Thank you. Yes, that is the name I use online and to explain what we do.
Your network is great. OK, if I join?
Merry Christmas!
Glenn
At 10:16am on December 18, 2009, Sherry Godin said…
Hi Terry,
We use the Gallup Q12 as our engagement survey, along with some additional customized questions that are important to us. Being engagement champion basically means that part of my role includes implementing targeted solutions for leaders on the Q12 questions (including coaching and training for everyone in the business), implementing strength-based development sessions to further embed a strength-based approach to development and Performance Management and overall administration of the actual survey itself.
At 9:26am on November 12, 2009, David Zinger said…
Thanks Terry,
I was very pleased with how it came out and how it looks.
David
I have been asked a question by Terrence which was essentially, how do you figure this out? I would like to offer one example that impacted me greatly.
A while back I had the pleasure to visit the folks over at Zappos. I spend a good deal of my time with Tony Hsieh and Alfred Lin, the two founds, and prior to my visit you would have had to drag me kicking and screaming into a cubicle. NOW I would not work in any other place...
First and foremost to fix employment engagement in any company it starts at the TOP. The owners, managers and leads have to practice what they preach. These are two guys that could be coming to work in a Lear Jet but choose to keep it real. They work side by side with their guys in cubicles that they fix up with anything from stuffed monkeys & coconut trees to scenes out of "Lord of the Rings". They have fun at work vs. the old "divide and conquer attitude my generation has implemented.
Having fun and COMMUNICATION IS KEY: They encourage their guys to use Twitter to stay in touch, interact with each other and this gives them incite as to what are on their employees minds.... Hmmm, this contrary to the "old corporate guard" philosophy. I asked Tony what are the advantages to Social networking on the job his reply was pretty much common sense. He said to me that attrition is a huge dept in any company and when people stop growing and they are not having fun (and one feeds the other) I am going to lose a valuable team member. So, Tony's solution was communication... Twitter is a communication vehicle that would provide a platform for his guys to reach out and find their passion. When they did Tony is now able to effectively help them build a career plan within his company and he employees excellent staff that are skilled in, with a lack of a better term, "On-Boarding" programs. The unique elements that have turned Zappos into a huge success are, in my opinion:
The owners are humble and do not have egos...
They are 100% customer and employee focused...
They encourage communication... growth... and a fun work environment...
Thank you for the welcoming note. I am excited to participate. Currently I am preparing for my book release on Monday so I will most likely get more invoolved after that.
Hi Terry. Thank you for the invite. I have joined the group. I will spend some time there in a few days. Got family and friends coming over, and I need to enjoy the sunny days of summer. Glad you liked my blog. Have a great day.
Hi Terry, thanks for the welcome. Hope your job search is progressing well. I checked out your blog site and it was very helpful and interesting. I write poetry as a way to relieve stress. My favorite author is Mary Oliver. Don't know if you've read her works, but "The Journey" is one of my favorites. I found your recent posts on transparency interesting also as I'm in the middle of writing a post this week on transpararency in decisions. I'll check out the podcast you reference. Take care!
Thanks Terry - if ANYONE on the site has downloadable business/training products, please let me know - I am building an online training company - The Corporate Toolbox (www.thecorporatetoolbox.com) and am always on the lookout for great e-books or audios or surveys or workshops ......kind regards - Ann
A while back you left a comment for me. I apologize but I am just now responding. My excuse is that I travel a great deal and sometimes overlook taking care of important tasks. Anyway, you mentioned the possibility of sharing some of my research on the Management Tools page and I would love to do this. Anyway, that for your comments. I look forward to getting more activfe in the netowrk now that I have finished my overseas assignemnt.
Great idea...will do. And will be glad to send you a copy. Send me your mailing address and I will get one out to you. You can see much of its thinking and tools on www.FireUpYourEmployees.com.
Hello Terry, Thank you for the welcome! There is a lot to read through: my self(ish) interest right now is to find what's available on equipping managers to engage their staff (at different organizational levels). The EEN seems to be a great knowledge-sharing info. Of course, I'd very much appreciate any specific leads on the subject.
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…
Terrence Seamon's Comments
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Thank you. Yes, that is the name I use online and to explain what we do.
Your network is great. OK, if I join?
Merry Christmas!
Glenn
We use the Gallup Q12 as our engagement survey, along with some additional customized questions that are important to us. Being engagement champion basically means that part of my role includes implementing targeted solutions for leaders on the Q12 questions (including coaching and training for everyone in the business), implementing strength-based development sessions to further embed a strength-based approach to development and Performance Management and overall administration of the actual survey itself.
I was very pleased with how it came out and how it looks.
David
Thanks- It's great to stay connected with you. This looks like a great discussion group.
Deanne
I look forward to taking some time to tour around the discussion group
I have been asked a question by Terrence which was essentially, how do you figure this out? I would like to offer one example that impacted me greatly.
A while back I had the pleasure to visit the folks over at Zappos. I spend a good deal of my time with Tony Hsieh and Alfred Lin, the two founds, and prior to my visit you would have had to drag me kicking and screaming into a cubicle. NOW I would not work in any other place...
First and foremost to fix employment engagement in any company it starts at the TOP. The owners, managers and leads have to practice what they preach. These are two guys that could be coming to work in a Lear Jet but choose to keep it real. They work side by side with their guys in cubicles that they fix up with anything from stuffed monkeys & coconut trees to scenes out of "Lord of the Rings". They have fun at work vs. the old "divide and conquer attitude my generation has implemented.
Having fun and COMMUNICATION IS KEY: They encourage their guys to use Twitter to stay in touch, interact with each other and this gives them incite as to what are on their employees minds.... Hmmm, this contrary to the "old corporate guard" philosophy. I asked Tony what are the advantages to Social networking on the job his reply was pretty much common sense. He said to me that attrition is a huge dept in any company and when people stop growing and they are not having fun (and one feeds the other) I am going to lose a valuable team member. So, Tony's solution was communication... Twitter is a communication vehicle that would provide a platform for his guys to reach out and find their passion. When they did Tony is now able to effectively help them build a career plan within his company and he employees excellent staff that are skilled in, with a lack of a better term, "On-Boarding" programs. The unique elements that have turned Zappos into a huge success are, in my opinion:
The owners are humble and do not have egos...
They are 100% customer and employee focused...
They encourage communication... growth... and a fun work environment...
Best,
Brad
Best,
Jay
Checking in to see if you were able to get to the book yet. Let me know!
Best,
Jay
Bobby
A while back you left a comment for me. I apologize but I am just now responding. My excuse is that I travel a great deal and sometimes overlook taking care of important tasks. Anyway, you mentioned the possibility of sharing some of my research on the Management Tools page and I would love to do this. Anyway, that for your comments. I look forward to getting more activfe in the netowrk now that I have finished my overseas assignemnt.
Keith Owen
Jay
Thanks...and watch for it in about a week.
Jay
Many thanks again, Jitak
Thank you for your welcome.
Minh
It is always a pleasure when our paths connect and we can travel a bit together.
Warm Regards, Denise
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