Employee Engagement Intelligence Briefing: 2017.05.08 – 2017.05.12

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

A Strategist’s Guide to Artificial Intelligence

strategy+business: “As the conceptual side of computer science becomes practical and relevant to business, companies must decide what type of AI role they should play.”

 


 

 

 

10 Ways To Motivate Your Employees, For Free

OfficeVibe: “In this post, we share 10 free ways to motivate your employees, along with the truth about what really matters to them. Spoiler alert: it’s not money.”

 

 

A Data-driven Case for Understanding the Impact of Employee Engagement on Retention

Entrepreneur: “How can you keep your own employees from jumping ship to your competitor? The answer may be as simple as engaging them.”

 

 

Social Mindset: A Key to Engaging People

QAspire: “Real engagement happens when we focus, not on generating engagement, but doing right things that increase human engagement.To be able to adopt a social mindset, leaders need to be equipped with deep understanding of how social, networked and self-evolving structures work.

 

 

This Week in Employee Engagement: May 12, 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: Getting To The Heart Of The Matter

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at the heart of the matter when it comes to employee engagement whether it’s the difference between engagement and experience or whether it’s hard numbers that move engagement forward.”

 

 

4 Myths About Rebooting Performance Management

Globoforce: “The low expectations expressed in the phrase “Our performance management is fine” are indicative of how much we’ve lost sight of our people. We seem perfectly happy to settle for “fine” on their behalf. But if our intentions for investing in performance management are to connect our teams to our strategies and goals, to recognize outstanding contributions, and to enhance the development of each individual’s capabilities, how can we possibly continue to tolerate “fine”?”

 

 

The Story of This 70-year-old Intern May Be The Next Hot Trend in Recruiting

LinkedIn Talent Blog: “Critchlow’s internship at Pfizer is an impressive win. It was an unusual one, too—and something that Pfizer hasn’t yet figured out how to continue in the future. But if you’re interested in spearheading your own senior internship program, Susman has offered a few helpful takeaways.”

 

 

Failed Performance Management: The Fix

The Gallup Blog: “Two forces have disrupted what is traditionally called “performance management” — changing it to something more accurately described as “performance development.””

 

 

4 Tips: How to Cultivate Mindfulness at Work

Achievers: “While mindfulness is a highly personal state of being, to me, it is the feeling of being more aware of myself and what’s happening around me. This takes dedication and a willingness to be fully aware of even the most-minute aspects of my daily life, both at home and at work. It may feel awkward and uncomfortable at first to carry this mindset over into your work life, but with time, mindfulness can give you the tools to handle the ups and downs of office culture. No matter how you achieve it, once you experience the effects of having a mindfulness practice, it can help you to successfully navigate all areas of your life. To get started, here are four areas of focus that will help cultivate a mindfulness practice within the office.”

 

 

 

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: 2017.05.08 – 2017.05.12

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.

 

 

 

No one person can take credit for the success of a motion picture. It’s strictly a team effort. From the time the story is written to the time the final release print comes off the printer, hundreds of people are involved — each one doing a job — each job contributing to the final product. – Walt Disney
No one person can take credit for the success of a motion picture. It’s strictly a team effort. From the time the story is written to the time the final release print comes off the printer, hundreds of people are involved — each one doing a job — each job contributing to the final product.
– Walt Disney

 

 

I had no idea that being your authentic self could make me as rich as I’ve become. If I had, I’d have done it a lot earlier. – Oprah Winfrey
I had no idea that being your authentic self could make me as rich as I’ve become. If I had, I’d have done it a lot earlier.
– Oprah Winfrey

 

 

Eighty percent of success is showing up. – Woody Allen
Eighty percent of success is showing up.
– Woody Allen

 

 

Whatever you can do, or dream you can, begin it. Boldness has genius, power and magic in it. – Johann Wolfgang von Goethe
Whatever you can do, or dream you can, begin it. Boldness has genius, power and magic in it.
– Johann Wolfgang von Goethe

 

 

The two most important days in your life are the day you are born and the day you find out why. – Mark Twain
The two most important days in your life are the day you are born and the day you find out why.
– Mark Twain

 

 

 

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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Agile Engagement: Key Takeaways from the Book

Agile Engagement: How to Drive Lasting Results by Cultivating a Flexible, Responsive, and Collaborative CultureAgile Engagement: How to Drive Lasting Results by Cultivating a Flexible, Responsive, and Collaborative Culture
by Santiago Jaramillo and Todd Richardson was released on December 5, 2016. This book focuses on how businesses can transform culture and engagement in their organizations by applying the proven principles of agile software development to the world of employee engagement.1

