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.”
Harvard Business Review: “Connection happens when you see past the details of a task to its human consequences. When you feel connected to the moral purpose of your work, you behave differently.”
HR Bartender: “Before we can talk about how to create change, I think the Gallup data raises the question, “Can you recognize when you’re moving the needle?” Seems to me that you won’t be able to figure out how well you’re doing if you don’t know where you started.”
Globoforce: “This may sound like a bridge too far for some companies, so here are three principles that you can use to design something more effective than annual reviews.”
Reflektive: “No matter when your performance review takes place, it’s important to ask good questions to not only share feedback with your employee, but also to receive feedback to improve team dynamics. Here are some tried-and-true questions.”
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!”
LinkedIn Talent Blog: “I decided what mattered was skills,” she told Reid Hoffman. “I was going to go hire the best and the brightest, and people who were going to bring their passion and dedication and work hard. And actual experience in the field or related fields didn’t matter. That opens up a lot of hiring, because then you can just look for skills.”
Link Humans: “We speak to Jon Addison, Lead for Talent Solutions at LinkedIn UK, to learn what their research reveals about candidate experience and how employers can improve. Have a listen (22:05) to the interview [or] keep reading for a summary.”
The People Equation: “The book No Ego offers Wakeman’s take for how to create an environment of accountability for both managers and employees, one that will lead to a focus on achieving business results together.”
DecisionWise: “Autonomy is not about leaving people alone. Employees typically don’t want to be left alone. They want clear directions, rules, and expectations. In other words, hire GOOD people, give them what they need to do their jobs well, and get out of their way. Is autonomy important to you and your job? Here are some real-world employees that find autonomy to be essential in creating true employee engagement.”
15Five: “We recognize that people drive organizations, and without talented employees, a business is little more than just an idea.”
Fellow Agents, what are your thoughts on this intelligence? What do you have to add? What other sources should be consulted? Make entries in the comments log below.
I’m Agent in Engagement Simpson…Gregory F Simpson.
P.S. First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.
Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:
- Veteran Operative Employee Engagement Insights: 09.25 – 2017.09.29
- Employee Engagement-Related Spotlight Articles of September 2017
- The Good Authority: Highlights and Favorite Quotes
- The Art of Being a Manager
- Employee Engagement-Related Spotlight Articles of August 2017
- Agent In Engagement Top 10 Employee Engagement Books – 2017 Edition
- Employee Engagement-Related Spotlight Articles of July 2017