re...
2 hours ago
6 hours ago
Understand the needs of your employees and make room to accommodate when you can, and be honest about why you can't.
9 hours ago
Communicate; honestly, plainly and often.
9 hours ago
Create opportunities for autonomy, Give your employees the "what" and let them come up with the "how".
9 hours ago
Make time to discuss Expectations: Both, what you expect of your employees and what your employees expect of you.
10 hours ago
I have not personally read the UK Government review of employee engagement titled "Engaging for Success". But a very dear friend of mine, one of the very few people I know who fully understands engagement having done it himself, did review it and...
10 hours ago
10 hours ago
David Reeves, Maria and Polly Pearson joined The Employee Engagement Network
11 hours ago
New EE news posted for Tuesday.
11 hours ago
A discussion started by David Zinger was featured
Our last E-book on one sentence of employee engagement advice was very well received and many people wrote to say how helpful it was. Thank you all for contributing. It is time to compile our next contribution to employee engagement. Our commu...
19 hours ago
David Zinger added a discussion
Our last E-book on one sentence of employee engagement advice was very well received and many people wrote to say how helpful it was. Thank you all for contributing. It is time to compile our next contribution to employee engagement. Our commu...
19 hours ago
23 hours ago
Hi Anthony assume you are aware of the UK Government review of employee engagement? If not here's the link http://www.berr.gov.uk/files/file52215.pdf Kate
23 hours ago
Let’s share favorite quotations that are somehow relevant to business. I frequently include them in letters, e-mails, proposals, and book reviews. They may not always provide a head-snapping revelation but do add some “seasoning” to the prose.
yesterday
yesterday
This group is for anyone who want to talk about books on engagement, work, leadership or management. You can recommend a book, ask others about a book, or join in a discussion about a book.
yesterday
This group is for those who want to learn more about best practice employee recognition and to share ideas on this important engagement tool
yesterday
This group is intended for anyone who wants to help Managers do a better job promoting employee engagement. What skills does a Manager need? What tools can a Manager use?
yesterday

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