Hi Lisa. I really appreciate your observation about top performing survivors and burnout. This challenge was highlighted to me recently by a colleague. If you have any pointers/further material you could direct me to on this I would be very interested. It's a big challenge for my former employer.
Hi Lisa,
I found it interesting that your form uses the same Say, Stay, Strive as Hewitt Associates does. However, they calculate an engagement score for each respondent, which then means they can segment the population by engagement levels - similar to the buckets you mentioned - just named differently.
I no longer work at Hewitt but was the Listening Leader in Canada and was deeply involved in the engagement research in Canada and globally.
I'd love to correspond with you and learn more about your engagement experiences.
Hi Lisa Thanks for your note. Nice to connect with that part of the world again. My sister spent a year in Bryan OH some years back.
I'm going to come back to you in a week or so as I'm out of town and country for a week or so. That'll give me time to take a sneak at your site an digest your comments but I do appreciate your reply.
Kind regards
Warren
Lisa,
Thanks for your note. I (along with others in our organization) believe that it's what we (i.e., managers, employees, etc.) do on a daily, regular basis that impacts an engaged culture. This might include how a manager interacts with their team members, what they discuss, how the employee feels valued by the manager, how and what leaders communicate, etc.
In my mind, this all contributes to engagement as a "state of being" in an organization. It becomes imbedded individuals as the way they "are". Opposite of this is the thinking about engagement only as the survey that is conducted.
While I continue to talk with (and influence) individuals, especially managers, to help them know that what they do every day and how they do it impacts engagement, I am slowly making change.
What are organizations doing to help employees and managers understand that what they do on a daily basis builds (or not) engagement -- ideas?
Marilyn
Lisa,
Welcome to the Manager Tools group. I look forward to your participation in the discussions of ways to help Managers do a better job of engaging people.
Terry
Lisa,
Welcome from Toledo Ohio. I am glad you joined us and look forward to your input. You have a good page set up and I strongly encourage you to add a picture or at least a picture that represents your view of engagement.
David
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…
Lisa Wojtkowiak, SPHR's Comments
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Thanks - Doug
I found it interesting that your form uses the same Say, Stay, Strive as Hewitt Associates does. However, they calculate an engagement score for each respondent, which then means they can segment the population by engagement levels - similar to the buckets you mentioned - just named differently.
I no longer work at Hewitt but was the Listening Leader in Canada and was deeply involved in the engagement research in Canada and globally.
I'd love to correspond with you and learn more about your engagement experiences.
I'm going to come back to you in a week or so as I'm out of town and country for a week or so. That'll give me time to take a sneak at your site an digest your comments but I do appreciate your reply.
Kind regards
Warren
Thanks for your note. I (along with others in our organization) believe that it's what we (i.e., managers, employees, etc.) do on a daily, regular basis that impacts an engaged culture. This might include how a manager interacts with their team members, what they discuss, how the employee feels valued by the manager, how and what leaders communicate, etc.
In my mind, this all contributes to engagement as a "state of being" in an organization. It becomes imbedded individuals as the way they "are". Opposite of this is the thinking about engagement only as the survey that is conducted.
While I continue to talk with (and influence) individuals, especially managers, to help them know that what they do every day and how they do it impacts engagement, I am slowly making change.
What are organizations doing to help employees and managers understand that what they do on a daily basis builds (or not) engagement -- ideas?
Marilyn
Welcome to the Manager Tools group. I look forward to your participation in the discussions of ways to help Managers do a better job of engaging people.
Terry
Glad to see something different than just the old EE in place of your picture, thank you.
David
Welcome from Toledo Ohio. I am glad you joined us and look forward to your input. You have a good page set up and I strongly encourage you to add a picture or at least a picture that represents your view of engagement.
David
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