Category Archives: Book Reviews

Employee Engagement Intelligence Briefing: 2017.07.31 – 2017.08.04

DECLASSIFIED - 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

Simple, Rewarding Employee Experiences for Heightened Enterprise Profitability: An Introduction to Design Thinking in HR

CakeHR: “From the purpose and effectiveness of Design Thinking in HR to how businesses can go about embracing this concept, here’s an in-depth look at the revolution that is prioritizing human experiences for business profitability.”

 


 

 

12 Lessons From a Personal Journey Through Engagement and Burnout

David Zinger: “From confession to commitment – engagement to burnout and back again.”

 

 

What’s the Difference Between Employee Engagement and Experience?

Inc.: “Are engagement and employee experience are at odds with each other, or has experience just replaced engagement?”

 

 

Leveraging design thinking for enhancing employee engagement

People Matters: “Design thinking is a method for creative resolution of problems Read on to know how to apply the same for employee engagement.”

 

 

This Week in Employee Engagement: August 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!”

 

 

Engagement Weekly: Leadership Matters

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at some examples of how leadership affects engagement for better or worse.”

 

 

How Double-Clicking Can Make You a Better Leader (Video 3:34)

Marshall Goldsmith: “Recently, I interviewed highly respected Conversational Intelligence®, We-centric Leadership, Neuro-Innovation expert and Marshall Goldsmith 100 Coach winner, Judith Glaser. We talked about many different leadership topics relating to conversational intelligence, including Judith’s leadership tool called the Double-Click. Below is a short excerpt from our interview about this wonderful tool that will help any leader or team become more successful!

 

 

The Recognition Science Denier

Globoforce: “Do you work with a Recognition Science Denier? Are you yourself a secret (or not-so-secret) Denier? This is the first in a series of blog posts to share more about our data journey with customers, and hopefully help you turn the Deniers into Believers.”

 

 

Deloitte’s Radical Attempt to Reframe Diversity

Harvard Business Review: “Deloitte’s new approach to diversity and inclusion is making waves in the HR community. Learn why they chose to eliminate their women’s network and other affinity groups.”

 

 

7 Effective Ways To Deal With Low Employee Morale

OfficeVibe: “When employee morale is low, it can have a hugely negative effect on the culture, decrease collaboration between teams, affect the way customers are treated, and so much more.”

 

 

 

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 Book Reviews, Employees, Managers, Sr. Leadership, Videos

Employee Engagement Intelligence Briefing: 2017.06.19 – 2017.06.23

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

How Managers Drive Results and Employee Engagement at the Same Time

Harvard Business Review: “To understand how some leaders are able to perform both capabilities well, we compared the results for the group in the top quartile of both skills to all other leaders in the data set. We analyzed 40 behaviors and performed a statistical test (t-test) contrasting both group’s results. By analyzing the items showing the most significant differences, we performed a factor analysis and identified six clustered groups. These appear to be the behaviors that enable that 13% of leaders to consistently use both sets of leadership skills. We labeled these clusters “behavioral bridges,” because the evidence suggests they enable leaders to simultaneously drive for results and practice good interpersonal skills. Obviously, these outcomes single out leaders as possessing six powerful skills that allow them to perform at a much higher level than those who lack these traits.”

 


 

 

5-Point Checklist for Effective Employee Onboarding

TinyPulse: “In this post, you’ll learn everything there is to know about onboarding, including: a) Why companies are struggling with onboarding; b) What employee onboarding is; (c) How onboarding and ROI are linked; (d) What the benefits of effective employee onboarding are; (e) How you can use a checklist to achieve better onboarding; (f) What you shouldn’t do during onboarding; (g) How some companies uniquely approach onboarding; (h) How socialization plays a big role in effective onboarding; (i) How mentors can help enact successful onboarding; and (j) How you can determine whether you’ve met your onboarding goals.”

 

 

3 Workplace Habits of Happy and Engaged Employees, According to Research

Inc.: “This soon to be released book by Harvard Business School reveals the secret to happiness at work.”

