Employee Engagement Intelligence Briefing: 2017.04.10 – 2017.04.14

declassified - 1415 - top secret crossed outI’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.”

 

 

SPOTLIGHT ARTICLE

The 4 Pillars Of Employee Relations

OfficeVibe: “Many organizations boast that their employees are their company’s most valuable asset, however, there is still a prevalence of employee relations issues in the workforce that is stopping employees from reaching their full potential.”

 


 

 

 

There are different levels of employee engagement

Gulf News (UAE): “To drive business outcomes, employees need to be happy with the entire work experience.”

 

 

3 Unexpected Principles That Help LinkedIn’s Head of HR Be a Better Leader

LinkedIn Pulse: “While there’s not a single path for everyone, if you want to be a successful leader in HR, learning what worked for Pat is a great place to start.”

 

 

This Week in Employee Engagement: April 14, 2017

Maritz Motivation Solutions: “The utter explosion of digital content presents countless opportunities for learning. Start here to narrow down your search each week in the often overwhelming landscape of employee engagement thought leadership!”

 

 

Engagement Weekly: Back to Basics

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look the fundamentals. They’re going back to the basics that we oftentimes forget and need to relearn from time to time.”

 

 

How Moments of Truth Impact Trust and The Employee Experience

DecisionWise: “What’s essential for leaders at all levels to understand is that MOTs are never neutral. They always have an impact. In fact, a MOT always has one of three effects.”

 

 

The Right Culture: Not About Employee Happiness

Gallup: “Organizations have more success with engagement and improve business performance when they treat employees as stakeholders of their own future and the company’s future. This means focusing on concrete performance management activities, such as clarifying work expectations, getting people what they need to do their work, providing development and promoting positive coworker relationships.”

 

Wired for survival: Uncovering the brain’s influence on employee engagement

McKnight’s Long Term Care News: “Why does it matter how our brains are wired? Because when it comes right down to it, engagement is an emotional experience that is heightened when we feel rewarded and diminished when we feel threatened. When threat responses are on high alert, employees’ cognitive resources are narrowed to focus on the perceived threat, which means they are ultimately operating in a way that is using far less of their full potential.”

 

 

Why Your Best Talent is Leaving and Four Ways to Win Them Back

Boss Magazine: “These four simple steps will put you and your employees on a far better road to creating a highly engaged workforce.”

 

 

 

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.

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

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:

 

 

 

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Veteran Operative Employee Engagement Insights: 2017.04.10 – 2017.04.14

Quote Marks blueI’m Simpson…Gregory F Simpson, Agent In Engagement. Below is a compilation of last week’s employee engagement related wisdom from noted experts. Follow @agtinengagement to stay current with the latest veteran operative employee engagement insights.

 

 

 

I have been up against tough competition all my life. I wouldn’t know how to get along without it. — Walt Disney
I have been up against tough competition all my life. I wouldn’t know how to get along without it.
— Walt Disney

 

 

Impossible is just a big word thrown around by small men who find it easier to live in the world they’ve been given than to explore the power they have to change it. Impossible is not a fact. It’s an opinion. Impossible is not a declaration. It’s a dare. Impossible is potential. Impossible is temporary. Impossible is nothing. – Muhammed Ali
Impossible is just a big word thrown around by small men who find it easier to live in the world they’ve been given than to explore the power they have to change it. Impossible is not a fact. It’s an opinion. Impossible is not a declaration. It’s a dare. Impossible is potential. Impossible is temporary. Impossible is nothing.
– Muhammad Ali

 

 

The most difficult thing is the decision to act, the rest is merely tenacity. – Amelia Earhart
The most difficult thing is the decision to act, the rest is merely tenacity.
– Amelia Earhart

 

 

Certain things catch your eye, but pursue only those that capture the heart. – Ancient Indian Proverb
Certain things catch your eye, but pursue only those that capture the heart.
– Ancient Indian Proverb

 

 

The secret of happiness is not in doing what one likes, but in liking what one does. — J.M. Barrie
The secret of happiness is not in doing what one likes, but in liking what one does.
— J.M. Barrie

 

 

 

What are your thoughts on these employee engagement insights? What insights can you share with other Agents? Make entries in the comments log below.