Here are some of my key takeaways from the book:

 

Defining Employee Engagement

“But it has also been proven that positive cultures and high levels of employee engagement drive tangible bottom-line benefits. An engaged workforce helps boost profits, increase employee loyalty and tenure, and heighten customer satisfaction.”2

 “We define employee engagement as an employee’s emotional and intellectual connection with an employer, as demonstrated by his or her motivation and commitment to positively impact the company’s vision and goals.”3

“Not surprisingly, countless elements can impact positive or negative employee engagement, but we consider the most potent to be the following: Strategic Alignment. Employees can both verbalize and actualize the core business strategies. Understanding of Success. Employees understand their organizational, departmental, and personal success metrics and tangibly grasp their contribution to the company’s overall success. Clear Communication. Employees trust the company because of coherent and frequent contact, timely feedback, and clear expectations. Workplace Vibe. The overall environment fosters effective work in everything from the physical workspace to interactions between employees. Growth Paths. Employees have the opportunity to grow their skills through new work challenges and positions over time, in both managerial and independent contributor roles.”4

 

 

Defining Workplace Culture

“We define workplace culture as the customs, social expectations, and attitudes formed around work and personal interactions in the work environment.”5

 

 

Happiness Versus Engagement

Ultimately, engagement is about knowing the organization’s purpose and our purpose within it, having the tools to perform at our best, and having passion to contribute to our full potential. It is about maximizing strengths, making meaningful contributions, and feeling valued.”6
Luckily for employers, both meaning and engagement are surprisingly malleable through our habits, interactions with coworkers, and overall perspective (Achor, 2012). Each of these five simple, quick hacks, every day for 21 days, is enough to elicit statistically significant changes. Write down three things for which you are grateful. Write a positive message to someone in your social support network. Meditate at your desk for 2 minutes. Exercise for 10 minutes. Take 2 minutes to reflect on the most meaningful experience of the past 24 hours.”7

 

 

Work Expectations

“As humans, we are naturally drawn to challenging ourselves in the hopes of achieving a sense of progress, accomplishment, and self-worth.”8

 

 

Willingness to Be Wrong and the Humility to Learn

“There are many hazardous side effects of cultures in which people are afraid to voice doubt or dissent. Management consultant Margaret Heffernan expands on one that she dubs willful blindness. In studies of corporations across the United States and Europe, she found that 85 percent of people said there were questions or issues at work they were afraid to raise—they recognize that there is a problem, but they neglect to say anything about it. She found that the numbers remain consistent across countries and demographics, and that under certain circumstances we are all guilty of and prone to being willfully blind (Heffernan, 2014).”9

 

“The real danger in organizations, she poses, is silence, with “all those brains whizzing around full of observations and insight and ideas that are not being articulated” (Heffernan, 2014).”10

 

 

Potential Solutions

“We seem to have reached our brink of information and work overload, and now we are entering an era of “doing less better” rather than “doing more with less.” Instead of continuing to work more, we are learning to improve the work process itself.”11

 

 

The War for Talent

“The World Economic Forum states that talent, not financial capital, is the “key to innovation, competitiveness, and growth in the 21st century” (Jackson, 2015).”12

 

 

HR Leaders

How to get talented people, how to keep them, and how to motivate them to do their best work, not to mention being responsible for a huge portion of workplace costs (70 percent of an average company’s expenses) (The Changing Role of the CHRO).”13

 

 

Engagement Canvas and Emplify Score Overview

“According to Deloitte’s 2015 report (Global Human Capital Trends 2015, 35): A significant 87 percent of organizations worldwide cite culture and engagement as a top business challenge. Only 7 percent rate themselves as “excellent” at measuring, improving, and driving engagement. Only 12 percent rate themselves as “excellent” at effectively driving the desired culture. Only 22 percent of organizations report that they have either a poor program for measuring and improving engagement, or no program at all.”14

 

 

Subcultures Bind People to the Organization

“Although the number 150 gets all the fame, Dunbar actually coined a series of numbers, decreasing from 150 to 50, our close friends; then to 15, our confidants; and finally to our closest support group of 5 (Discreet Hierarchical Organization of Social Group Sizes, 2005). On the flipside, our groups expand from 150 to 500, our acquaintances; and then to 1,500, our limit of people for whom we can put a name to a face.”15

 

 

