Employee Engagement Intelligence Briefing: 2016.08.22 – 2016.08.26

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

Want To Eliminate The Dreaded Employee Evaluation? The Results Aren’t As Glowing As Expected

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.

 


 

 

 

5 Core Principles to Build Engagement

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.”

 

 

 

18 Signs You’re Not Cut Out for Your Job

Inc.: “Thinking it’s time to quit? Here are a few signs it might be time to move on from your current position.”

 

 

 

Why Employee Well-Being Is Crucial to Driving Engagement

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.”  

 

 

 

Superstar Leadership: 12 Problems that Define a Manager’s Destiny Video (12:35)

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.”

 

 

 

Why Building Better Offices Is Key To Employee Engagement

PSFK: “Interaction Designer and Audio-visual Technologist at ESI Design illustrates the value in creating environments filled with surprise and delight.”

 

 

 

Why ‘middle managers’ are an employer’s most important leaders

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.”

 

 

 

For Employees and Customers, Should the Goal Be Higher Engagement or Higher Experience Value?

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.”

 

 

 

Focus on the Contribution, Not the Hours

Compensation Café: “[C]ultures of contribution can lead to more sustainable competitive advantage.”

 

 

 

6 Tested Techniques for Dramatically Improved One on One Meetings

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.

 

 

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:

 

 

 

Leave a Comment

Filed under Employees, Managers, Sr. Leadership, Videos

Veteran Operative Employee Engagement Insights: 2016.08.22 – 2016.08.26

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.

 

 

 

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:

 

 

 

Leave a Comment

Filed under Quotes

[Book Summary] O Great One!: A Little Story About the Awesome Power of Recognition   

O Great One!: A Little Story About the Awesome Power of Recognition by David Novak and Christa Bourg [Employee Engagement]Billed as “a little story about the awesome power of recognition,”1 O Great One! by David Novak and Christa Bourg is a business fable that reminds us all about what drives us at work…and at home.

 

The story begins at home with a personal need for recognition.  David Novak was about to become a grandfather and was wrestling with what he wanted to be called.  He wanted something different and came up with “OGO,” which stands for “O Great One.”  The name stuck.

 

The story uses the concept of OGO and takes place in a work context.  It begins with the appointment of Jeff Johnson to CEO of his family business. It’s a role that his grandfather and father held at The Happy Face Toy Company. Previously uninterested in being part of the family business, Jeff returns after the sudden death of his father. The Board reluctantly hires him after he tells them that they can fire him if he can’t turn the business around in one year.

 

As Jeff gets to know his leadership team and the company’s remote sites, he discovers the power of recognition may be the key to turning the struggling company around.  He decides to focus all of his efforts on building a culture of recognition with the company. He starts with one of the remote sites and with his direct reports.

 

As the story progresses, he and his team develop 10 Guiding Principles for Inspiring OGOs:

 

“Principle #1: People won’t care about you if you don’t care about them.”2
You have to build trust and demonstrate your respect and appreciation for people before you can expect anything from them.

 

“Principle #2: The best way to show people you care is to listen to them.”3
Don’t just hear what they are saying; listen and engage with them.

 

“Principle #3: A great idea can come from anywhere.”4
Everyone is a potential source of ideas. Be careful not to discount anyone’s contributions.

 

“Principle #4: Recognize great work and great ideas whenever and wherever you see them.”5
Recognition should take place in the moment and be heartfelt.

 

“Principle #5: Make recognition a catalyst for results.”6
Recognize what you want to see more of in your business.  Specifically, recognize those who directly impact your businesses goals and objectives.

 

“Principle #6: Make it fun.”7
Recognition should be fun for everyone, not just the person being recognized.

 

“Principle #7: Make it personal.”8
Putting thought into how you  recognize someone gives it more meaning and makes it more memorable.

 

“Principle #8: Recognition is universal.”9
Everyone wants to be recognized no matter who or where they are.

 

“Principle #9: Giving recognition is a privilege.”10
You have the opportunity to make people feel great about themselves.