 

 

How to Kill Happiness at Work – Part 2

Globoforce: “At the end of the day, it doesn’t matter which values you say your company lives by if your people managers aren’t living and breathing those values and modeling them for their teams. Companies are beginning to realize this, which is why the new role of manager as coach is one of the top six megatrends changing the face of HR and business. There’s a real shift in focus from command and control to inspire and empower.”

 

 

This Week in Employee Engagement: June 23, 2017

Maritz Motivations 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: A Cornucopia of Ideas

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at why employee engagement is helpful and why it’s a better motivator than fear. They also give a bunch of engagement ideas to managers looking to help out their teams.”

 

 

Why Millennials Quit: Understanding A New Workforce

Digitalist Magazine: “Unfortunately for the workforce, [Millennials are] also the generation most likely to quit. Let’s examine a new report that sheds some light on exactly why that is—and what you can do to keep millennial employees working for you longer.”

 

 

Why You Should Invest In Servant Leadership – An Interview With Marcel Schwantes

15Five: “Over the past several months, my eyes have been caught by informative articles on leadership and productivity from the same author. I found an Inc. column so valuable that I asked if I could interview the author for our blog. Fortunately, he agreed to answer several questions about leadership, employee engagement, and organizational health. Marcel Schwantes is principal and founder of Leadership From the Core, a leading provider of servant-leadership training and coaching designed to create healthy, engaged, and profitable work cultures. He is an entrepreneur, executive coach, speaker, columnist, and a servant-leadership evangelist.”

 

 

How to Make an Open Office Floor Plan Work

Gallup: “Based on Gallup’s recent State of the American Workplace report, here are three key concepts to keep in mind for any workplace plan”

 

 

4 Ways to Contain HR Costs Without Impacting the Employee Experience

Entrepreneur: “Let’s face it: The cost of creating positive employee experiences quickly builds up and is often overwhelming — especially for small businesses. But, with the right tools and resources, many companies are able to balance cost and employee experience.”

 

 

 

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 Book Reviews, Conferences, Employees, Infographic, Managers, Onboarding, Recruiting, Sr. Leadership

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

There is No “Good Enough” Anymore

The Difference: When Good Enough Isn't Enough by Subir Chowdhury - employee engagement

I recently read The Difference: When Good Enough Isn’t Enough1 by Subir Chowdhury. It resonated with me given his focus on creating a caring mindset.  In the context of employee engagement, I’m providing some highlights of the book so you’ll have the tools you need to create a caring mindset.

 

 

 

Introduction

“This book is aimed at overcoming a fallacy that too many of us, in today’s hectic, demanding times, have succumbed to – that good enough is good enough. What I have found, in my decades of work with many of the top leaders in business, is that we have to do better than good enough. We have to strive for excellence. And that process and way of thinking all begins with developing a caring mindset.”2

 

A Caring Mindset

Where a caring mindset prevails, the truth is valued, people strive to understand one another, concessions are resisted in favor of seeking the best possible results or outcome, and people recognize that quality is everyone’s business.”3

“We are suffering an epidemic of dissatisfaction with our organizations and the institutions that we rely on. This epidemic is driven by a nationwide mindset of indifference.”4

“Where an indifferent mindset prevails, truth is elusive. People no longer strive to understand one another’s point of view. Concessions are accepted because they are easier to deal with than seeking the best possible result. Blaming others is the norm, and people are satisfied with a good-enough result rather than exceptional results.”5

“There are four facets of the caring mindset – what I sum up as the difference.”6 It is a list that gives us a useful and memorable acronym: STAR.”7

 

S: Being Straightforward

“As adults, adopting a caring mindset is a life choice we make. It requires honesty, openness, candor and straightforwardness in every conversation and interaction we have – with colleagues, bosses, and customers, with friends and family.”8

People tend to act less straightforward out of either greed, fear, or pride.”9

  • Greed: “Personal fulfillment is not about achieving financial wealth alone; it is about self-respect and personal integrity.”10
  • Fear: “Openness and transparency decrease exponentially. We hide the truth or fake our emotions.”11
  • Pride: “Ego.” “Too often senior leaders don’t acknowledge their problems. And when they do, they hide them.”12

 

