Hi Terry. Re: helping others find work that resonates with them, I think you absolutely nailed it in your blog post about starting a blog. Just start, find your voice and evolve your message.
For me, I'd found I'd been unconsciously doing it for years with my co-workers. So when I dropped out of the GDP I started there all over again. A ton of my friends have been unhappy with their jobs, companies and/or managers as my 'luck' would have it. It's slow-going, not at all lucrative yet and sometimes scary. But it feels right.
Ideally I find a solution that scales beyond me. Hence where I'm doing with RoundPegg.
I wish had a silver bullet, but I'm still trying to figure it out myself. Best of luck to you and if you find the answer, please share!
At 3:36pm on February 17, 2009, Tim Rutledge said…
Hello, Terry. I'm happy to say that my book is now in its second printing.
I just read the CNW article and can tell you first hand that it's dead on. In the past month I've seen a dramatic change in morale due to dramatic changes in management. Management has done a 180. Leadership has given way to intimidation by threatening job loss rather than having an open discussion about how to resolve the issues involved. Non-management speculation is all over the board and negativity is rising rapidly.
Not a good climate to work in and the chance to cut back to 32 hrs/week seemed like manna from heaven. Just one less day of stress and fear. The cut in pay doesn't outweigh the extra mental health day!
Thank you so much, Terry, I'm really glad I found people who care about this subject (good people management & employee engagement) as much as I do! I have a lot to catch up here, but I'm hoping to spend a lot of time here.
Thaks for the welcome. Training managers about the importance of recognition will be my greatest challenge in helping my organization implement a recognition program in 2009. I will approciate learning from others who I am confident have already fought that battle.
Thanks Tel - sorry if that's a bit informal - trying to add to the variety of ways your name's been spelt before : )
What number were you then? I'm hoping that I'll become more than a number and can contribute to the stimulating topics here - they've already inspired my own work blog.
Cheers, Terry. Been in internal comms for nearly ten years and even in these increasingly less hierarchical times I'm still convinced about the accountability managers have for employee engagement. But they always need help. So looking forward to learning something and contributing.
Thanks Terrence!
Its been an interesting career move for me actually.. Ive always been passionate about engagement especially in my previous career in Training and Development. I feel as though Internal Comms goes hand in hand with Development because at the end of the day, they are both key ingredients in managing organizational behaviour, and motivating people to motivate themselves while providing them the tools and resources for the sustenance of that motivation... looking forward to participating on the site's discussions, contributing some of the tricks up my sleeve, and perhaps getting a few ideas which I can implement and try out over here in Dubai!
I have been following the Hewitt Model of Engagement. I have found this model to be the most in-depth and robust. Of course as we look at implementing strategies we have to be cognizant of how this applies in a union environment.
Key things employees are looking for according to Hewitt Research:
1) Do I have a career here?
We are creating organizational charts, linking them to job descriptions and making them public. Currently this is unavailable.
2) I am implementing career counseling services for all staff supported by a career management curriculum. This is going very well. We have had many staff receive a promotion as a direct result of participating in this program.
3) Staff want regular feedback. We have just rolled-out phase I of our performance management system, based on our values framework, and a 4 level competency model. When you look at our values they are very closely aligned to the Kaplan Balanced Scorecard Model so it made sense to go with this approach. Interesting to note Telus linked their performance management system to their values framework and saw shareholder value go through the roof.
4) Managers have been asked to assess their hi-potentials, next steps are to ensure that we are providing this group of individuals the right opportunities for development and engagement in the organization in a more holistic way.
Good to see you on this network. We're connected on LinkedIn and I am always amazed at the level of your contribution. I don't know how you manage it, but I aspire to being as active a network contributor as you one day. I've got a long way to go...
I hope to pick up some tips from you along the way in that area. In the meantime I'll share some ideas on this group.
Hi!!Terrence,
I'll be glad to share my findings. Currently I am busy collecting data, well actually finding it difficult. I'll let you know when I am done.
Aji :)
Hi Terrance,
Sorry it took so long for me to get back to you. I look forward to this group as I have just finished my book that deals with the tools to connect employees to perforkmance - so I am glad to share my thoughts and research. My book is titled, Fire Up Your Employees and Smoke Your Competition; How to Invite, Incite and Ignite Performance. It is due out in Jan 2009.
