I neglected to mention, Diane, that it is a real honor to connect with another person who has actually achieved engagement of employees rather than just talked about it. There aren't many of us.
Thanks for the invite, Diane. I liked your responses to Steve Roesler's top-down approach to engagement (i.e. disengagement) and what you did as "acting as general director per interim". Employees can be led to perform to very high standards, but allowing them to practice and then use their full brainpower on their work (100% of their potential creativity, innovation, productivity, motivation, and commitment) better than doubles their performance above the "being led" level.
You caused your people to do exactly that. There is nothing to distrust if they control it all and dream up everything, even it it is with a little assistance from the boss.
Diane:
I am pleased you joined us and I look forward to your participation in the network. Let me know how I can be of assistance. I like the image you are using. David
Effective Employee Engagement is about developing your staff to care about the future of your organisation. Only you as their manager can demonstrate the readiness of your organisation to deliver it.
Many organizations have seen their voluntary turnover numbers greatly decline during the past 18months (our recessionary window). However, there are two great articles that are indicating that the turnover wave is coming. Those organizations with di…
Recognize that employee engagement is not a fluffy extra but the fundamental way you will get work done with others through conversation, co-creation, community, mutuality, and other inclusive approaches to achieve results that matter to organizatio…
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…
6 hours 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…
Diane Desjardins's Comments
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Best regards, Ben
You caused your people to do exactly that. There is nothing to distrust if they control it all and dream up everything, even it it is with a little assistance from the boss.
What can I do for you?
Best regards, Ben
I love how you say "earning employee engagement" here - it's so true, companies have to earn it!
Love your picture!
Big hug!!!
Anja
I am pleased you joined us and I look forward to your participation in the network. Let me know how I can be of assistance. I like the image you are using.
David
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