Morning Dave, thanks for writing back. I am currently looking at proposing a plan to try a "How do things get done around here".. approach to recognition. Main goal for top HR exec. is the employee engagement peice. We were currently bought about 6 mos. ago. I think with this approach it will give employees an opportunity to become family with the "new faces" and get engaged with the business piece. Any help with ideas I am going to start to put together a few examples and guidelines. This would be a team and or individual and as with all recogntion it is up to the Mgrs. to provide input and submit candidates.
I am very interested in this conversation and am glad to have met you. Before twitter I didn't know there was such a movement around this idea of Employee Engagement. I am spread a bit thin at the moment so I am not sure how much I will engage initially. But I at least wanted to just get our here! I invite you to nudge me if there is something you'd like me to engage with. This looks like a terrific community built around an important conversation!
Tell me about what you do so I can learn more. I am looking for professionals that would like to consider a professional relationship. I need door openers to employers that might benefit from our program.I am prepared to compensate for efforts.
I will add a picture next week. I have been in Europe for the past 10 days and heading home tomorrow. Killing time today working the timezones to my favor. Talk to you soon.
Thanks David. I do think the network would benefit from having one place with a collection of stories that illustrate best practices and values in action.
David, I appreciate your comment on my Industry Week article.
I am in Zurich, Switzerland this week with some client work but I will catch up with you on suggestions for best place to put the image of my book on my profile.
Thanks for your warm welcome, David. I'm a bit shy and technophobic when it comes to social networking (so many virtual networks, so little time ... especially when coping with real life pressures). I just wish I had joined your network sooner!
David
The mould that must be broken is the way that we have always done things.
Most people believe that engagement is something that managers must do to their workforce to make them engage.
The book Breaking the Mould tells stories about what happens when instead of trying to make people engage we create the environment that allows them to choose to engage.
The difference this makes is stunning and sustained.
If we don't break the mould we will continue to be ineffective, when we do break it we allow our workforces to become powerful and their performance becomes so amazing that grown accountants have been known to weep.
Thank you! Employee engagement is such a vital component to work happiness. I know I'll fit right in here. I'll have to check out your blog this weekend.
Hi David,
Thanks a lot for the welcome. Looking forward to being an active member. I must congratulate you, for this network because it gives amazing insight to engagement.
Hi David-
Thank you for your welcome into the site; I am always in awe of the power of social networking and look forward to being an active participant here!
Yes, DC has been energized by the new Adminstration (as has the rest of the country and world, I believe); fingers crossed that reality matches expectation!
Cheers!
Thanks, David! Well, yes, raw benchmarking would put Singapore low in terms of employee engagement. But, to some extent, it also has to do with "expectations" and also some "conservativeness" in answering questions to measure engagement. The overall job scene, though, looks bad.
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
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…
The real challenge to engage employees is to gain trust by giving them autonomy to shape their own jobs to their own wishes, interests and strengths but always aligned with an open and transparant organisational vision and strategy.
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…
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All the best
Sally
Thank you for your response. I'm looking forward to sharing some stories with others and learning from them too.
Wendy
I am very interested in this conversation and am glad to have met you. Before twitter I didn't know there was such a movement around this idea of Employee Engagement. I am spread a bit thin at the moment so I am not sure how much I will engage initially. But I at least wanted to just get our here! I invite you to nudge me if there is something you'd like me to engage with. This looks like a terrific community built around an important conversation!
Susan
Tell me about what you do so I can learn more. I am looking for professionals that would like to consider a professional relationship. I need door openers to employers that might benefit from our program.I am prepared to compensate for efforts.
Ric
I will add a picture next week. I have been in Europe for the past 10 days and heading home tomorrow. Killing time today working the timezones to my favor. Talk to you soon.
John
Michael
Faye
I am in Zurich, Switzerland this week with some client work but I will catch up with you on suggestions for best place to put the image of my book on my profile.
Talk to you later this week.
Roy
I was ecstatic to find this community, and I'm looking forward to participating, learning, and occasionally, commiserating.
Thanks for respondng to my mail.I amnot able to make contact with the GALLUP organiztion.Can you please help me out in this regard.
Vikrant Gusain
Take care,
Sybil
The mould that must be broken is the way that we have always done things.
Most people believe that engagement is something that managers must do to their workforce to make them engage.
The book Breaking the Mould tells stories about what happens when instead of trying to make people engage we create the environment that allows them to choose to engage.
The difference this makes is stunning and sustained.
If we don't break the mould we will continue to be ineffective, when we do break it we allow our workforces to become powerful and their performance becomes so amazing that grown accountants have been known to weep.
Peter A Hunter
www.breakingthemould.co.uk
Thanks a lot for the welcome. Looking forward to being an active member. I must congratulate you, for this network because it gives amazing insight to engagement.
Thank you for your welcome into the site; I am always in awe of the power of social networking and look forward to being an active participant here!
Yes, DC has been energized by the new Adminstration (as has the rest of the country and world, I believe); fingers crossed that reality matches expectation!
Cheers!
Glad you the blog....let's keep in touch!
Cheers!
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