Intuitions Come First; Reasoning Comes Second

“Before people decide what they think of your message, they decide what they think of you. Trust and cooperation are not instructions; they’re feelings.”16

 

 

What Happens Between Two Brains When They Interact

“When we interact with people, our brains make snap judgments about them. Harvard Business School psychologist Amy Cuddy has found that we primarily gauge two characteristics: how lovable they are (warmth, communion, trustworthiness) and how fearsome they are (competence, strength, agency). With these two dimensions of social judgment, we answer two critical questions: “What are this person’s intentions toward me?” and “Is he or she capable of acting on those intentions?””17

 

 

About These Key Takeaways

Building and maintaining a winning culture and engaged employees takes time. While my key takeaways were highlighted, I invite you to read the book and determine your key takeaways. For instance, the Engagement Canvas was not covered in my recap and I encourage you to learn more about it and potentially join the Engagement Canvas Community.

 

 

1 Jaramillo, Santiago, and Todd Richardson. Agile engagement: how to drive lasting results by cultivating a flexible, responsive, and collaborative culture. Hoboken, NJ: John Wiley & Sons, Inc., 2016. Print., pg. xii.
2 Ibid., pg 3.
3 Ibid., pg 4.
4 Ibid.
5 Ibid., pg 5.
6 Ibid., pg 10.
7 Ibid., pg 11.
8 Ibid., pg 67.
9 Ibid., pg 78.
10 Ibid.
11 Ibid., pg 101.
12 Ibid., pg 113.
13 Ibid., pg 114.
14 Ibid., pg 119.
15 Ibid., pg 200.
16 Ibid., pg 208.
17 Ibid.

 

 

 

Which of the takeaways above resonated with you?  What key takeaways would you have included?

 

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: 2017.05.01 – 2017.05.05

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

The Real Value Behind People Analytics

OfficeVibe: “HR departments are sitting on a treasure chest of data about their employees that they should start utilizing. Analytics can easily become overwhelming, especially if you’re not used to it, we’re here to help. In this post, you’ll see examples from companies using analytics to optimize their people processes, and simple tips for beginners to get started.”

 


 

 

Wall Street Just Exposed Why Employee Engagement Is Such A Joke In Some Companies

Forbes: “Wall Street just let it slip that they don’t think employees are worth very much. And if the ostensible owners of the company don’t value their workers, doesn’t it stand to reason that many executives won’t either?”

 

 

Why Do So Many Managers Avoid Giving Praise?

Harvard Business Review: “Our research suggests that colleagues place a great deal of emphasis on receiving positive feedback – and that it colors their relationship with one another even more than does negative feedback.”

 

 

10 Questions Great Bosses Regularly Ask Their People

Leading With Trust: “Great leaders ask great questions. Too often leaders think they are the smartest person in the room, so they are quick to offer advice, give direction, and share their perspectives on how things should be done. Most leaders do this instinctively, because after all, it’s the type of behavior that caused them to rise through the ranks. But when you become the boss, your role shifts from being the one to make things happen to empowering your team members to get the job done. You can’t do that if you’re always dominating the conversation. You need to draw out the best thinking and performance from your team members, and the way to do that is through asking great questions. If you’re not sure what questions to ask or where to start, give these a try.”

 

 

This Week in Employee Engagement: May 5, 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! What We’re Reading This Week.”

 

 

Engagement Weekly: What’s Most Important?

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look the most important ideas involved in employee engagement. They’ll walk you through the various principles that should always be at the forefront of your mind when you’re engaging your staff.”

 

 

New Leaders Need More Than Onboarding

Harvard Business Review: “Many businesses think they are doing a good job of bringing newly hired executives like Jacobsen into the fold when they actually aren’t. Nearly all large companies are competent at the administrative basics of signing leaders up, but that level of onboarding does little to prevent the problems that can arise when these people start working with new colleagues and grappling with unfamiliar cultural norms and expectations. Companies vary widely when it comes to how much effort they put into integration, with major consequences in terms of time to performance, derailment (through termination or resignation), and talent retention.”

 

 

Only 22% Of Companies Are Getting Good Results From Their Employee Engagement Survey

Forbes: “It’s nice to conduct an employee engagement survey, but is your survey actually delivering the results you want? There’s new research that suggests most surveys are falling far short.”