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

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:

 

 

 

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Employee Engagement In the News: It’s No Fairytale

Employee Engagement - ScratchedLately, Beauty and the Beast has been in the news. Sadly, I’m not referencing the live action movie. I’m talking about the real life “tales” of two companies. Beauty is personified by Kylie Jenner in her Pepsi protest commercial. Beast represents United Airlines and its overbooking policy.  Not the fairytale you were expecting.

 

 

April 4, 2017 – Beauty

Kylie Jenner posted her new Pepsi commercial.1 In it, she walks away from a modeling job to join a protest. The commercial ends with cheers when Ms. Jenner hands a Pepsi to one of the officers in the police line and he accepts it.

Almost immediately, it was panned for trivializing the social justice movement.  Pepsi pulled the commercial shortly thereafter saying, “Pepsi was trying to project a global message of unity, peace and understanding. Clearly we missed the mark, and we apologize.”2

 

April 9, 2017 – Beast

United Airlines, as do most other airlines, overbooks its flights to ensure their flights are full.  Normally, volunteers are requested and the airlines offer increasing compensation as an incentive. In this case, there were not enough volunteers.

“United and regional affiliate Republic Airlines, which operated the flight, selected four passengers to be removed to accommodate crew members needed in Louisville the next day. The passengers were selected based on a combination of criteria spelled out in United’s contract of carriage, including frequent-flier status, fare type, check-in time and connecting flight implications, among others, according to United.

Three passengers went quietly. The fourth, who was literally pulled out of his seat and off the plane, was David Dao, a physician in Elizabethtown, Ky.”3

You can see the disturbing incident here: Video shows a passenger forcibly dragged off a United Airlines plane.

 

What do these tales of Beauty and the Beast have to do with employee engagement?

Let’s consider the implications in each phase of the engagement lifecycle:

 

Phase 1: Pre-Hire Process

This phase really focuses on the employer brand. What makes a company special enough for someone to even consider working there? Given the backlash, the employer brand of both companies has been damaged and that could mean fewer people considering them as a place of potential employment.

 

Phase 2: Hiring Process

If a candidate was in the hiring process, this gaffe might cause them to reconsider the opportunity and/or request more in terms of salary and benefits to compensate for working at a company with a diminished reputation.

 

Phase 3: Onboarding

New employees might begin questioning their decision to join the company and could potentially begin to look for other opportunities.

 

Phase 4: Employee Engagement

How many employees started looking for roles outside of these companies because they no longer want to be associated with the insensitivity each company showed?  How many engaged employees just became disengaged because they feel betrayed by their company? How many employees are ashamed to wear their uniforms? How many employees would recommend their company as a great place to work?  How many employees would be willing to promote the company brand knowing that their personal brand would be associated with it?

 

Phase 5: Advancement/Promotion

Would employees still want to advance within these companies or would they start looking for advancement opportunities outside of the company?

 

Phase 6: Transition/Termination

Will voluntary turnover increase? How many employees will leave as a result of the controversy?

 

Phase 7: Alumni

Would previous employees consider returning to these companies given the uproar? Would they recommend or refer potential employees or business to them?

 

Will there be a happily ever after?

PepsiCo and United Airlines have a long road ahead.  While they seem to be focusing on their consumer relations, they cannot neglect to consider the implications their actions have had on their employees.

Let’s hope they can transform just as the Beast did in Disney’s Beauty and the Beast.5

 

 

What are your thoughts on these Beauty and the Beast companies with respect to employee engagement? What other companies have faced similar situations?

