Theresa M. Welbourne, Ph.D.'s Discussions
What EXACTLY is an engaged employee?
Replied Aug. 8, 2008
Theresa M. Welbourne, Ph.D.'s Groups
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Research on EE
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Manager Tools for Empl...
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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...
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...
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...
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...
Comment Wall (6 comments)
- 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
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
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 —
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
This… Continue
Posted on March 28, 2009 at 2:24pm — 2 Comments
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
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 —
About
Latest Activity
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...
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...
Understand the needs of your employees and make room to accommodate when you can, and be honest about why you can't.
Communicate; honestly, plainly and often.
Create opportunities for autonomy, Give your employees the "what" and let them come up with the "how".
Make time to discuss Expectations: Both, what you expect of your employees and what your employees expect of you.
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...
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...
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...
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
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.
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.
This group is for those who want to learn more about best practice employee recognition and to share ideas on this important engagement tool
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?
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
78 members
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Employee Recognition
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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
47 members
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Personal Engagement
33 members
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