David
I was curious about your comment. We put alot of promotion and enthusiasm around the engagement survey, work hard to drive participation, assign coaches/faciliators to work with teams to develop plans, etc. I was wondering if there was more to your comment. Maureen
At 11:24am on February 10, 2009, Mark Johnson said…
David, thanks for the welcome and I love this site and look forward to all the learning and sharing. I am currently working on "bottom up" engagement as the policies and programs implemented by my Ministry are not having an impact on our operations employees.
David
Thanks for your note. I am very excited to be a part of this network. Yes, we do see a difference between the US and Ireland for many, many reasons. Our Dublin office is an operations office with 100+ people and is managed very effectively for operations teams. Since our US teams are a mix between operations and other non operations roles, engagement results are mixed. We will survey engagement again in May so we will see what progess we made in the past year. See you again on line!
Thanks for the welcome and this network David.
I work in an agency specialized in change management and I'm looking forward sharing point of views and best practices about employee engagement which is, I truely think, essential during changes.
Dave Thanks for the welcome. I came upon this community of professionals while diong some research for a strategic workshop I will be facilitating. I look forward to sharing my expertise and learning from others in the field.
I expected some concern over that word - it really exists only to play to a blog audience, and is the source of some of the humor (which I admit, may be in its own niche) that I bring to handling management issues. Please rest assured that the off-the-cuff sarcasm that accompanies the "sadist" in my brand has its home on my blog and will remain there; my interaction with others is entirely serious and productive.
In most cases, I prefer to shed the anonymity as well. Depending on the time I'm able to commit to my involvement in networking, I may withdraw and replace my membership under my actual identity. Anything that connects to my web site, however, does need to remain anonymous; saves me having to explain my opinions to my employers that way, or toss up disclaimers every five minutes that my opinions are mine and mine alone.
Thank you, David. Really value the work and perspectove you are providing. "The Handbook for Leaders" was a Christmas gift to many of my clients! Jasbindar
I've also been interested in strengths-based approaches for a long time - particularly in the development of alternatives to performance management. I'm in the process of completing a paper with a colleague. Our focus is offering a model that shows how one can value people rather than evaluate performance, while improving organizational productivity and profitability.
The Rath book I'm familiar with is StrengthsFinder 2.0. Is that the one you mean? To me, the Buckingham and Clifton book from '01 (Now Discover Your Strengths) was much better. It contains a more in-depth look at the 34 talents and what that means both for the individual and the individual's manager.
I look forward to participating in a forum of like-minded practitioners and I look forward to meeting you face-to-face in May.
Thanks David, I appreciate the welcome. And I was happy to find this community online...
It's always nice to meet a fellow traveler who understands the power of conversations, and I hope you will check our book some time and let me know what you think.
Congratulations on building such an active, vibrant community where we can learn from each other.
Thank you for the welcome David. Congratulations on your one year anniversary! I am very excited to have joined the Employee Engagement Network and looking forward to exchanging thoughts and ideas with you and the other members.
the photo is of my youngest and I too have been invovled with hockey and lcarosse over the past ten years as my two sons have moved through minor sports...trying separately to keep this one from growing up!
I am passionate about the topic of employee engagement and am currently focused on a siginiifcant change initiative at one of our larger facilties (ee pop 700) where we have a large gap to close....
David
Thanks for your welcome. Also, thanks for setting up the network - I have been looking for ways to develop my learning and share my experiences, so this is ideal
Regards
John
David, It felt very welcoming to receive a mail from you. Thanks. I head Organizational Effectiveness in my organization and as part of my portfolio, drive engagement initiatives. I can see we have a rich collection of resources on this website and hope to learn a lot more from each other as we go along.
I have recently started the Employee Engagement initiative at my organization. Here I have prepared a framework for the same. We have identified following areas: Training & Development, Career Development, Performance Management & Appraisal, Communication, Work-Life Balance. We meet each of our employee once in a quarter and provide them update as per our framework.
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…
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I was curious about your comment. We put alot of promotion and enthusiasm around the engagement survey, work hard to drive participation, assign coaches/faciliators to work with teams to develop plans, etc. I was wondering if there was more to your comment. Maureen
Thanks for your note. I am very excited to be a part of this network. Yes, we do see a difference between the US and Ireland for many, many reasons. Our Dublin office is an operations office with 100+ people and is managed very effectively for operations teams. Since our US teams are a mix between operations and other non operations roles, engagement results are mixed. We will survey engagement again in May so we will see what progess we made in the past year. See you again on line!
I work in an agency specialized in change management and I'm looking forward sharing point of views and best practices about employee engagement which is, I truely think, essential during changes.
In most cases, I prefer to shed the anonymity as well. Depending on the time I'm able to commit to my involvement in networking, I may withdraw and replace my membership under my actual identity. Anything that connects to my web site, however, does need to remain anonymous; saves me having to explain my opinions to my employers that way, or toss up disclaimers every five minutes that my opinions are mine and mine alone.
Thanks for your gracious welcome.
I've also been interested in strengths-based approaches for a long time - particularly in the development of alternatives to performance management. I'm in the process of completing a paper with a colleague. Our focus is offering a model that shows how one can value people rather than evaluate performance, while improving organizational productivity and profitability.
The Rath book I'm familiar with is StrengthsFinder 2.0. Is that the one you mean? To me, the Buckingham and Clifton book from '01 (Now Discover Your Strengths) was much better. It contains a more in-depth look at the 34 talents and what that means both for the individual and the individual's manager.
I look forward to participating in a forum of like-minded practitioners and I look forward to meeting you face-to-face in May.
Best regards,
Bill
I am really finding the site interesting & a great source of information.
The site is really helpful and has lot of knowledgeable people as members.
I am sure i will get to learn a lot from them....
It's always nice to meet a fellow traveler who understands the power of conversations, and I hope you will check our book some time and let me know what you think.
Congratulations on building such an active, vibrant community where we can learn from each other.
Best,
Maren
the photo is of my youngest and I too have been invovled with hockey and lcarosse over the past ten years as my two sons have moved through minor sports...trying separately to keep this one from growing up!
I am passionate about the topic of employee engagement and am currently focused on a siginiifcant change initiative at one of our larger facilties (ee pop 700) where we have a large gap to close....
Thanks for the "welcome"
Paul
Thanks for your welcome. Also, thanks for setting up the network - I have been looking for ways to develop my learning and share my experiences, so this is ideal
Regards
John
Zappos is a very interesting concept!
Also I hadn't looked at the support docs. I will have a look -- I appreciate your feedback!
Thanks for your mail.
I have recently started the Employee Engagement initiative at my organization. Here I have prepared a framework for the same. We have identified following areas: Training & Development, Career Development, Performance Management & Appraisal, Communication, Work-Life Balance. We meet each of our employee once in a quarter and provide them update as per our framework.
Best regards
Sujeet Kumar
I would be very thankful to you.
Best Regards,
Gyan
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