Thanks a lot David for that warm welcome....the project went quite well really and I got my first exposure to how motivation works out among high ranking managers at corporate organizations. I would like to know your views on the subject of employee engagement very much though
Hi David. The issue of employee engagement has risen to a whole new level of significance in these challenging times. I'm looking forward to hearing how others are approaching this subject and definitely will contribute my own insights and ideas to the body of knowledge you are building here.
Thanks for welcoming me aboard,
Justin.
At 12:52am on February 19, 2009, Ethel Kanoko said…
David,
Thank you. I am looking forward to being a part of this network. I am indeed very excited about our engagement project. I definitely will be sharing our findings with the network. Already, we can see the significant differences in engagement drivers for Africa as compared to the West, which is quite interesting. If anyone in the network is working on a similar project, or is interested in this work, I would love to hear from them and start a discussion going.
Ethel.
At 12:32am on February 19, 2009, iya gustilo said…
Dear David,
Thank you for your suggestions. After much thought, the mains factor for the disengagement is my boss. We have clashing personalities. I have managed my dissatisfaction before as I felt I was neglected in our team. In fairness to him, he did try to adjust and meet me halfway. What frustrates me now is that after all my hardwork, I feel that I am not compensated and that there is little room for growth. Despite all this, I do not wish to leave the company especially if it would be because of him. I'm trying my best to divert the dissatisfactin by learning other HR stuff just to ease the burn out.
Hopefully, your expertise would help me in resolving my personal dilemma and be more effective for my organization. :)
David,
Thanks so much for the warm welcome.
Looking forward to interacting and learning.
Regards,
Satya
At 3:02pm on February 15, 2009, Phil Johnson said…
David – wanted to let you know MBL University’s online launch is in the next two weeks. You might enjoy visiting the pre-launch site (http://www.masterofbusinessleadership.com/university) and viewing the “Master” and “Bachelor Authentic Leadership” slide presentations. The development of Authentic Leadership is closely linked to employee engagement.
If you would like to discuss further please let me know.
Tks for the welcome note. I will be glad to be an active part of the network. I am currently reading for my PhD in Management focusing on the theme "Employee Engagement, Business Performance and Competitive Advantage in IT & IT Enabled Services Sector in South Asia". Hence I believe I could share any find & thoughts with the network also get their insights to same
Thank you David!
You are right, when Towers Perrin was born I was not even an idea in my parent's head - my parents were not there either, come to think of it ;)
I am happy to be with TP now, and yes - I like to believe I'm giving the firm my little contribution too.
Happy birthday to all of us then!
Andrea
PS On a related note, have you read "Closing the engagement gap"? I just received it and I started it yesterday. I'm slightly biased ;) but it does look very interesting!
Info here: http://www.towersperrin.com/gap/index.htm
Davi hello, I am so glad to be here. This is a topic of importance to me. As I work with organizations it is great to be a part of the shift, feeling the new sense of energy when employees are engaged, offering ideas, even arguing to a quick collaborative conclusion. I went to a State of the Economy event yesterday and started having these conversations, let's all do the same.
Thank you for the warm welcome David. I look forward to interacting with your vast network of experts.
Christi
At 11:04am on February 12, 2009, Armin Jansen said…
Thanks for the welcome David. The "working title" of my MT is "Employee Engagement and cultural impact in a multinational company". Very interesting field but it might be a little bit too wide. I always have to take care not to loose my red line. Back to my books again. KR Armin
Than you so much. This forum on EE is a great idea. I actually have done some consulting work in Canada in 2007 & 2008 with employee assistance program providers (Human Solutions from Vancouver) and a couple of presentations on workplace mental health research trends for academic and business benefits conferences. I have lots of good info to share with folks as I am working now as an independent research consultant and have a large library of materials that I use in my writing and client projects.
Thanks for the welcome David. I am a relatively new manager (18 months into this career). I manage 50 health care professionals in a physical therapy clinic based out of Saskatoon City Hospital. My programs are in a state of change right now, and employee engagement is obviously a key area in this change. Thanks again for the welcome.
Jay
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…
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Thanks for welcoming me aboard,
Justin.
Thank you. I am looking forward to being a part of this network. I am indeed very excited about our engagement project. I definitely will be sharing our findings with the network. Already, we can see the significant differences in engagement drivers for Africa as compared to the West, which is quite interesting. If anyone in the network is working on a similar project, or is interested in this work, I would love to hear from them and start a discussion going.
Ethel.
Thank you for your suggestions. After much thought, the mains factor for the disengagement is my boss. We have clashing personalities. I have managed my dissatisfaction before as I felt I was neglected in our team. In fairness to him, he did try to adjust and meet me halfway. What frustrates me now is that after all my hardwork, I feel that I am not compensated and that there is little room for growth. Despite all this, I do not wish to leave the company especially if it would be because of him. I'm trying my best to divert the dissatisfactin by learning other HR stuff just to ease the burn out.
Hopefully, your expertise would help me in resolving my personal dilemma and be more effective for my organization. :)
I am having difficulty writing my literature review because I am not getting the right books to use. Can you please help me on line.
Thank you
Jay
Thanks so much for the warm welcome.
Looking forward to interacting and learning.
Regards,
Satya
If you would like to discuss further please let me know.
MBLCoach@MasterofBusinessLeadership.com
905-272-5690
Tks for the welcome note. I will be glad to be an active part of the network. I am currently reading for my PhD in Management focusing on the theme "Employee Engagement, Business Performance and Competitive Advantage in IT & IT Enabled Services Sector in South Asia". Hence I believe I could share any find & thoughts with the network also get their insights to same
Best Regards
Farzuhan
You are right, when Towers Perrin was born I was not even an idea in my parent's head - my parents were not there either, come to think of it ;)
I am happy to be with TP now, and yes - I like to believe I'm giving the firm my little contribution too.
Happy birthday to all of us then!
Andrea
PS On a related note, have you read "Closing the engagement gap"? I just received it and I started it yesterday. I'm slightly biased ;) but it does look very interesting!
Info here: http://www.towersperrin.com/gap/index.htm
Christi
I am still working on some projects and will try to update this group as much as possible.
Jay
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