That would be REALLY helpful. Thanks for offering to do that. I've only been a member of this forum a few days but I'm already getting a warm feeling of belonging! I've had some interest already from another member who would like to get involved with the research. I look forward to be able to post my findings here over the coming months. Cheers, Vicky
Hi David. Thanks for the note and question. Best practices to foster engagement for longterm organizational success? I would need to say that an individualized approach to nurturing employee growth and satisfaction is the most effective that I've seen. The difficulty with this? While so many organizations attempt to move in this direction, many don't make it because they don't build the approach into a sustainable practice, or they don't walk their talk.
I'd like to reach out and encourage all the EE Network Members to download a FREE copy of the "Inconvenience of Change" E-book. This compilation of many talented Gen Y bloggers and writers is the testament to "engaged" social activism today.
The creative genius behind this effort is Matt Cheuvront, author of 'Life without Pants' blog (www.lifewithoutpants.com).
David, Thanks for the welcome.
The view from Snowtopmountain is great. My philosophy has always been that when things look complicated and it’s difficult to see the way forward, it’s time to take a higher level view. The big picture for me right now on employee engagement is that we have seen an explosion of information channels available to employees, but businesses are only experiencing a small fraction of the potential benefits. As we move forward we need to see more convergence and simplification. Only then will managers be more informed and better able to engage with employees.
Jerry
Hi David,
thanks for your warm welcome. I look forward to interacting with people on this forum.
We'd be very happy to provide you access to our web based engagement platform, which is currently in private beta. We should be moving to public beta in a week or so.
best
Sandeep.
At 12:35am on November 17, 2009, Derf Snyder said…
Hi David,
Thank you for the welcome. Looking forward to getting tips here on employee engagement.
As I am currently involved in the project team running the survey for SingTel in partnership with a survey consultant, the topic on engagement is in my current list of things that i want to learn more on. Have experienced a lot of challenges in the implementation part but i really count that now as part of project management. I am looking forward to the action planning process that follows (our annual survey starts in a week's time) and hope to get tips from the experts here around that area.
The impact at La Trobe is mostly on the administrative staff as the change has been largely to support services. But wait - there's more! The next major set of changes is around curriculum and its delivery!
Cheers
Warrick
I think one of the most important things I have learned over a long career as a consulting psychologist specializing in leadership development and executive coaching is that people are fully engaged when who they are fits the work they are doing.
It's akin to when I met my wife when I was in this flow state where there were no reservations and I was fully committed. Great workplaces are like that where people can realize their fullest potential and possibilities are unlimited.
Hi, David,
Thanks for the welcome! A couple of the strongest links between culture, leadership development and accountability includes the involvement of leaders in setting the improvement targets, educating them in how to engage employees in the giving and receiving of feedback during improvement initiatives, and then measuring tangible results for those improvement initiatives. I would love to hear from your experiences with this topic.
- Valerie
Thanks for the welcome David - it is a pleasure to be part of this group. I have been on the employee engagement journey for 2 years and am keen to learn from those who have much more experience.
as to your question well I am guessing everyone has a lot on their mind right now but how about this one. The recession is going to end and then all those decent employees are going to be snapped up by business. When do i start that process without it crippling my cash flow and profitability?
There are many opportunities to increase engagement. If I were to pick two, it would include: leaders modeling the behavior and recognizing the effort of their employees in as many ways as possible.
If leaders set out the mission, vision, and values for their employees to follow, but do not adhere to this themselves, employees will see through the façade. By recognizing the skills, enthusiasm, energy, and contributions of employees where ever they sit in the organization, the organization will flourish.
David, thanks for approving the sub-group. While not exactly living in Outback Australia, (we are actually one of the most urbanised countries) we are doing a pilot project engaging employees across several locations. More details soon!
I totally agree - much of the research is outside of the UK and having come from a global company we see the same basics - really loved the focus on respect. We also refined our focus of leades creating the right environment to just 6 things and one of these was respect.
How achievable do you think a business leader would see the 4 areas of focus outlined in the report. The biggest for me is the last point about acting in a consistent way with stated culture??
Have a great weekend.
David, thank you for your welcome. I would like to compliment you on a tremendous website and forum. It must take some considerable effort and I commend you for that.
My experience of Engagement so far suggests it is set to become an increasingly vital component within the business landscape. More and more we will find employers using engagement policies to bolster and support their Human Capital efforts and bridge gaps between themselves and their employee community.
This is of course not true of all companies and my experience tells me, and recent conversations support the view that the topic of engagement can be seen as something of a "dark art" or even worse a poor relation of certain recruitment formulae. Neither are true of course, I therefore propose my biggest challenge is that of promoting the benefits of engagement, onboarding and retention as valid, bona fide aspect of improving the way a business functions. I will look to report back my findings for the benefit of the community on here as I embark on the journey!
Thanks David. We obviously focus our attention primarily at engagement that is created between 1st and 2nd level managers and their people - this is where we have seen radical results.
Have you seen the David MacLeod report? There is a 3 min video on you tube. Not sure what if anything is likely to happen with this but sounds like this community should become involved.
Best wishes
Jason
Thanks David. Thanks are busy at the College but it is a good busy. I recently stumbled across this site and am looking forward to hearing about new ideas and perspectives and heck, maybe I can even share a thing or two of interest. I am involved in the HRMAM Conference Program Planning Committee again so I am interested in hearing about potential local (Manitoba) facilitators.