 

 

GIFs, Gifts, and Games: 4 Ways Companies Welcome New Hires on Day 1

LinkedIn Talent Blog: “Clearly, what you do with new hires in the first few days and weeks impacts not how fast they acclimate and feel like they belong, but also whether or not they stay. Plus, companies that get onboarding right end up with higher employee engagement, better employee retention and have an easier time attracting the talent they want. And, it doesn’t have to be hard. The companies below have come up with fun and unique ways to welcome new employees…”

 

 

30 Emotional Intelligence Training Opportunities Hiding in Your Workday

Bonusly: “Whether an intern or CEO, everyone in their everyday work can improve their emotional intelligence to better manage, influence, and relate to others. And they play important roles in developing EI in others beyond the standard training session. We identified some emotional intelligence training opportunities you’re likely to find hiding in your everyday life at work. Although many of these strategies could be useful for any job function, we organized them into categories to make it quick and easy to find the strategies you’re looking for.”

 

 

 

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: 2017.05.01 – 2017.05.05

Quote marks grayI’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 can never stand still. I must explore and experiment. I am never satisfied with my work. I resent the limitations of my own imagination. – Walt Disney
I can never stand still. I must explore and experiment. I am never satisfied with my work. I resent the limitations of my own imagination.
– Walt Disney

 

 

If someone is going down the wrong road, he doesn’t need motivation to speed him up. What he needs is education to turn him around. – Jim Rohn
If someone is going down the wrong road, he doesn’t need motivation to speed him up. What he needs is education to turn him around.
– Jim Rohn

 

 

I attribute my success to this: I never gave or took any excuse. – Florence Nightingale
I attribute my success to this: I never gave or took any excuse.
– Florence Nightingale

 

 

Life's most persistent and urgent question is: 'What are you doing for others?'" – Dr. Martin Luther King Jr.
Life’s most persistent and urgent question is: ‘What are you doing for others?'”
– Dr. Martin Luther King Jr.

 

 

Every child is an artist. The problem is how to remain an artist once he grows up. – Pablo Picasso
Every child is an artist. The problem is how to remain an artist once he grows up.
– Pablo Picasso

 

 

 

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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May the 4th Be With You!

May the 4th Be With You! Star Wars Day. Employee Engagement Employee Experience

Each year, on May 4th, we celebrate Star Wars Day.  #MayTheFourthBeWithYou  It’s a pun on “May the force be with you.”

 

The Origin Story

ID-100211536 - Newspaper Shows Media Journalism Newspapers And Headlines - Freedigitalphotos dot netThe idea did not come from Lucasfilm, the creator of the movie franchise. It was started by the fans. “One of the earliest known records of “May the 4th” used in popular culture is in 1979.”1 It came in the form of an ad to congratulate Margaret Thatcher on becoming Britain’s first woman prime minister.2

 

The Ongoing Battle

Lightsabers clashingIn the Star Wars saga, there is an ongoing battle between the Dark Side and the Force. The Dark Side, represented by the Emperor and his protégés Darth Maul and Darth Vader, is a command and control regime. It feeds on greed and seeks power over others. The Force is about connectedness, collaboration, mindfulness, peace, and happiness.

While Star Wars may be science fiction, similar stories of this interminable struggle can be found in all types of companies today.

 

Cultivating the Force

Companies and their employees are responsible for cultivating the force.

Companies can cultivate the force by focusing on organizational development projects related to employee experience.  They consider the lifecycle of engagement and look for meaningful ways to improve the employee experience in each of the 7 phases.

 

6 Ways to Better Engage in the Workplace - Employee EngagementEmployees cultivate the force through change management projects related to employee engagement. Specifically, there are 6 ways to better engagement in the workplace. Engagement is a choice.

With which side does your company identify? With which side do YOU identify?

 

Before the credits roll

Before today, the week, the month, quarter, etc. ends, what action will you take to resist the Dark Side? Inaction by a company to focus on the employee experience or the failure of an employee to better engage in the workplace only feeds the Dark Side. Feel the force and take action today to strengthen it within your company and within yourself!

 

Remember, as The Force Awakens, A New Hope will prevail.  Until next time, JEDI (Just Enjoy Discussing It).

 

 

1 “May the 4th.” StarWars.com. Lucasfilm Ltd., n.d. Web. 04 May 2017.
2 Ibid.

Photo credits
May the 4th Be With You: maythe4thblack2_fullpic – maxconnectmarketing.com
Newspaper: ID-100211536 – Newspaper Shows Media Journalism Newspapers And Headlines – Freedigitalphotos.net
Lightsabers: lightsabers-clash-300×169 – spiritualresearchfoundation.org

 

 

What are your thoughts on the Dark Side and the Force as they relate to employee experience and employee engagement?  Are there stories you can share?

 

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