At 4:48pm on September 17, 2009, Patty Jones said…
Hi Brian - Wow, I love how active you are on this online network! I'm sharing the invite below, as I'm uncertain if it reached everyone. I would love to have you join our group on the 25th. Can you drop me a line and let me know if this is of interest and if you can join us? Tks! Patty
To: Individuals interested and passionate about Employee Engagement, and local to downtown Chicago, IL area
I sincerely appreciate the information and dialogue found on David Zinger's EE Site! I've spoken with some of the individuals and we have a strong interest in coming together in-person to network, share expertise, and create topic-focused interactive exchanges.
Towards that goal, listed below are details for bringing us together:
Date: Friday, September 25, 10am/CT to Noon/CT
Location: Downtown Chicago Loop location TBD (based upon # responses)
Potential Topic: Given the far-reaching changes across the economy and it's cascading impact to business and people -> Impacts/Opportunities in the EE arena
Cost: None
To obtain an estimate for the number of people, please forward the following by Friday, September 4:
1) Generally, are you interested in connecting in-person? What are some of the desires you would like to achieve from the in-person connection? What value can it bring for you? What ideas/topics are of interest?
2) Can you be there on September 25th at 10am/CT?
I hope you feel as excited as myself for this opportunity! Feel free to pass this along to anyone that would find this valuable.
Patty
Patricia Jones
pjonesinc@hotmail.com
224.305.2911(m)
Well things are okay. I can say that the global sentiment has affected India also. People are being aid off particularly scenario is bad in IT and Airlines sectors.
And yes compnaies are taking initiatives to engage employees.
I organized chess competition last month and tomorrw we are going for a Crickt match. These kind of activies do not costs much and also creates cohesiveness and positivity among employees.
thanks, that's a valuable insight. The research is indeed expanding, and new figures and measurements will certainly appear, concening this stuff. I'm also curious! :) It's important to not lose sight of what's important though, the reality that is, when you read too much about something.
I will definitly keep you posted with my progress, though it's slow and pretty meaningless to the wide public :)
In my oppinion, what EE brings new to the "world" is the extremly emotional perspective on the manager-employee and organisation-employee relationship. Also, maybe that an explicit discretionary effort is being promoted, so the fact that employees do their jobs is somewhat not enough nowadays. According to engagement, they should do more, in any way possible. That may sound cruel, but i do believe that's the organisation's "secret" interest.
I'm not critisising this concept, i'm a true believer. I just find it extremly difficult and therefore challenging to promote engagement in a large organisation, where the employee has no face. That's the reason why i think engagement is a literarly "pass-it-on" process, not only top-down, but in all directions...
Thank you again and hoping to hear from you!
Ana
Brian,
Thanks for joining the employee engagement network. I look forward to your input, participation, and interaction. I think you have lots to offer. I trust you will enjoy the network and become a regular contributor. Take care and stay engaged.
David
i'm also new to this network, and an engagement noob, also :P
my disertation concentrates on means to increase engagement of the employees in an east-european global operations center of a multinational company, using non-financial incentives (due to crisis, of course :D)
i'm still writing the theoretical part of my thesis, and i noticed engagement, as a concept, is still extremly blurry. what do YOU think the differences between engagement and other related constructs like commitment, involvend, job satisfaction and motivation are? or better yet, why do you think engagement is worth talking about, when all these other concepts are out there? what does it bring NEW?
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.
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…
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…
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…
Brian J. Carlsen's Comments
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To: Individuals interested and passionate about Employee Engagement, and local to downtown Chicago, IL area
I sincerely appreciate the information and dialogue found on David Zinger's EE Site! I've spoken with some of the individuals and we have a strong interest in coming together in-person to network, share expertise, and create topic-focused interactive exchanges.
Towards that goal, listed below are details for bringing us together:
Date: Friday, September 25, 10am/CT to Noon/CT
Location: Downtown Chicago Loop location TBD (based upon # responses)
Potential Topic: Given the far-reaching changes across the economy and it's cascading impact to business and people -> Impacts/Opportunities in the EE arena
Cost: None
To obtain an estimate for the number of people, please forward the following by Friday, September 4:
1) Generally, are you interested in connecting in-person? What are some of the desires you would like to achieve from the in-person connection? What value can it bring for you? What ideas/topics are of interest?
2) Can you be there on September 25th at 10am/CT?
I hope you feel as excited as myself for this opportunity! Feel free to pass this along to anyone that would find this valuable.
Patty
Patricia Jones
pjonesinc@hotmail.com
224.305.2911(m)
And yes compnaies are taking initiatives to engage employees.
I organized chess competition last month and tomorrw we are going for a Crickt match. These kind of activies do not costs much and also creates cohesiveness and positivity among employees.
Regards
Shalini
thanks, that's a valuable insight. The research is indeed expanding, and new figures and measurements will certainly appear, concening this stuff. I'm also curious! :) It's important to not lose sight of what's important though, the reality that is, when you read too much about something.
I will definitly keep you posted with my progress, though it's slow and pretty meaningless to the wide public :)
In my oppinion, what EE brings new to the "world" is the extremly emotional perspective on the manager-employee and organisation-employee relationship. Also, maybe that an explicit discretionary effort is being promoted, so the fact that employees do their jobs is somewhat not enough nowadays. According to engagement, they should do more, in any way possible. That may sound cruel, but i do believe that's the organisation's "secret" interest.
I'm not critisising this concept, i'm a true believer. I just find it extremly difficult and therefore challenging to promote engagement in a large organisation, where the employee has no face. That's the reason why i think engagement is a literarly "pass-it-on" process, not only top-down, but in all directions...
Thank you again and hoping to hear from you!
Ana
Thanks for joining the employee engagement network. I look forward to your input, participation, and interaction. I think you have lots to offer. I trust you will enjoy the network and become a regular contributor. Take care and stay engaged.
David
i'm also new to this network, and an engagement noob, also :P
my disertation concentrates on means to increase engagement of the employees in an east-european global operations center of a multinational company, using non-financial incentives (due to crisis, of course :D)
i'm still writing the theoretical part of my thesis, and i noticed engagement, as a concept, is still extremly blurry. what do YOU think the differences between engagement and other related constructs like commitment, involvend, job satisfaction and motivation are? or better yet, why do you think engagement is worth talking about, when all these other concepts are out there? what does it bring NEW?
looking forward to your oppinion!
regards from bucharest!
Ana
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