T: Being Thoughtful

Being thoughtful is a two-step process. The first step involves listening: at work, to your customers and your employees; at home, to your spouse and to your children; in your personal life, to your doctor, elders, trusted friends, or experts.”13

Listening to others purposefully involves not just hearing what they have to say, but trying to put yourself in their shoes. It involves empathy and understanding.”14

“Empathy requires that your attempt to identify with the feelings, thoughts, or attitudes of another person.” “There are four aspects to empathy.” 15

  • Understanding16
  • “We must make sure that everything in our lives is not about me; it must be about someone else.”17
  • “Each of us is but a very tiny speck in the universe”18
  • “Kindness is an action. It is the doing part of empathy.”19

A: Being Accountable

“I use the term being accountable to mean accepting responsibility for one’s actions or inaction, in matters for which you are obligated or answerable.”20

There are five factors involved in being accountable: (1) being aware that something needs to be done, (2) taking personal responsibility for it, (3) making a choice or decision to act, (4) thinking deeply about the potential consequences of that choice, and (5) setting high expectations.”21

R: Having Resolve

“Resolve means having the passion, determination, and perseverance to find a solution to a problem or improve a situation. To me resolve requires humility and a willingness to change.”22

 

 

Summary

“Practicing a caring mindset is first and foremost about selflessness, about making a difference for others.” 131 “The STAR system is not a step-by-step process. You don’t need to embrace, practice, and develop the four aspects of a caring mindset in any particular order. But you do need to practice and incorporate them all to create a caring mindset.”23

 

 

 

In what ways can you be more straightforward, thoughtful, accountable, and resolute?  What are your thoughts on Subir Chowdhury’s STAR system?

 

 

1 Chowdhury, Subir. The Difference: When Good Enough Isn’t Enough. 1st ed. New York: Crown Business, 2017. Print.
2 Ibid., p. 12.
3 Ibid., p. 34
4 Ibid., p. 36
5 Ibid., p. 34
6 Ibid., p. 36
7 Ibid., p. 37
8 Ibid., p. 47
9 Ibid., p. 50
10 Ibid., p. 51
11 Ibid.
12 Ibid., p. 53
13 Ibid., p. 64
14 Ibid., p. 65
15 Ibid., p. 72
16 Ibid
17 Ibid., p. 74
18 Ibid., p. 76
19 Ibid., p. 79
20 Ibid., p. 81
21 Ibid., p. 83
22 Ibid., pgs. 102-103
23 Ibid., pgs. 130-131

 

 

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 Book Reviews, Employees, Managers, Sr. Leadership

2016: A Year In Review – Demonstrating Engagement Through an Infographic

Agent in Engagement Banner with 4 TargetsHow do you demonstrate your engagement? Engagement isn’t the sole responsibility of the company for which you work. You, as an individual, have a responsibility as well.

 

When I considered this, I came up with a plan to start tracking my professional and personal development activities outside of the workplace.

 

Measurement is the first step that leads to control and eventually to improvement. If you can’t measure something, you can’t understand it. If you can’t understand it, you can’t control it. If you can’t control it, you can’t improve it.

– H. James Harrington

 

 

After reviewing the information I collected, I decided to create an infographic or “a visual image such as a chart or diagram used to represent information or data.”1 The result was a means to illustrate the professional and personal development activities in which I engaged throughout the year. I began creating these annual infographics in 2013. If you are interested in doing the same, you can learn about the process I used by reading Continuing to Engage Through the Infographic.

 

Today, I’m releasing my fourth infographic: Gregory F Simpson – Agent In Engagement 2016: A Year In Review [Infographic]

Click here for the 2013 – 2016 infographics in pdf format:
Agent In Engagement 2013: A Year In Review [Infographic]
Agent In Engagement 2014: A Year In Review [Infographic]
Agent In Engagement 2015: A Year In Review [Infographic]
Agent In Engagement 2016: A Year In Review [Infographic]

 

What do think about my 2016 infographic? Given the number of activities and accomplishments I recorded, I was forced to prioritize the items to include. For example, I attended 40+ hours of webinars and 200+ hours of classes/lectures on professional development topics yet was not able to include that as a section given the limited space available.

