Hi,
MNC stand for a Multi National Corporation and PLM stands for Product Lifecycle Management.
However, that was my previous organization. My current organization of which i am a founder member, is a HR or Organization Development Consultancy called Connect10.
We are still in the process of streamlining our offerings, however the focus is 3 pronged, Competency Based Development, Employee Engagement and Organization Culture.
In case you are interested i could fill you in with the details.
Hi Jean,
Thanks for the friend invitation. In a nutshell, our seminars aim to equip managers with the skills to develop the sort of professional relationships with their team members that are conducive to supporting engagement. Since nothing is more natural to someone than their gender, understanding who men and women are, what motivates them, under which conditions they operate at their best, etc. is the fastest most effective way to connect with people and to support them in being their best. Managers equipped with this skill not only create stronger teams and facilitate more open and authentic communciation, but also support their team members in having a better quality of life by reducing the stress and frustration they experience in the office.
Thanks again for the friend invite Jean. Donna (my partner) and I look forward to learning from your experience and from that of other members, and to contributing what we can to the discussion. Take care.
Actually, I am in Tsawwassen but it really does not make much difference. I am downtown a fair amount. Let me know when you plan to be in town and where would be convenient to meet and, if the date is OK, I will be there. Looking forward to meeting up again.
Jean:
Thanks for the feedback and I expect us to grow so much more in resources in the coming year. I look forward to Spain and getting the word out even further about the great resource we have building here.
David
Hello Jean, it would be my honour! (I've sent the request for invitation) 'looking at your contacts, I can't believe we haven't met in person yet. Tudor Williams, Carols Sutton, Ken Milloy,... and more. Well, maybe we'll make up for it before long. Your site is very informative and well-done: obviously, you're no beginner in the field.
Thanks you, Jean. Best, Jitka
I agree - this weather is miserable. How about the week of April 6? The only day that is not free is Friday - which is a holiday. Name your date/time and where would you like to meet up?
Hi Jean,
Life is treating us very well. How about you? Is it time to have lunch again and catch up?
Tudor
At 3:33pm on February 21, 2009, David Zinger said…
Hi Jean:
I have all the submissions. I have a format..need more work on some of it. The cover is just about designed. I need to secure a barcode, do an edit, send it out for changes and permissions. Also looking at 2 or 3 possible printers for the first run. With so many contributors this became a much bigger task and my offline work is consuming the bulk of my time.
David
At 12:27am on February 20, 2009, iya gustilo said…
Dear Jean,
After some thought, I agree with you that I missed out on all the fun making me burn out. But there are other contributing factors to my disengagement- not being compensated for my hardwork and the lack of growth and opportunity. But I don't feel that this should be enough reason to leave the organization especially with the economic crisis, decent jobs are really hard to find in my country. To divert my dissatisfaction, I try to learn other HR stuff... hopefully this works! I do hope to get more expert advice from you as I really would like to be good at what I do. :)I'll keep in mind I too should have fun... well, most of the time it's kinda hard having 300 demanding people around you.
Many thanks for the friendly welcome! I will take a look at the Canada group as you suggest and I look forward to reading your posts. Best wishes for 2009!
Hi Jean,
I have just spent the last couple of hours reading all of your posts, and I want to thank you for putting so much useful information up here- it's has been really helpful. I am hoping you don't mind answering another question! (though I understand if you don't have the time) I work in HR at a not for profit- we've been using the Q12 for the past 5 years (working with Gallup) and we're now looking at moving to a different survey. (either with another company or creating our own) Given the economic climate, I think we're going to be creating our own; and I was interested to see 9 questions that you had recommended to someone else. One of our main challenges with Gallup's Q12 was that not all questions seemed to be completely actionable. So- on to my question: one of the questions you suggested (I like working here) - how is that actionable? If we get lots of people saying they don't, it doesn't really provide direction as to what to improve...would your suggestion be that you then have to dive deeper into that question through communication (i.e. focus groups, further studies, etc... asking why don't you like working here?)
