what i see David is the lack of engaging salespeople to customer service and making their shopping experience world class times are tough owners need to train mgmt and mgmt needs to train sales teams too lack of care and understanding also lack of customers being engaged too that's where i come in big time and also developing team chemistry too
sorry for this verz late reply and congratulations on reaching 1000 members. In terms of specific challenges around engagement in the finance sector. I believe very few people join banking because they want to be managers. They would rather be working on the "deal" or on the trade. Good managers are therefore relativly rare relative to other industries. In good times, they can get away with it. In the context of the credit crisis, where financial rewards are reduced and prestige of working in banking is not there to the same extent, this gap is becoming more problematic.
Also, our exit surveys suggests that career development to be the most important retention factor. Unless employees are flagged as talents, it is something that I think as an industry we are relatively poor at.
You are very kind to say those nice things. You are proof of the result of constancy of purpose and passion. Build it and they will come. And you have. Bravo.
David;
Thanks for the note and welcome. I am having fun exploring the site and meeting some new people. My work in EE has been around understanding the drivers of EE in a very concrete and specific way. We have conducted some studies and published some conceptual work around the topic. So far, I am finding that there is a lot of information out there about EE, but little of it is concrete and specific - it still very useful, but much of it seems to be disconnected. Even some of the stuff put out there by the big professional societies is vague. Right now, I am working on defining EE using a integrative lit review and searching all the sociology, psychology, education, anthropology, business, and HR lit. I am happy to send it along if you like. It is my opinion that there is a lot of confusion about how to define EE in specific terms that helps companies put actionable plans in place - only recently have conceptual models emerged. So, we are trying our hand at it.
I started with this after reading First Break All The Rules about ten years ago and it changed so much of me I wanted to learn more. I share your passion for the subject and much like you, I believe there is a better way to do business that has results for the bottom line and human line.
Thanks for the greetings and I look forward to contributing. Hope to contribute soon!
I needed some guidance from you.Actually i'm doing a project on measuring the effectiveness of ongoing programs on employee engagement in an organisation.If you could guide me on what kind of questions should be framed for the employees so that i could know whether the programs started by the organisation are really worth it or not.
Thanks David ---you have already helped by establishing a site like this!
I am currently working with a client that is just begining the due dilegence process involved in an integration of two institutions of similar size. Can you suggest reference material on engagement in times of transition and change?
Thanks and Yes I am getting lot of valuable inputs and information from here.
Infact I am writing an article also on 'Employee Engagement in tough economic crisis" for a HR Magazine.
I am looking forward for some practical examples of what companies are doing to engage their employees which I can use for my article.
Just discovered your comment from months ago about the new photo. Many thanks.
I think I'm getting the hang of this site and each time I visit, I am more and more impressed. I'm coaching several HR executives and am encouraging all of them to join!
You asked whether a site like this can develop into a community of practice. Communities of Practice need to have three things in place. 1. agreement on their focus / shared interests. 2. strong relationships amongst the members and a sense of belonging. 3. The creation of a body of knowledge, stories, case studies, tools relating to their shared interest.
Without being too analytical and only from my initial impressions of the site - I think this group hits point 1 well, point 2 is harder to hit and is likely to be mixed - with a small number having a strong sense of belonging and others only passing. Do you have enough usage data to be able to draw a connections map between members? I think point 3 is hardest of all. There is clearly some sharing of knowledge around the "practice" of employee engagement but there is someway to go to become a "body of knowledge" and Ning as a tool is not very helpful in that respect (compared to a wiki for example). I am working on another Ning site to see if we can use the features or associated applications to create an accessible body of knowledge - it is a struggle!! regards Peter
Thanks, hopefully this will save some time for me.
I respect your views and advise and will definitely pass them on.
Since I ask my clients about the PAIN they are experiencing with running their businesses, engagement is certainly on the list.
well that is very nice.
Thanks for your words.
I came upon a nice thread on engagement measurement, which is one of my interests. I'll sure write to you for assistance if needed.
Thanks a lot + nice place here.
Hey David
Thanks for writing back :). I did't put much info to avoid spam in my inbox. However, I did try to find a way soon after, to edit my profile but couldn't locate the same (I tried going to "settings" and editing my info). Would appreciate if you could guide me on how to edit my info.
Cheers!
Deepa
Thanks David , I hoping you can help.
Workplace Wellness needs ENGAGEMENT in all levels of business starting with the CEO right through to the workers. Can you advise on the BEST of BREAD tools/training/books etc that best explain and coach people on engagement?
Hi David
Please feel free to feature my details... good job on this ning network, looks really good. We've actually set up a related ning network for folks in the UK recently... www.talentsocial.com - feel free to sign up. Would be interesting to hear how you got over the 100 mark, i gather it begins to become somewhat self perpuating after that...