 

 

1 “Kendall Jenner for PEPSI Commercial.” YouTube. PepsiCo, 04 Apr. 2017. Web. 13 Apr. 2017.
2 Strachan, Maxwell. “Pepsi Pulls Kendall Jenner Ad Following Intense Backlash.” The Huffington Post. TheHuffingtonPost.com, Inc., 05 Apr. 2017. Web. 13 Apr. 2017.
3 Mutzabaugh , Ben, and John Bacon. “United Airlines says controversial flight was not overbooked; CEO apologizes again.” USA Today. Gannett Satellite Information Network, 11 Apr. 2017. Web. 13 Apr. 2017.
4 “Video shows a passenger forcibly dragged off a United Airlines plane.” YouTube. Business Insider, 10 Apr. 2017. Web. 13 Apr. 2017.
5 http://movies.disney.com/beauty-and-the-beast-2017

 

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

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:

 

 

 

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Employee Engagement Intelligence Briefing: 2017.04.03 – 2017.04.07

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.”

 

 

SPOTLIGHT ARTICLE

The Impact of People Operations on Employee Lifetime Value

Greenhouse: “At Greenhouse, our People department consists of Talent Acquisition, People Operations, Employee Experience, and Talent Management. In this post, Director of People Operations Jessica Pfisterer shares the impact her team’s work can have on ELTV.”

 


 

 

 

If Humble People Make the Best Leaders, Why Do We Fall for Charismatic Narcissists?

Harvard Business Review: “Humble leaders improve the performance of a company in the long run because they create more collaborative environments. They have a balanced view of themselves – both their virtues and shortcomings – and a strong appreciation of others’ strengths and contributions, while being open to new ideas and feedback. These “unsung heroes” help their believers to build their self-esteem, go beyond their expectations, and create a community that channels individual efforts into an organized group that works for the good of the collective.”

 

 

10 Shocking Statistics About Disengaged Employees

Office Vibe: “Employee disengagement is a looming issue in today’s global workforce that affects everything from company productivity to customer satisfaction.”

 

 

Interview: David Zinger – Employee Engagement Network

EE_Awards: “We at The Engagement Zone sat down with the CEO of The Employee Engagement Network & Engagement 101 Fellow – David Zinger.David Zinger an employee engagement speaker, author and coach that founded the Employee Engagement Network. With 15 years’ experience as a counsellor and coach at Seagram, Zinger has a depth of experience in working with employees and helping them reach their full potential. In this interview, we ask David about the keys of employee engagement and where he sees the field in the future.

 

 

This Week in Employee Engagement: April 8, 2017

Maritz Motivation Solutions: “The utter explosion of digital content presents countless opportunities for learning. Start here to narrow down your search each week in the often overwhelming landscape of employee engagement thought leadership!”

 

 

Engagement Weekly: Tips, Tricks, and Killing Two Birds With One Stone

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at some different ways that employee engagement affects other aspects of your business as well as different ways you can improve employee engagement and do other stuff you need to do as an employer.”

 

 

It’s Time to Redefine “Work”

Halogen Software: “In the conversations we’ve had with our customers, it’s become increasingly clear that organizational success relies on putting people first in their approach to work. The research confirms it.”

 

 

How To Take Employee Appreciation To The Next Level At Your Company

15Five: “Building a vibrant workplace requires a foundation of trust, respect, and honest communication. It also requires employee appreciation.”

 

 

How company culture can make or break your business

CIO: “If you don’t build a strong culture in your organization, one will appear anyway — and it likely won’t serve your company well.”

 

 

5 Keys to Building a Human-Centric Performance Management Process

Bonusly: “Even with modern orientation and on-boarding practices, performance evaluations, management training sessions, and a solid reward system, it can still feel like a cold, sterile environment, as opposed to one that fosters engagement and growth.” “Here are five keys you can begin implementing today to support a more human-centric performance management process.”

 

 

 

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.

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

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:

 

 

 

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Veteran Operative Employee Engagement Insights: 2017.04.03 – 2017.04.07

Set of 4 quotation marks in red and blueI’m Simpson…Gregory F Simpson, Agent In Engagement. Below is a compilation of last week’s employee engagement related wisdom from noted experts. Follow @agtinengagement to stay current with the latest veteran operative employee engagement insights.

