Category Archives: Sr. Leadership

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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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

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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Employee Engagement Intelligence Briefing: 2017.04.24 – 2017.04.28

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

8 Secrets For Building Trust As A Leader

OfficeVibe: “Trust and leadership go hand in hand, however, it doesn’t come with your title. It needs to be earned.” Learn about the importance of trust in the workplace and 8 ways you can build trust as a leader.

 


 

 

How to Be an Inspiring Leader

Harvard Business Review: “To understand what makes a leader inspirational, Bain & Company launched a new research program, starting with a survey of 2,000 people. What we found surprised us. It turns out that inspiration alone is not enough. Just as leaders who deliver only performance may do so at a cost that the organization is unwilling to bear, those who focus only on inspiration may find that they motivate the troops but are undermined by mediocre outcomes. Instead, inspiring leaders are those who use their unique combination of strengths to motivate individuals and teams to take on bold missions – and hold them accountable for results. And they unlock higher performance through empowerment, not command and control. Here are some of our additional findings about how leaders both inspire, and get, great performance.”

 

This 6-Step Prep Process Is the Difference Between a Great Interview and an Ineffective One

LinkedIn Talent Blog: “After eight years in talent acquisition, I’m convinced the interview is the linchpin to making the right hire. The problem is, few recruiters and hiring managers take the time to really prepare. When interviews are unstructured, there’s no surprise that they don’t predict future performance and fit. By outlining what you are really looking for, you’ll be able to avoid biases and assess candidates for the skills and traits they need to do they job well. So to create an interview process that really works, I’ve formulated this step-by-step guide.”

 

 

10 Tips for Modernizing Employee Recognition and Rewards

Globoforce: “The new Gartner report, “Recognition and Rewards Software: What You Need to Know,” is a must read if you want to modernize your organization’s approach to recognition and rewards (R&R). Here are the top 10 key takeaways from the report.”

 

 

This Week in Employee Engagement: April 28, 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: Methods for Engaging Employees

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look primarily at methods and strategies for employee engagement. These articles are trying to answer questions about what works and what doesn’t.”

 

 

5 Signs of Low Employee Engagement

Impraise: “Employee disengagement can be tricky to identify. Sometimes it’s obvious — a staff member stops showing up, arrives late, or frequently leaves early. Other times, disengagement appears in missed deadlines or lackluster performance. Regardless, disconnected employees drain productivity and hurt your bottom line. Below are five telltale signs your employees are disengaged.”

 

 

For Democrats in the Workplace, Engagement Rebounds

Gallup: “We looked at the relationship between political change and the workplace in a different way, by analyzing patterns in Gallup’s ongoing tracking of employee engagement before and after the election. The results show that the percentage of workers whom Gallup classifies as engaged dropped from 34% to 30% among self-identified Democrats immediately following the November 2016 election. The percentage of “not engaged” Democrats increased from 50% to 55% during the same period. “Actively disengaged” Democrat employees remained flat at 15%. While these are small changes on an absolute basis, they are statistically significant and meaningful. In contrast, Republican engagement remained constant during the same time period. Engagement among independents rose slightly, from 30% to 32%.”

 

 

How to Praise Employees

Workforce Software: “This article explains: 1) Why being recognized is such a satisfying, motivating sensation; and 2) How to praise people genuinely, inspiring them in the process.

 

 

12 Recruiting Statistics That Will Change The Way You Hire

OfficeVibe:  Review the infographic and then learn more about the 12 recruiting statistics.

 

 

 

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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Employee Engagement-Related Spotlight Articles of April 2017

In April, our Employee Engagement Briefings highlighted 40 employee engagement-related articles. Here is a recap of the Spotlight Articles of April 2017.

 

 

 


 

 

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.”

 

 


 

 

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.”

 

 


 

 

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.”

 

 


 

 

5 Simple Strategies to Inspire Disengaged Employees

Bonusly: “We all want employees who are engaged, but what does it take to support that engagement, and how do you turn it back around when it starts to wane? The following strategies can be implemented immediately to help achieve high-focused engagement, without launching a massive initiative or a costly campaign.”

 

 


 

 

Fellow Agents, what are your thoughts on this month’s must-read intelligence? What must-reads would you suggest?

 

 

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

Employee Engagement Intelligence Briefing: 2017.04.17 – 2017.04.21

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

5 Simple Strategies to Inspire Disengaged Employees

Bonusly: “We all want employees who are engaged, but what does it take to support that engagement, and how do you turn it back around when it starts to wane? The following strategies can be implemented immediately to help achieve high-focused engagement, without launching a massive initiative or a costly campaign.”

 


 

 

 

Mentor People Who Aren’t Like You

Harvard Business Review: “Leaders tend to coach and mentor their “own,” and here’s the human impulse that drives it: Even those who believe that diversity improves creativity, problem solving, and decision making naturally invest in and advocate for the development of the subordinates who are most like them. They see less experienced versions of themselves in these folks, and so they’re inclined to believe in their potential — they want to nurture it. Of course, this also means that growth and advancement opportunities go disproportionately to those who belong to the demographic or social group that’s already in power. That’s what I’ve often observed in my leadership experience, and research confirms that this happens in organizations.”

 

 

 

Is “Radical Candor” the Key to Being an Awesome Manager?

Tiny Pulse: “[Kim] Scott developed a rubric of four types of manager-employee relationships, one of which is radical candor. The other three quadrants describe less constructive manager-employee interactions.”

 

 

 

Improving Employee Engagement Is Good For Recruiting

ERE Media: “For many enterprises, attracting top talent means offering more competitive pay packages and benefits. But there’s another element to the recruitment process that’s crucial to securing the best new hires: promoting employee engagement initiatives.”

 

 

 

This Week in Employee Engagement: April 21, 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: Team Building and Program Development

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at some examples of the importance of team building, as well as how different people measure employee engagement with different programs.”

 

 

If You Want To Lead Change, Start Thinking Of Your Employees As ‘Work Stakeholders’

Forbes: “If you want people to collaborate on reimagining products and creating new markets, let’s start inviting them to be ‘work stakeholders.’ Let’s stop calling them ‘employees.’”

 

 

 

The Impact of Recruiting on Employee Lifetime Value

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

 

 

 

Trust Your Employees, Not Your Rule Book

Harvard Business Review: “The truly important lesson is one that applies to companies in all sorts of fields. It has to do with the grave shortcomings of an approach to business, culture, and customer service that relies on rules and procedures at the expense of letting flesh-and-blood human beings solve problems and make sound decisions. It’s time for leaders to toss out their rule books and trust their people.”

 

 

10 Challenges That Every First-Time Manager Will Face

OfficeVibe: “It can be tough to adjust to this new role and potentially new environment, the first piece of advice is to understand that it’s normal to be nervous. It’s an exciting new challenge, but there will be struggles, whether you like it or not. The key more than anything is to change your mindset and get into a new way of approaching work.”

 

 

 

 

 

 

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