I find one of the biggest challenges to be finding the right balance between actionable questions and questions that are too vague. (Gallup Q12 asked I have a best friend at work- we were thinking something more like- The organization provides me with opportunities to connect with my co-workers; do you have any thoughts on the differences?)
Thanks in advance for reading this- a reply would be extremely appreciated if you have the time.
Thanks Jean! Glad that article is still of use. It would be interesting to do an update sometime as so much progress is being made on engagement in the public sector. For example, he Province of British Columbia has developed a terrific survey tool that has been used for 3 annual census surveys. It identified key drivers and by using those results BC has had an increase in engagement over each of the 3 surveys. Very exciting stuff!
Thank you very much for your reply and email.I have not visited the Industrial Organizational Journal site yet.I have read only How to measure employee engagement forum but I will try to searching for.Anyway if you could send me the directions to download the article,I would be appreciated.
Actually, I have to converse all languages to Thai language but all of new information almost appear in English.
About Thai information that I found that would say about the organizational commitment or some mix between both meaning were same meaning and I found one paper which wrote about how they are different.
My thesis are not compare between other countries and Thailand but it will measure the engagement of Thai employee in Thailand.
All factors that used are compared and measured which they are really drive to have employee engagement.And if they are driven to be engaged,how to measure that employee engagement happened (eg. employee behavior).
If this flame can be use,it will use for measure the engagement in Thai employee and which level is the most important for Thai employee.
Right now,I have a problem about the factors which should I use because they have many models about driven factors and measurements.I found a dissertation proved which factors are reliable.Anyway I will e-mail you about factors that I decided to use.
I hope you will understand my explanation because it's not so good in my English language,I think.
Thank you so much for your kindness and helpfulness.
Lalida
Thanks for your note and nice to chat with you. I'm not entirely familar with Hewitt but am interested in talking more about our similar approaches. Feel free to contact me anytime.
Ah, the script for a boss! That is easy, but a long way from the traditional one.
First, I suggest the boss do a quick read of Douglas McGregor's "The Human Side of Enterprise" to gain an understanding of the theory behind X and Y. Then commit the…
Jon...
Great stuff. Particularly like the piece about attacking "internal friction".
I still think the macro issues, namely around what kind of relationships does the organisation wish to have with specific groups/classes of employees need to be c…
24 minutes ago
Ray Seghers Brainstorming new Blog ideas for 2010.
My view on this is that where you treat employee engagement like a ‘big bang’ corporate change programme it will always carry a significant risk of turning into an ‘organisational Vietnam’. Don’t go to war in the first place!
Do it by taking lots a…
A manager should always remember he/she is "on stage"- and his/her subordinates notice every little trait so always exhibit the behavior you would want them to emulate.
From Jim's Blog: Changing Winds
I love Leo Babauta’s Zen Habits, in which he writes on simple productivity and life issues. His recent book The Power of Less is a compact and practical guide to reclaiming your life from busyness and inefficiency. I…
Hi Ben...
Thanks for the reply!
Question--what have you seen as a "clear, coherent script" that assures success? And do you think such scripts need updating to address the shifts we've seen in organizations and the marketplace?
All the best from…
In my experience, achieving engagement creates huge increases in productivity per person, morale, retention, profits, sales, and every other "devoutly to be wished" result. So it is always worth the effort.
But the company person, CEO or executive…
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.
Jean Douglas, CMC's Comments
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MNC stand for a Multi National Corporation and PLM stands for Product Lifecycle Management.
However, that was my previous organization. My current organization of which i am a founder member, is a HR or Organization Development Consultancy called Connect10.
We are still in the process of streamlining our offerings, however the focus is 3 pronged, Competency Based Development, Employee Engagement and Organization Culture.
In case you are interested i could fill you in with the details.
Thanks for the friend invitation. In a nutshell, our seminars aim to equip managers with the skills to develop the sort of professional relationships with their team members that are conducive to supporting engagement. Since nothing is more natural to someone than their gender, understanding who men and women are, what motivates them, under which conditions they operate at their best, etc. is the fastest most effective way to connect with people and to support them in being their best. Managers equipped with this skill not only create stronger teams and facilitate more open and authentic communciation, but also support their team members in having a better quality of life by reducing the stress and frustration they experience in the office.
