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Valerie Wallen's Page
Profile Information
- Who are you?
- My career as and Organization Development practitioner has evolved out of a passion for helping people work better together. I started as a public school teacher and gradually found myself facilitating conversations and learning sessions that were more and more grounded in systems thinking and action research. I graduated from Fielding Graduate University in 2005 and have recently made my way to a small liberal arts college in Richmond, Virginia where I serve as an internal OD consultant.
- What is your interest or involvement in employee engagement?
- I admininister the employee engagement survey initiative for our institution. I call it an initiative because we link the survey process and results to culture change, performance improvement, and leadership accountability.
- Website:
- http://hr.richmond.edu/workplace/
- Where are you located?
- Richmond, VA
About
Latest Activity
Before you start engaging an employee, know him and respect him as an individual first and engagement will follow.
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!
Engagement is to be seen not as an activity but that is the only way the society works.
The management equivalent of ‘Air’ is to practice transparency with team members by managers.
Dr. Jose M F, India, Bangalore
The most important priority for leaders is to cultivate, appreciate, and leverage the vast untapped potential of every employee in their organizations.
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…
I'd appreciate hearing from others on best practices regarding the frequency of employee engagement surveys. I've seen lots of debates on what is the best interval to use for regular measurement and it wouuld help if you could share how often you do…
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Manager Tools for Employ…
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Research on EE
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Comment Wall (2 comments)
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It is such a big topic. I think performance feedback embedded in safety is very important and getting feedback of the improvement is too. Involvement and input from leaders/employees is always so important. I have always loved these lines from Margaret Wheatley:
We never succeed in directing or telling people how they must change. We don’t succeed by handing them a plan, or pestering them with our interpretations, or relentlessly pressing forward with our agenda, believing that volume and intensity will convince them to see it our way. You can scream and holler as much as you want, but if people don’t regard what you’re saying as important, they’ll just ignore you and go on with their own life. (In this way, all people behave like teenagers.)
It is impossible to impose anything on people. We must participate in anything that affects us. We can’t act on behalf of anyone, we can’t figure out what’s best for somebody else. If leaders or task forces refuse to believe this and go ahead and make plans for us, we don’t sit by passively and do what we’re told. We still get involved, but from the sidelines, where we’ve been told to sit and wait. We get involved by ignoring, resisting, or sabotaging all plans and directives that are imposed on us.
Welcome to the employee engagement network. I appreciate how you link your results to culture change, performance improvement, and leadership accountability at University of Richmond.
What do you see as the most powerful links between culture, performance, and leadership accountability?
David