I’m Simpson…Gregory F Simpson, Agent In Engagement. Below is the latest intelligence briefing on employee engagement. Follow @agtinengagement to stay current with the latest updates.
“These assets have been declassified and should be distributed to fellow “Agents” for review.”
Forbes: “Companies that have jettisoned formal evaluations are seeing declines in the quality of managerial feedback, top performers’ dissatisfaction with pay differentiation, and reduced employee engagement. These are the findings of a recent study by CEB, a research and technology company.”
Maritz Motivation: “As I continue to learn more about employee engagement, one subject I find particularly interesting is what is needed to build engagement. There are many aspects that go into maintaining a great company culture, we all know that, but these are five core principles.”
Inc.: “Thinking it’s time to quit? Here are a few signs it might be time to move on from your current position.”
Tiny Pulse: “[F]ocusing on an employee’s health and well-being is necessary for optimum productivity. This requires a multifaceted, holistic approach that interweaves three main components: health, well-being, and performance.”
Rick Conlow: “This leadership video training will identify the top 12 problems for managers. It will also provide a few tips for dealing with them.”
PSFK: “Interaction Designer and Audio-visual Technologist at ESI Design illustrates the value in creating environments filled with surprise and delight.”
HR Dive: “If an employer wants to get a workforce on board by using employee engagement programs and platforms, a simple, smart place to start is finding and supporting the right managers, according to new research from TINYpulse.”
Customer Think: “Simply, the trend is optimizing and connecting employee commitment to the organization and its goals, to the company’s unique value proposition, and to the customer. This creates a state where all employees are focused on, and tasked with, delivering customer value as part of their job description, irrespective of location, function or level.”
Compensation Café: “[C]ultures of contribution can lead to more sustainable competitive advantage.”
Bonusly: “Changing a culture requires many steps, and to build a culture of real-time, thoughtful feedback, there’s an underutilized weapon: the manager-employee one on one.”
Fellow Agents, what are your thoughts on this intelligence? What do you have to add? What other sources should be consulted? Make entries in the comments log below.
I’m Agent in Engagement Simpson…Gregory F Simpson.
P.S. First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.
Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:
- Veteran Operative Employee Engagement Insights: 08.22 – 2016.08.26
- [Book Summary] O Great One!: A Little Story About the Awesome Power of Recognition
- [Book Summary] Engaging the Hearts and Minds of Your Employees: How to Ignite Passionate Performance for Better Business Results by Lee J. Cohan, Ph.D.
- 2016 TED Talks Relevant to Employee Engagement – Part 1
- The Gift of an Inquiring Mind
- Engage in a Family Friendly Work Culture
- 2016 Reference Guide to Employee Engagement “Safe Houses,” i.e., Websites