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For me, the most damaging use of the employee engagement framework is th[...]
Engagement, retention even activism…Traditional models of employee en[...]
Search Results for: employee engagement
Employee Engagement and the Productivity Magnet
For me, the most damaging use of the employee engagement framework is th[...] Is Employee Engagement Whatever Is Measured By Employee Engagement Surveys?
Engagement, retention even activism…Traditional models of employee en[...] The Corporate Love Affair with a Thermometer: Employee Engagement Surveys
In case you missed my first edition, sent out last week, Daily Thoughts has evolved. Now a new format, rather than daily, I will share with you a we[...]
My last Employee Engagement model (7/7): Activists on the payroll.
In this model, the employee (1) is an activist, (2) largely working peer-to-peer, and (3) progressing towards (if not arriving at) self-management. Let me qualify the three components.
1) Activist. This means acting. The word activist contains the[...]
Employee Engagement as morally imperative. (6/7) A forgotten model?
Here is a ‘very novel’ concept. Employee Engagement is needed because… it’s good in and of itself. Because work enhances human nature. Because engaging people with their work is a moral obligation of both, providers and takers of work, as par[...]
Employee Engagement Models continue (5/7): ‘The Investors metaphor’.
This is model 4 of the series. The concept is simple. Imagine that you, as an employee, are in reality an invest[...]
More on Employee Engagement (4/7): ‘The Cause’. Engagement with the company or within the company?
This is model 3 (but the 4th post, confusing!) ‘The Cause’.
Employees join forces to work on [...]
Employee Engagement (and debunking) continues. (3/7): The Happy Cows model
This is model 2 in the pack of 6 that I have described. There is a book, or two, and its associated speeches/works[...]
Debunking the Myths of Employee Engagement (2/7): Giving employees a voice. So, now we have a choir. And then what?
Model 1 of my 6 is what I call, ‘Air time’. It translates into: ‘we recognise that employees’ views are n[...]
Debunking the Myths of Employee Engagement: a land of 'Emperors with No Clothes'. The six models.
Since employee engagement has become an industry in its own right, and is taking over a lot of air time, I want to ‘elevate the confusion to a higher level’. Not really! But I think we all in the Human Capital business should put our cards on the[...]
Employee Engagement Surveys: Be careful what you ask for, you might get it.
There are two opposite and wrong reactions to Employee (engagement/satisfaction) surveys. At one end, there is the ‘ignore the findings’. I use the term ‘ignore’ as a host of different meanings: ignore-ignore, pretend that you don’t ignore [...]
Is employee engagement whatever is measured by employee engagement surveys?
Engagement, retention even activism…Traditional models of employee engagement are getting a bit tired. They are starting to look the same, smell the same, and feel the same.
There was a joke amongst Psychology students many years ago when they a[...]
The shortest Employee Engagement survey has one question
And the question is: ‘Why are you still here?’ You learn about the organization by asking questions to employees when they leave you (exit interviews) but you learn far more when you ask them why they are staying (‘stay’ interviews). It’s n[...]
Build your own Employee Engagement argument for free. You can’t go wrong
Here are three baskets full of concepts:
Basket one: Working conditions, Flexibility at work, Pay and perks, Reward and recognition, Empowerment, Good communication, People development plans, Talent management, Clear vision and pu[...]
The ultimate form of Employee Engagement is a company of volunteers
I was told, many years ago, by somebody very close to the old Microsoft management, in Bill Gates times, that they had a layer of around 70 VPs, below Gates, that people called ‘The Volunteers’. They called them like that because they had made so[...]
Employee Engagement as morally imperative. (6/7) A forgotten model?
Here is a ‘very novel’ concept. Employee Engagement is needed because… it’s good in and of itself. Because work enhances human nature. Because engaging people with their work is a moral obligation of both, providers and takers of work, as par[...]
If you want to increase employee engagement and employee satisfaction, increase your company performance (yes, the order is not a typo)
There is evidence, intelligently articulated by Phil Rosenzweig in 2007 (The Halo Effect), that a series of measures of employee satisfaction and engagement go up and down quickly in correlation with company success. He quotes the example of the UK r[...]
My last Employee Engagement model. (7/7): Activists on the payroll.
In this model, the employee (1) is an activist, (2) largely working peer-to-peer, and (3) progressing towards (if not arriving at) self-management. Let me qualify the three components.
1) Activist. This means acting. The word activist contains the[...]
Employee Engagement as morally imperative. (6/7) A forgotten model?
Here is a ‘very novel’ concept. Employee Engagement is needed because… it’s good in and of itself. Because work enhances human nature. Because engaging people with their work is a moral obligation of both providers and takers of work, as part[...]
Employee Engagement Models continue (5/7): ‘The Investors metaphor’.
This is model 4 of the series. The concept is simple. Imagine that you, as an employee, are in reality an inve[...]
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