 

Don’t wish it was easier, wish you were better. Don’t wish for less problems, wish for more skills. Don’t wish for less challenges, wish for more wisdom. The major value in life is not what you get. The major value in life is what you become. Success is not to be pursued; it is to be attracted by the person you become.

– Jim Rohn

 

I find this exercise very enlightening because it allows me to get an overview of how I spend my time. I can evaluate my success in achieving the goals I set for myself in 2016 as well as better focus on what I need to accomplish in 2017.

 

 

What do you think about using an infographic to tell your story? What do you do in terms of professional and personal development?

 

 

1 “infographic.” OxfordDictionaries.com. Oxford, 2014. Web. 26 Feb. 2014.

 

 

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 Book Reviews, Conferences, Employees, Infographic, Managers, Sr. Leadership

Employee Engagement Intelligence Briefing: 2017.02.13 – 2017.02.17

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

How to Recognize Quiet Leaders: Susan Cain Q+A (Part 1)

Globoforce: “To learn more about developing introverted leaders, we talked to the expert – author and WorkHuman speaker Susan Cain. In part one of our Q&A, we talk about what it means to be an introvert, the qualities that make introverts exceptional leaders, and the best ways to recognize and reward the introverts on your team.”

 


 

 

 

How to Hire the Right Person

New York Times: “Over the course of speaking with almost 500 leaders for my weekly “Corner Office” series, I’ve asked every one of them, “How do you hire?” Their answers are always insightful because after years of interviewing countless job candidates, they’ve learned the best approaches to help them get right to the core of who a candidate is and how he or she will work with a team. Learn the strategies these chief executives have developed through trial and error to help you go beyond the polished résumés, pre-screened references and scripted answers, to hire more creative and effective members for your team. And if you’re on the other side of the job hunt, you can gain insight on what your interviewer is really looking for in a candidate.”

 

 

 

Cost-Effective Strategies for Better Engaging Your Middle Market Employees: An Interview with Author and Employee Engagement Expert Francesca Gino

National Center for the Middle Market: “The NCMM spoke with Gino recently about cost-effective strategies middle market companies can use to better engage their workforce.  What follows is an edited transcript of our discussion. To hear the full conversation, you can listen to our “Expert Perspectives” podcast embedded at the end of this interview.”

 

 

Engagement Weekly: What Happened to Employee Engagement?

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at how employee engagement could be on the decline, and some ways in which we can stop that from happening.”

 

 

 

Four Telltale Signs Of A Disconnected Organization

Digitalist Magazine: “Most leaders appreciate the importance of leadership, culture, and engagement within their organizations. While they may not consciously think about the impact on individuals from a human perspective, managers sense these concepts are critical to healthy organizational performance. However, these three areas are often addressed individually, as if one doesn’t interact with the others. This leads to a disconnected organization.”

 

 

 

Simple Steps To Improving Employee Engagement

Get Hppy: “But how does one create a more engaged workforce? That is the, sometimes, million dollar question, and the very question we hope to answer for you.”

 

 

 

A Psychologist Finally Explains Why You Hate Teamwork So Much

Fast Company: “It’s partly your personality, and partly the role that you’re trying to shoehorn it into.”

 

 

 

Being Engaged at Work Is Not the Same as Being Productive

Harvard Business Review: “While many studies suggest that increased employee engagement leads to improved business results in aggregate, a deeper look at the data suggests that this may not always be true at an individual level.”

 

 

 

How to Help Recognition Stick with Collaborative Tools

Bonusly: “In this age of the empowered employee, it’s important for companies to create and nurture a culture of recognition that inspires employees to devote their time, skills, and brain power to help an organization succeed. It’s a two-way street where employees and leaders need to keep an open dialog around expected behaviors and results. That’s why many companies are turning to modern recognition platforms to adapt to this trend. But is it enough to simply implement and launch a platform without integrating it into the broader digital culture of the organization?”

 

 

 

‘People Analytics’ Can Save You From Costly H.R. Mistakes

Entrepreneur: “Here are five of those mistakes, just to start. Interested yet?”

 

 

 

 

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 Book Reviews, Employees, Managers, Social Media