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…
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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sorry for this verz late reply and congratulations on reaching 1000 members. In terms of specific challenges around engagement in the finance sector. I believe very few people join banking because they want to be managers. They would rather be working on the "deal" or on the trade. Good managers are therefore relativly rare relative to other industries. In good times, they can get away with it. In the context of the credit crisis, where financial rewards are reduced and prestige of working in banking is not there to the same extent, this gap is becoming more problematic.
Also, our exit surveys suggests that career development to be the most important retention factor. Unless employees are flagged as talents, it is something that I think as an industry we are relatively poor at.
Regards,
-Peder
You are very kind to say those nice things. You are proof of the result of constancy of purpose and passion. Build it and they will come. And you have. Bravo.
CONGRATULATIONS!!! Over 1,000 members! You've done a great job hosting and inspiring this hotbox of dialogue on Employee Engagement.
Well done.
Thanks for the note and welcome. I am having fun exploring the site and meeting some new people. My work in EE has been around understanding the drivers of EE in a very concrete and specific way. We have conducted some studies and published some conceptual work around the topic. So far, I am finding that there is a lot of information out there about EE, but little of it is concrete and specific - it still very useful, but much of it seems to be disconnected. Even some of the stuff put out there by the big professional societies is vague. Right now, I am working on defining EE using a integrative lit review and searching all the sociology, psychology, education, anthropology, business, and HR lit. I am happy to send it along if you like. It is my opinion that there is a lot of confusion about how to define EE in specific terms that helps companies put actionable plans in place - only recently have conceptual models emerged. So, we are trying our hand at it.
I started with this after reading First Break All The Rules about ten years ago and it changed so much of me I wanted to learn more. I share your passion for the subject and much like you, I believe there is a better way to do business that has results for the bottom line and human line.
Thanks for the greetings and I look forward to contributing. Hope to contribute soon!
Regards!
Brad
I needed some guidance from you.Actually i'm doing a project on measuring the effectiveness of ongoing programs on employee engagement in an organisation.If you could guide me on what kind of questions should be framed for the employees so that i could know whether the programs started by the organisation are really worth it or not.
regards
geetika
I look forward to the opportunity to both contribute and learn.
Best, Susan
I am currently working with a client that is just begining the due dilegence process involved in an integration of two institutions of similar size. Can you suggest reference material on engagement in times of transition and change?
Thanks and Yes I am getting lot of valuable inputs and information from here.
Infact I am writing an article also on 'Employee Engagement in tough economic crisis" for a HR Magazine.
I am looking forward for some practical examples of what companies are doing to engage their employees which I can use for my article.
Looking forward for your reply.
Regards
Shalini
Great community concept I'm looking forward to being apart of it!
I think I'm getting the hang of this site and each time I visit, I am more and more impressed. I'm coaching several HR executives and am encouraging all of them to join!
You asked whether a site like this can develop into a community of practice. Communities of Practice need to have three things in place. 1. agreement on their focus / shared interests. 2. strong relationships amongst the members and a sense of belonging. 3. The creation of a body of knowledge, stories, case studies, tools relating to their shared interest.
Without being too analytical and only from my initial impressions of the site - I think this group hits point 1 well, point 2 is harder to hit and is likely to be mixed - with a small number having a strong sense of belonging and others only passing. Do you have enough usage data to be able to draw a connections map between members? I think point 3 is hardest of all. There is clearly some sharing of knowledge around the "practice" of employee engagement but there is someway to go to become a "body of knowledge" and Ning as a tool is not very helpful in that respect (compared to a wiki for example). I am working on another Ning site to see if we can use the features or associated applications to create an accessible body of knowledge - it is a struggle!! regards Peter
I respect your views and advise and will definitely pass them on.
Since I ask my clients about the PAIN they are experiencing with running their businesses, engagement is certainly on the list.
Thanks for your words.
I came upon a nice thread on engagement measurement, which is one of my interests. I'll sure write to you for assistance if needed.
Thanks a lot + nice place here.
Thanks for writing back :). I did't put much info to avoid spam in my inbox. However, I did try to find a way soon after, to edit my profile but couldn't locate the same (I tried going to "settings" and editing my info). Would appreciate if you could guide me on how to edit my info.
Cheers!
Deepa
Workplace Wellness needs ENGAGEMENT in all levels of business starting with the CEO right through to the workers. Can you advise on the BEST of BREAD tools/training/books etc that best explain and coach people on engagement?
Please feel free to feature my details... good job on this ning network, looks really good. We've actually set up a related ning network for folks in the UK recently... www.talentsocial.com - feel free to sign up. Would be interesting to hear how you got over the 100 mark, i gather it begins to become somewhat self perpuating after that...
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