 

“Principle #10: Say thank you every chance you get.”11
These two little words are powerful and cost nothing to use.

 

 

These 10 Principles seem to be common sense and yet millions of people are disengaged at work.  Focusing on recognition could be a way to re-engage those people. Start by focusing on one of the Principles above and as it becomes a habit, add another, and another.  While it takes work to form a habit, the results will be worth it.

 

 

 

What are your thoughts on the 10 Principles of Recognition?  Which of them are easy for you and which will require some dedicated focus?

 

 

 

1 Novak, David, and Christa Bourg. O Great One!: A Little Story About the Awesome Power of Recognition. New York, NY: Portfolio, 2016. Print.
2 Ibid., p.209
3 Ibid.
4 Ibid., p.210
5 Ibid.
6 Ibid.
7 Ibid., p.211
8 Ibid.
9 Ibid.
10 Ibid., 212
11 Ibid.

 

 

Disclosure of Material Connection: The links in the post above are “affiliate links.” This means if you click on the link and purchase the item, I will receive an affiliate commission. Regardless, I only reference products or services I use personally and believe will add value to my readers. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

 

 

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:

 

 

 

Leave a Comment

Filed under Book Reviews, Employees, Managers, Sr. Leadership

Employee Engagement Intelligence Briefing: 2016.08.15 – 2016.08.19

Declassified folder - Wikimedia CommonsI’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 Dark Side of High Employee Engagement

Harvard Business Review: “In our view, there are four potential threats that high levels of engagement pose to companies.”

 


 

 

 

Learn How to WorkHuman – Go to Jail!

RecognizeThis!: “Respect is a foundational element of working more human, in any work environment.”

 

 

 

Engagement Weekly: The History of Employee Engagement

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at the history of employee engagement, as well as some ways to know what your employees are thinking, earn their trust, and keep them at your company.”

 

 

 

The Dark Side of Collaboration

Globoforce: “It would be unrealistic to suggest we get rid of teamwork and collaboration in the workplace. But new research suggests that it’s happening disproportionately and could be costing us our best employees.”

 

 

 

How apps are changing the face of employee engagement

The Hindu: “It seems like only yesterday, employee engagement was dead, with all methods done and dusted, and with a lack of ideas or innovation in the area. Apps have helped resurrect the entire gamut of activities surrounding active engagement. I must say that a lot has happened and there is scope to do a lot more in the era of instant gratification.”

 

 

 

Don’t Ever Use the Sandwich Method to Give Feedback Again

Ignite Global: “Although the Sandwich Method is still taught in most new manager training courses it’s widely been proven not to work.”

 

 

 

Cracking The Employee Engagement Code

Inside Indiana Business: “With the right approach, you can course correct and turn job loathers into job lovers. Here are four tips for doing just that.”

 

 

 

5 Ways to Improve Employee Engagement Now

ATD (Blog): “To begin to answer the confounding employee engagement question, I attended Human Capital Institute’s Employee Engagement Conference in Denver, July 19-21. Like hundreds of other attendees, I listened to experts, researchers, and practitioners hoping to gain new insights and best practices to use in employee engagement efforts. I have boiled down hours’ worth of content to five tips to help you boost your employee engagement numbers.”

 

 

 

Redefining employee engagement in the digital era

Financial Express (India): “The emergence of digital ecosystems have brought us to the brink of a revolution that will radically alter every aspect of work today – how it is organized, learnt, performed, owned and even supervised.”

 

 

 

What the Olympics Can Teach Us About Employee Engagement

Martiz Motivation: “It seems all competing athletes have this in common: a sense of purpose.

In the world of employee engagement, “purpose” is an element organizations should also be paying attention to. We can think of purpose as “why we exist.””

 

 

 

 

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:

 

 

 

Leave a Comment

Filed under Employees, Managers, Sr. Leadership

Veteran Operative Employee Engagement Insights: 2016.08.15 – 2016.08.19

quotation-marks - 4 set blockI’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:

 

 

 

Leave a Comment

Filed under Quotes

[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.