Thanks again for the friend invite Jean. Donna (my partner) and I look forward to learning from your experience and from that of other members, and to contributing what we can to the discussion. Take care.
Jason
Susan
Thanks for the feedback and I expect us to grow so much more in resources in the coming year. I look forward to Spain and getting the word out even further about the great resource we have building here.
David
Thanks you, Jean. Best, Jitka
Life is treating us very well. How about you? Is it time to have lunch again and catch up?
Tudor
I have all the submissions. I have a format..need more work on some of it. The cover is just about designed. I need to secure a barcode, do an edit, send it out for changes and permissions. Also looking at 2 or 3 possible printers for the first run. With so many contributors this became a much bigger task and my offline work is consuming the bulk of my time.
David
After some thought, I agree with you that I missed out on all the fun making me burn out. But there are other contributing factors to my disengagement- not being compensated for my hardwork and the lack of growth and opportunity. But I don't feel that this should be enough reason to leave the organization especially with the economic crisis, decent jobs are really hard to find in my country. To divert my dissatisfaction, I try to learn other HR stuff... hopefully this works! I do hope to get more expert advice from you as I really would like to be good at what I do. :)I'll keep in mind I too should have fun... well, most of the time it's kinda hard having 300 demanding people around you.
Canada rocks! My wife would remind me that you live in paradise - B.C.
I will keep you mind for projects I work on.
Take care,
Roy
-Steve
Many thanks for the friendly welcome! I will take a look at the Canada group as you suggest and I look forward to reading your posts. Best wishes for 2009!
Mitch McCrimmon
I have just spent the last couple of hours reading all of your posts, and I want to thank you for putting so much useful information up here- it's has been really helpful. I am hoping you don't mind answering another question! (though I understand if you don't have the time) I work in HR at a not for profit- we've been using the Q12 for the past 5 years (working with Gallup) and we're now looking at moving to a different survey. (either with another company or creating our own) Given the economic climate, I think we're going to be creating our own; and I was interested to see 9 questions that you had recommended to someone else. One of our main challenges with Gallup's Q12 was that not all questions seemed to be completely actionable. So- on to my question: one of the questions you suggested (I like working here) - how is that actionable? If we get lots of people saying they don't, it doesn't really provide direction as to what to improve...would your suggestion be that you then have to dive deeper into that question through communication (i.e. focus groups, further studies, etc... asking why don't you like working here?)
I find one of the biggest challenges to be finding the right balance between actionable questions and questions that are too vague. (Gallup Q12 asked I have a best friend at work- we were thinking something more like- The organization provides me with opportunities to connect with my co-workers; do you have any thoughts on the differences?)
Thanks in advance for reading this- a reply would be extremely appreciated if you have the time.
Hope all is well with you!
Happy New Year
Faye
Actually, I have to converse all languages to Thai language but all of new information almost appear in English.
About Thai information that I found that would say about the organizational commitment or some mix between both meaning were same meaning and I found one paper which wrote about how they are different.
My thesis are not compare between other countries and Thailand but it will measure the engagement of Thai employee in Thailand.
All factors that used are compared and measured which they are really drive to have employee engagement.And if they are driven to be engaged,how to measure that employee engagement happened (eg. employee behavior).
If this flame can be use,it will use for measure the engagement in Thai employee and which level is the most important for Thai employee.
Right now,I have a problem about the factors which should I use because they have many models about driven factors and measurements.I found a dissertation proved which factors are reliable.Anyway I will e-mail you about factors that I decided to use.
I hope you will understand my explanation because it's not so good in my English language,I think.
Thank you so much for your kindness and helpfulness.
Lalida
Thanks for your note and nice to chat with you. I'm not entirely familar with Hewitt but am interested in talking more about our similar approaches. Feel free to contact me anytime.
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