Hi Stefan!
Nice to meet you. I'm sure you have started recieving emails sent down from me about the survey this year. Hope to be speaking with you soon!
Hi Stefan - did I ever respond to you!?! If not, here I am. I just returned from maternity leave but am back on the Mars engagement trail. Feel free to respond here or drop me a note internally, would be happy to talk with you and help in any way.
I am a management student,specializing in human resource.I am undergoing a project on employee engagement in a automobile manufacturing company.I am using Gallup Q12 as an instrument fo my survey.
But I am facing problem as to how to analyse it as I am not aware of the benchmark set up by Gallup.
Could you please help me out in this regard and how your organization did it.
Awaiting for a positive reply.
Hi Stefan! It's good to see another Mars associate on this site. I think that would be an excellent question to post to the community here ... from my point of view, it's sustained when it really becomes an every day way of working. Managers who are constantly checking in with associates, both 1:1 and as a team, and those who pay particular attention during times of change seem to sustain engagement best. They stay "in tune" with what is going on with each individual and the dynamics of the team.
Hope this helps - let me know if you find other useful points on the site!
One more comment,
I am trying to encourage people to either put their "face" on this site or if for any reason you prefer not to I encourage you to find an image and use that for you picture. I want to take employee engagement out of the shadows.
David
Stefan
As a new shift/line manager you may encounter a variety of employee engagement challenges. If you do I encourage you to bring them to this network for perspective, support and suggestions.
David
Do you ever wonder how past leaders could have missed what seems so obvious in hindsight? Sadly, most leaders live in an environment that makes them vulnerable to managerial failure. The problem lies in a little-recognized reality of leadership: iso…
Dear Ray,
Your concern is well founded. Employees look forward to surveys like they do a visit to the dentist! The Horsepower Survey, however, is an employee-focused survey to measure how rewarded employees feel about their work. It consists of sev…
Mike,
I will make mention of this new group in the next newsletter. Thank you for starting this and I wish you well and all European members the best with this focus.
David
Jason:
Good points about trust and aligning the strategic engagement with employee engagement. We need results for all.
I am concerned you will lose readers due to lack of formatting on this post. I encourage you to ensure that you format your pos…
Thanks for sharing this information, Roy.
When I was Research Director at The Loyalty Institute, we found that the #1 driver of employee commitment was an organization's efforts to build a sense of spirit and pride. This was true in the US as well…
As a survey consultant I guess that I should like the idea of conducting monthly surveys, but I am concerned that employees may feel that they are being "over surveyed."
There are options, of course. An organization might randomly assign each emplo…
This is a great read, a great story. I smiled the whole time as I read this. If this conversation is possible in your organization, then I'd say your leadership is trusted and transparent. Thanks for this story.
I won't be wishing you "Season's Greetings" or "Happy Holidays" this December. These secular, generic salutations are popular in corporate America because they are not specific to any one religion or belief system. The business world, like America's…
Hello Paul:
"if you want to improve productivity and reduce costs, you need to
tap into human nature’s pleasure-fueled engine."
I could not agree more but if we wait until after we hire someone we have waited too long.
Bob
Stefan Pacula's Comments
Comment Wall (8 comments)
You need to be a member of The Employee Engagement Network to add comments!
Join this Ning Network
Nice to meet you. I'm sure you have started recieving emails sent down from me about the survey this year. Hope to be speaking with you soon!
But I am facing problem as to how to analyse it as I am not aware of the benchmark set up by Gallup.
Could you please help me out in this regard and how your organization did it.
Awaiting for a positive reply.
Hope this helps - let me know if you find other useful points on the site!
I am trying to encourage people to either put their "face" on this site or if for any reason you prefer not to I encourage you to find an image and use that for you picture. I want to take employee engagement out of the shadows.
David
As a new shift/line manager you may encounter a variety of employee engagement challenges. If you do I encourage you to bring them to this network for perspective, support and suggestions.
David
Welcome to
The Employee Engagement Network
Sign Up
or Sign In
About
Latest Activity
Groups
Manager Tools for Employ…
195 members
Employee Engagement Writ…
80 members
Research on EE
80 members
Employee Recognition
75 members
Engaging Books
72 members
Social media in the work…
64 members
Engaging Quotations
54 members
UK
50 members
Canada
49 members
Personal Engagement
33 members
Engage Today. Join the growing employee engagement network.
© 2009 Created by David Zinger on Ning. Create a Ning Network!
Badges | Report an Issue | Privacy | Terms of Service