Engaging the Hearts and Minds of Your Employees: How to Ignite Passionate Performance for Better Business ResultsBuilding “Passionate Performance” through employee engagement is the premise of Lee J. Cohen’s book, Engaging the Hearts and Minds of Your Employees: How to Ignite Passionate Performance for Better Business Results. To begin, companies must focus on their people.

 

Everyone has needs. Mr. Cohen identifies the six basic needs required to fully engage your employees.  Three of these needs are emotional and the other three are intellectual. “Engaged minds build employee performance, and engaged hearts ignite people’s passion.”1 By engaging the hearts AND minds of employees, they will achieve Passionate Performance.

 

Intellectual Needs

Let’s look at each of the intellectual needs that engage people’s minds: Achievement, Autonomy, Mastery.2

 

Achievement3: We all want to succeed at something. There are two key strategies to fulfill your employees’ need for achievement.

  1. Eliminate barriers to achievement.
  2. Define clear goals. (SMART: specific, measurable, achievable, relevant, and time-bound.)

 

Automony4: We all want to control our work. There are two key strategies to fulfill your employees’ need for autonomy.

  1. Involve employees in improving their work processes.
  2. Set broad yet clear boundaries.

 

Mastery5: People have the need to develop expert skills and/or knowledge. There are two key strategies to fulfill your employees’ need for mastery.

  1. Fit the person to position for “highest and best use.”
  2. Seize teachable moments to coach employees.

 

 

Emotional Needs

To engage people’s hearts you have to focus on their emotional needs: Purpose, Intimacy, Appreciation.6

 

Purpose7: We all want to be part of something bigger than ourselves. Some key strategies to fulfill your employees’ needs for purpose include:

  1. Create a compelling purpose.
  2. Stay focused on activities that directly support your team’s purpose.

 

Intimacy8: Everybody wants to feel like they belong. Some key strategies to fulfill your employees’ need for intimacy include:

  1. Maintain a sense of smallness.
  2. Create rituals and celebrations.

 

Appreciation9: People want to be recognized for their work. Some key strategies to fulfill your employees’ need for appreciation include:

  1. Find opportunities to appreciate employee’s contributions.
  2. Demonstrate a sincere interest in your employees as people.

 

 

Passionate Performance

“To engage the hearts of your employees, you’ll need to fulfill all three of the emotional needs. And the same is true to engage their minds; you’ll need to fulfill all of their intellectual needs.”10 To achieve Passionate Performance, you must engage the hearts and minds of your employees.11

Passionate Performance Flowchart_sm

 

Where do you start? There are five steps you will need to take to ignite Passionate Performance.12

  1. Engaging leaders start with themselves
  2. Assess your leadership skills and identify areas of opportunity
  3. Select one opportunity to work on
  4. Turn the opportunity into a habit by continually focusing on it
  5. Identify a new opportunity and build another habit.

 

 

What actions will you take to engage the hearts and minds of your employees?

 

 

1 Colan, Lee J. Engaging the Hearts and Minds of All Your Employees: How to Ignite Passionate Performance for Better Business Results. New York: McGraw-Hill, 2009. Print. Pg. 15.
2 Ibid, Pg. 16.
3 Ibid, Pgs. 67-68.
4 Ibid, Pgs. 82-83.
5 Ibid, Pgs. 100-101.
6 Ibid, Pg. 16.
7 Ibid, Pgs. 123-124.
8 Ibid, Pg. 139.
9 Ibid, Pg. 152.
10 Ibid, Pg. 14.
11 Ibid, Pg. 15.
12 Ibid, Pgs. 170-172.

 

 

 

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:

 

 

 

Disclosure of Material Connection: The links in the post above are “affiliate links.” This means if you click on the link and purchase the item, I will receive an affiliate commission. Regardless, I only reference products or services I use personally and believe will add value to my readers. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

 

 

Leave a Comment

Filed under Employees, Managers, Sr. Leadership