I'm very happy to have found the EEN and the group -- really looking forward to it. Thanks to Michael Stallard for pointing me here, and thanks to you for blogging about Humans At Work, which is how Michael and I connected.
And that's what it's all about, no? Connection, exploration, mutual support, and making things better around us if we can.
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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Hope you are doing well.
Take care,
Sybil
For me, I'd found I'd been unconsciously doing it for years with my co-workers. So when I dropped out of the GDP I started there all over again. A ton of my friends have been unhappy with their jobs, companies and/or managers as my 'luck' would have it. It's slow-going, not at all lucrative yet and sometimes scary. But it feels right.
Ideally I find a solution that scales beyond me. Hence where I'm doing with RoundPegg.
I wish had a silver bullet, but I'm still trying to figure it out myself. Best of luck to you and if you find the answer, please share!
I just read the CNW article and can tell you first hand that it's dead on. In the past month I've seen a dramatic change in morale due to dramatic changes in management. Management has done a 180. Leadership has given way to intimidation by threatening job loss rather than having an open discussion about how to resolve the issues involved. Non-management speculation is all over the board and negativity is rising rapidly.
Not a good climate to work in and the chance to cut back to 32 hrs/week seemed like manna from heaven. Just one less day of stress and fear. The cut in pay doesn't outweigh the extra mental health day!
Anja
As a parent myself, I really liked your remark about "your greatest accomplishment". It would be great to know you and your through this network.
Best,
Prem
Thaks for the welcome. Training managers about the importance of recognition will be my greatest challenge in helping my organization implement a recognition program in 2009. I will approciate learning from others who I am confident have already fought that battle.
What number were you then? I'm hoping that I'll become more than a number and can contribute to the stimulating topics here - they've already inspired my own work blog.
Its been an interesting career move for me actually.. Ive always been passionate about engagement especially in my previous career in Training and Development. I feel as though Internal Comms goes hand in hand with Development because at the end of the day, they are both key ingredients in managing organizational behaviour, and motivating people to motivate themselves while providing them the tools and resources for the sustenance of that motivation... looking forward to participating on the site's discussions, contributing some of the tricks up my sleeve, and perhaps getting a few ideas which I can implement and try out over here in Dubai!
I have been following the Hewitt Model of Engagement. I have found this model to be the most in-depth and robust. Of course as we look at implementing strategies we have to be cognizant of how this applies in a union environment.
Key things employees are looking for according to Hewitt Research:
1) Do I have a career here?
We are creating organizational charts, linking them to job descriptions and making them public. Currently this is unavailable.
2) I am implementing career counseling services for all staff supported by a career management curriculum. This is going very well. We have had many staff receive a promotion as a direct result of participating in this program.
3) Staff want regular feedback. We have just rolled-out phase I of our performance management system, based on our values framework, and a 4 level competency model. When you look at our values they are very closely aligned to the Kaplan Balanced Scorecard Model so it made sense to go with this approach. Interesting to note Telus linked their performance management system to their values framework and saw shareholder value go through the roof.
4) Managers have been asked to assess their hi-potentials, next steps are to ensure that we are providing this group of individuals the right opportunities for development and engagement in the organization in a more holistic way.
Keep tuned as it is full steam ahead!
Good to see you on this network. We're connected on LinkedIn and I am always amazed at the level of your contribution. I don't know how you manage it, but I aspire to being as active a network contributor as you one day. I've got a long way to go...
I hope to pick up some tips from you along the way in that area. In the meantime I'll share some ideas on this group.
Best wishes,
Vandy
I'll be glad to share my findings. Currently I am busy collecting data, well actually finding it difficult. I'll let you know when I am done.
Aji :)
Sorry it took so long for me to get back to you. I look forward to this group as I have just finished my book that deals with the tools to connect employees to perforkmance - so I am glad to share my thoughts and research. My book is titled, Fire Up Your Employees and Smoke Your Competition; How to Invite, Incite and Ignite Performance. It is due out in Jan 2009.
And that's what it's all about, no? Connection, exploration, mutual support, and making things better around us if we can.
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