Let’s compare and contrast two recent New Zealand newspaper articles about bosses. (Do they still call them ‘newspapers’? Other than crumpling them up to pack into boxes of crockery when shifting house, I haven’t touched news in paper form for years.)
They’re both good articles. One notices that a disproportionate number of…Continue
Added by Terry Williams on December 2, 2012 at 12:18pm — No Comments
I used to work in local Government. When I started, there was a ‘Rubbish’ department. It became ‘Refuse and Recycling.’ Last I heard, it had become ‘Waste Minimisation.’ These aren’t just superficial labels,…Continue
Added by Terry Williams on November 30, 2012 at 7:40pm — No Comments
I talk and write about employee engagement a good deal. One comment I often get is: “Yeah, I understand why employee engagement is important, but what does it look…Continue
They’re all out there.
Carved out pumpkins.
Pumpkins are out in force in North America.
Whether the real thing or plastic replicas – they’re carved with smiley or ghoulish faces and when a candle or light is placed inside they shine out to…Continue
Added by Roy Saunderson on October 31, 2012 at 10:29am — No Comments
A colleague of mine is currently going through some health issues and working with several doctors to try to determine the underlying causes of many varied symptoms. While,…Continue
Results: Strengthen the Pyramid of Employee Engagement One Block at a Time
I developed the 10 block pyramid of employee engagement model to demonstrate the keys to employee engagement. Here is a link to a 50 page booklet on the…Continue
Added by David Zinger on October 26, 2012 at 11:29am — No Comments
What does it take to move “employee engagement” from buzzword or annual survey exercise to actual workforce change? Obviously, it requires investment and commitment at an organization level. But what could…Continue
Added by Derek Irvine on October 24, 2012 at 10:08am — No Comments
My new book was recently released and I want to share one idea from book - "Kick Up Your Bottom Line - 66 Tips for Exceptional Employee Performance"
Setting the stage for a culture of accountability and engagement begins with developing leaders as coaches and mentors. If leaders understand the value of engagement and support it by modeling it and fostering mentorship through their managers, those managers in turn can create engaged employees—who foster loyal…Continue
Added by Bonnie Mattick on October 19, 2012 at 6:13pm — No Comments
This blog post from Liz Ryan reckons employee engagement is a racket for HR consultants to lever their way into organisations’ budgets preaching the faux theory de jour:
“Every decade or so, a bright new theory about managing people gets HR chiefs all excited… What is Employee Engagement?…Continue
Added by Terry Williams on October 14, 2012 at 1:59pm — No Comments
Cultivating a culture of engagement can be achieved in a variety of ways and recently I came across an innovative method involving pot plants being used to great success by a local organisation here in Brisbane, Australia. Here is their story.
Recognize This! – Helping employees make a connection between their work and the success of the organization is critical to employee engagement.
I’m often asked questions like, “Derek, what do you think is the key to effective employee recognition?”
Starbucks versus Home Depot & 3 tips for getting others to recognize your employees.
Singer Anita Ward was the first to immortalize the words, “You can ring my bell.” While I don’t think she was singing about staff recognition, two companies I visited recently have taken the lyrics to heart. Recognizing an employee’s good work is essential, but you don’t always have to be the one to do it. Finding ways for either the customer or another employee to provide feedback…
What do you need most in your work? Sure, the cynics will say “to be left alone.” But most of us want to know if what we’re doing is right.
That’s why I argue…Continue
It seems I’ve unintentionally created a new series of posts on the Rules of Employee Engagement.…Continue
Added by Derek Irvine on October 5, 2012 at 10:01am — No Comments
People responsible for recognition initiatives have asked, “How can we better ingrain recognition into our work culture so that it becomes second nature to do it?”
It is just like learning to ride a bike.
Preparing to ride. This is a state of mind and preparedness. Like checking the bike out, the weather and putting on a helmet. With making recognition a part of the culture you also need to challenge mindsets, check out the…Continue
Thanks to a great article in HRZone.co.uk by Leslie Allen, I came across these interesting results of a recent CIPD study…Continue
Added by Derek Irvine on October 4, 2012 at 9:30am — No Comments
Recognize This! – “Control” over your work reduces stress.
Towers Watson’s latest Global Workforce Study expanded on the firm’s traditional employee engagement research, adding “enablement” and “energy” as two additional factors critical to sustaining engagement over…Continue
My wife is a nutritionist. People come to her to lose weight and get in shape. Often, by the time they reach her, they have already tried at least a half-dozen other diets, all of which didn’t work. But is it really the diets themselves that didn’t work? Or is it more a matter of failed execution? Do we really need any more diets to be invented so we can shave off a few pounds? Or do we just need to stick to one of the thousands that are already on the market?
How many employees do you have that have quit and stayed but did not tell you? Do you work in a graveyard? Meaning you are surrounded by employees that are R.I.P., Retired In Position. You might want to write this down, you cannot get dead people to follow you, unless you are in the Halloween movie and you are taping a scene.
I am not a horror film watcher. They scare me to much and maybe because of that, I don’t want…Continue
One of the best descriptions between employees who are engaged and those who are not comes from BlessingWhite:
" ... engaged employees stay for what they give (they like their work) [whereas] disengaged employees stay for what they get (favorable job conditions, growth opportunities, job security)."
Given the choice, most companies would prefer their workforce be comprised of fully engaged employees.…Continue