Thanks! It took me a while before I got to that name for the network.
True and good point. Participation is key for the network to be useful.
Presently, I work with Skills for Change, a non-profit that aims to help newcomers to Canada establish ...
One secret for managers and supervisors to successfully engage employees is to strive to be interested, not interesting.
Judy Nelson, JD, MSW
Certified Professional Coach
www.CoachJudyNelson.com
http://www.youtube.com/watch?v=OEdVfyt-mLw
From the email where this was sent to me:
Our daughter-in-law, Emily (MacInnes) Somers, created, directed and choreographed this in Portland last week for her Medline glove division as a fundraiser for b...
Engagement is about capturing the hearts and minds of your team, open your heart and show you believe in them and truly care about them as people and they will move mountains.
Hi Ravi
I like the name 'Stomping Ground'
Good that your presentation went well, and thanks for sharing your slides.
The assertions you've made in your PPT slides are not wrong but the issue is that achieving all of those things depends on parti...
The presentation went off really well. The demonstration of the network went really well too. So far 25% of the staff have signed up. Regrettably, there is virtually no activity on the network yet. I feel that there is a lot of hesitation in start...
Understand every member of your teams motivation, align their aspirations to a clearly communicated business direction, give them all the tools to do the job and then empower them to deliver.
Check your own engagement regularly. You need support, recognition and inspiration as much as your employees, in order provide an environment that will engage your people fully.
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That would be REALLY helpful. Thanks for offering to do that. I've only been a member of this forum a few days but I'm already getting a warm feeling of belonging! I've had some interest already from another member who would like to get involved with the research. I look forward to be able to post my findings here over the coming months. Cheers, Vicky
I'd like to reach out and encourage all the EE Network Members to download a FREE copy of the "Inconvenience of Change" E-book. This compilation of many talented Gen Y bloggers and writers is the testament to "engaged" social activism today.
The creative genius behind this effort is Matt Cheuvront, author of 'Life without Pants' blog (www.lifewithoutpants.com).
A short video and the FREE e-book can be downloaded here: http://www.lifewithoutpants.com/awareness/inconvenience-of-change-ebook-download/
Hope you enjoy it and if you do please spread the word!
Cheers,
Shereen
IOC-ebook.pdf
The view from Snowtopmountain is great. My philosophy has always been that when things look complicated and it’s difficult to see the way forward, it’s time to take a higher level view. The big picture for me right now on employee engagement is that we have seen an explosion of information channels available to employees, but businesses are only experiencing a small fraction of the potential benefits. As we move forward we need to see more convergence and simplification. Only then will managers be more informed and better able to engage with employees.
Jerry
thanks for your warm welcome. I look forward to interacting with people on this forum.
We'd be very happy to provide you access to our web based engagement platform, which is currently in private beta. We should be moving to public beta in a week or so.
best
Sandeep.
Thank you for the welcome. Looking forward to getting tips here on employee engagement.
As I am currently involved in the project team running the survey for SingTel in partnership with a survey consultant, the topic on engagement is in my current list of things that i want to learn more on. Have experienced a lot of challenges in the implementation part but i really count that now as part of project management. I am looking forward to the action planning process that follows (our annual survey starts in a week's time) and hope to get tips from the experts here around that area.
Cheers
derf
I appreciate the welcome.
The impact at La Trobe is mostly on the administrative staff as the change has been largely to support services. But wait - there's more! The next major set of changes is around curriculum and its delivery!
Cheers
Warrick
Thanks for the warm welcome.
I think one of the most important things I have learned over a long career as a consulting psychologist specializing in leadership development and executive coaching is that people are fully engaged when who they are fits the work they are doing.
It's akin to when I met my wife when I was in this flow state where there were no reservations and I was fully committed. Great workplaces are like that where people can realize their fullest potential and possibilities are unlimited.
Terry
Thanks for the welcome! A couple of the strongest links between culture, leadership development and accountability includes the involvement of leaders in setting the improvement targets, educating them in how to engage employees in the giving and receiving of feedback during improvement initiatives, and then measuring tangible results for those improvement initiatives. I would love to hear from your experiences with this topic.
- Valerie
as to your question well I am guessing everyone has a lot on their mind right now but how about this one. The recession is going to end and then all those decent employees are going to be snapped up by business. When do i start that process without it crippling my cash flow and profitability?
If leaders set out the mission, vision, and values for their employees to follow, but do not adhere to this themselves, employees will see through the façade. By recognizing the skills, enthusiasm, energy, and contributions of employees where ever they sit in the organization, the organization will flourish.
How achievable do you think a business leader would see the 4 areas of focus outlined in the report. The biggest for me is the last point about acting in a consistent way with stated culture??
Have a great weekend.
My experience of Engagement so far suggests it is set to become an increasingly vital component within the business landscape. More and more we will find employers using engagement policies to bolster and support their Human Capital efforts and bridge gaps between themselves and their employee community.
This is of course not true of all companies and my experience tells me, and recent conversations support the view that the topic of engagement can be seen as something of a "dark art" or even worse a poor relation of certain recruitment formulae. Neither are true of course, I therefore propose my biggest challenge is that of promoting the benefits of engagement, onboarding and retention as valid, bona fide aspect of improving the way a business functions. I will look to report back my findings for the benefit of the community on here as I embark on the journey!
Have you seen the David MacLeod report? There is a 3 min video on you tube. Not sure what if anything is likely to happen with this but sounds like this community should become involved.
Best wishes
Jason
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