The Employee Engagement Network

I recently had to address some issues with my 14-year old son - nothing out of the usual. We had tried verbal persuasion. After these lengthy bouts of monologue, he would engage in the desired behaviour - it worked! Not so quick... we quickly found out that it was short-lived and we'd find ourselves in the same monologue. Luckily he was quite open about it. One day he let us know that it was less painful to engage in the behaviour for a short period of time than to listen to our monologue. What I didn't realize in the moment was that we had not found the right currency to engage in meaningful conversation about the gap in behaviour. Without the right currency, dialogue could be ignored and we would find ourselves in verbal persuasion.

We are all engaged by different things. Those things that engage us the most, in some ways, form a sort of currency. Lately, I recognized that access to the computer was an important currency. When we find ourselves off-course on the behaviours we agree to, we use this as a currency to drive a desire to engage in dialogue. Rather than force dialogue (verbal persuasion), we create a compelling reason to engage. The result? What previously took 10 minutes of verbal persuasion, took away from building our relationship, and had short-lived results, turns into 3-minutes of dialogue around desired behaviours and helps to solidify our relationship. As my good friend David said "engagement requires intention and attention". Find someone's engagement currency and you can get their attention and build their intention.

What's your currency?

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Do two things: trust your employees unconditionally and give them more responsibility than they would ever expect; they will rise to the occasion and surpass all expectations.
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Mike Klein--The Intersection added a discussion
In the wake of "The Great Recession" and in appreciation of the changes in the economy and in the nature of employee-employer relationships, the idea of “employee engagement” (“Engagement”) presents an intriguing dilemma. While some say a focus on…
24 minutes ago
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…
2 hours ago
Look beyond generic engagement tools: focus on personal drivers from employees, group them accordingly and align engagement tools.
4 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.
4 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!
7 hours ago
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Engagement is to be seen not as an activity but that is the only way the society works.
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The management equivalent of ‘Air’ is to practice transparency with team members by managers. Dr. Jose M F, India, Bangalore
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There are 521 blog posts on The Employee Engagement Network
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