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j.s.shekar's Page
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i found dan's talk - or rather "case presentation" - rather ironical and intriguing..his revelation of what incentivising does in actual fact was thought provoking...in my little experience, i hv found participative engagement reaps in better teamwo…
Comment Wall (2 comments)
- At 12:50pm on August 28, 2009,
David Zinger said…
- Hello J. S. Shekar:
I am so pleased you have decided to join us at the employee engagement network. Looks like you have a wealth of experience to contribute and I trust you will engage in conversations and get good information from the site. Let me know how I can assist you and all the best with your work in this field. Thank you for joining and welcome.
David
- At 12:35pm on August 21, 2009,
PRANAB KUMAR MAHAPATRA said…
- Hi shekhar,
I am interested in learning new experience in the event management sector. I am an electrical engineer with Steel Authority at Rourkela orissa. I am continuing doctoral reserch in EE. u'r suggestions and experience will definitely help me. Also I invite U to be a friend.
Thanks.
Pranab.
Profile Information
- Who are you?
- entrepreneur who runs a FMS in india with over 4000 employees, and also an entertainment professional with expertise in event management for corporates and general public.
- What is your interest or involvement in employee engagement?
- i organise several events pertaining to empl engagement
- Where are you located?
- chennai, india.
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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