 

 

 

I’m doing this because I want to do it better. — Walt Disney
I’m doing this because I want to do it better.
— Walt Disney

 

 

Start where you are. Use what you have. Do what you can. –Arthur Ashe
Start where you are. Use what you have. Do what you can.
–Arthur Ashe

 

 

We must believe that we are gifted for something, and that this thing, at whatever cost, must be attained. –Marie Curie
We must believe that we are gifted for something, and that this thing, at whatever cost, must be attained.
–Marie Curie

 

 

Life shrinks or expands in proportion to one’s courage. – Anais Nin
Life shrinks or expands in proportion to one’s courage.
– Anais Nin

 

 

If you want to lift yourself up, lift up someone else. –Booker T. Washington
If you want to lift yourself up, lift up someone else.
–Booker T. Washington

 

 

 

What are your thoughts on these employee engagement insights? What insights can you share with other Agents? Make entries in the comments log below.

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

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:

 

 

 

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Employee Engagement Intelligence Briefing: 2017.03.27 – 2017.03.31

Restricted Declassified stamp - pixgood.com Employee EngagementI’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.”

 

 

SPOTLIGHT ARTICLE

How to Improve Employee Lifetime Value Through Employee Experience

Greenhouse: “In this series, we’ll be sharing how the People team at Greenhouse considers the work that they’re doing in relation to ELTV and share a few tips on how you can think about your own work through this lens. At Greenhouse, our People department consists of Talent Acquisition, People Operations, Employee Experience, and Talent Management. In this post, Director of Employee Experience Melanie Oberman shares the impact her team’s work can have on ELTV.”

 


 

 

 

This Yale Psychologist Says Carrots And Sticks Don’t Motivate

Forbes: “I recently interviewed [employee engagement author] Paul [Marciano] to get his advice on making that elusive emotional connection with employees. (The transcript below has been edited lightly for space and clarity.)”

 

 

 

9 Ways To Improve Communication At Work

Office Vibe: “Not only is proper communication key to company success, but a lack of it is detrimental. When communication on a team is weak, employee disengagement is most likely high.”

 

 

 

To build a world-class company, A-players matter less than C-players

LinkedIn Pulse: “Whether someone is an A, B or C is specific to the situation rather than being an inherent trait.”

 

 

 

This Week in Employee Engagement: March 31, 2017

Maritz Motivation Solutions: “The utter explosion of digital content presents countless opportunities for learning. Start here to narrow down your search each week in the often overwhelming landscape of employee engagement thought leadership!”

 

 

 

Engagement Weekly: Bringing Wellness and Engagement Into the Workplace

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at some examples of companies with good engagement, as well as how wellness and engagement work together.”

 

 

 

Guest Post: Harnessing the Power of Relationships

Globoforce: “The best organizations recognize that they are in a relationship with their employees, and they behave accordingly. They design and reinforce a work experience that honors and satisfies the employee’s relationship needs. And employees reward them with effort, loyalty, and creativity.”

 

 

 

Employee Intimacy: Getting Close

Huffington Post: “As a communications professional who believes that each individual in the workforce has immense potential and smart leaders have the ability to engage by not only tapping into existing potential and removing barriers to accelerate growth but also holding room to get the best out of their teams, I decided to dig into the challenges of employee engagement and ways to strengthen it.

 

 

 

Where do employees fit in your change management plan?

Hppy: “In order to avoid uncertainty, role conflict and lack of productivity, leaders should focus on maintaining employees engaged and using this change as a positive event that can strengthen their culture.”

 

 

 

How to Tell Leaders They’re Not as Great as They Think They Are

Harvard Business Review: “Whether you manage or coach leaders, or are just trying to provide some feedback to your own boss, here are three simple points you may wish to consider in order to have this difficult (but necessary) conversation with them.”

 

 

 

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.

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

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:

 

 

 

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Filed under Employees, Managers, Sr. Leadership