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 goo…
October 4, 2009
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 found…
March 28, 2009
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 confidence…
March 28, 2009
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 i…
March 28, 2009

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 —

Comment Wall (6 comments)

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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
 
 

Latest Activity

Interesting question. I'm drawn to less is more, and even that may be too much :) My experience has shown me that the more fearful the organisation is, the more often it seeks to measure as a means to try and stave off the fear. It then often ends u…
1 hour ago
I would contend never is too soon. If you understand what engagement is and how to achieve it, then you know what an engaged employee sounds like and acts like as compared to one who is somewhat engaged or disengaged. Surveys turn people off while…
1 hour ago
Look beyond generic engagement tools: focus on personal drivers from employees, group them accordingly and align engagement tools.
3 hours ago
The real challenge to engage employees is to gain trust by giving them autonomy to shape their own jobs to their own wishes, interests and strengths but always aligned with an open and transparant organisational vision and strategy.
3 hours ago
Before you start engaging an employee, know him and respect him as an individual first and engagement will follow.
6 hours ago
Listen! Zip your mouth. Don't interrupt them when they are opening up to you and expressing there feelings. Remember, its about them not you!
6 hours ago
8 hours ago
Engagement is to be seen not as an activity but that is the only way the society works.
8 hours ago
8 hours ago
The management equivalent of ‘Air’ is to practice transparency with team members by managers. Dr. Jose M F, India, Bangalore
8 hours ago
There are 521 blog posts on The Employee Engagement Network
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26 new members joined during the past week
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The most important priority for leaders is to cultivate, appreciate, and leverage the vast untapped potential of every employee in their organizations.
11 hours ago
If you focus on engagement, productivity will follow. If you focus on productivity, you may not get it. To begin engagement, sit down with each employee for 40-60 minutes, privately, quietly, and confidentially, and get to know them better -- thei…
11 hours ago
4 members updated their profile photos
11 hours ago

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