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Happy New Year from Agent In Engagement!

Agent In Engagement - Happy New Year - Employee Engagement

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Do You Treat Your Employees Like Dogs?

Dog Eating A TreatIn New York City, many people have dogs as pets. Those dogs come in all shapes and sizes. Personally, I pity the life large dogs must lead in their tiny apartments. Every day, I see dog owners begrudgingly tethering themselves to their dogs in order to take them for walks. Most of what I see isn’t pretty.

 

In most cases, the “walk” has little to do with the dog; It’s all about the owner. Instead of focusing on spending quality time with their dogs, they use the time to play (talk/text/read) on their phones.  And what happens to their dogs?  The dogs sit and wait patiently for their owners or the dogs are subjected to being pulled, or worse, yanked along because their owners are oblivious to what the dogs wants to do.  Some owners restrict their dogs from socializing with other dogs. When they do let them socialize, usually in a dog park setting, the owners abdicate their obligations and assume that the other dogs will entertain theirs.  In reality, the dogs just want their owner’s attention.

 

Witnessing this every day, I find it very sad.  This week, as I started to consider “a dog’s life,” I realized how closely related dog owners are to managers.

 

What you need to know about dog ownership

  1. Dog ownership is not something to be entered into lightly. It takes commitment.
  2. Owners are responsible for the “care” of their dogs.
  3. Owners are the center of a dog’s world. They crave your “attention and presence.”
  4. Owners need to “groom” their dogs to keep them looking nice.
  5. Owners need to “feed” their dogs so that they can grow and develop.
  6. Owners need to “train” their dogs so that they better understand the role they play. Treats help with positive reinforcement!
  7. Owners need to schedule “regular check-ups” to make sure their dogs are healthy.
  8. Owners need to “socialize” their dogs to different people and settings regularly.

 

“Come on <name>, are you finished yet?” 

“<Name>, hurry up!” 

“No, no, no.” 

“Let’s go this way <name>.”

 

On Jeopardy or the Twenty Thousand Dollar Pyramid, these quotes might fall under the category of “Things a Dog Owner Might Say.” Unfortunately, I’ve heard managers say the exact same things to their employees.

 

I’ve spent a lot of time working with managers of all levels. While they had the title of manager, many of them weren’t suited for the role.

 

What you need to know about being a manager

  1. Management, like dog ownership, is not something to be entered into lightly. It takes commitment.
  2. Managers are responsible for the “care” of their employees.
  3. Managers are the center of an employee’s work world. They crave your “attention and presence.”
  4. Managers need to “groom” their employees to bring out the best they have to offer.
  5. Managers need to “feed” employees’ hunger for knowledge to assist in their growth and development.
  6. Managers need to “train” their employees so that they can progress to the next level. “Treats” from verbal and written thank-yous to bonuses should be used for positive reinforcement.
  7. Managers need to schedule “regular check-ups” with their employees to discuss goals and performance.
  8. Managers need to provide opportunities for employees to “socialize” with different people and in different settings regularly.

 

 

Managers shouldn’t “dog” their employees. If they do, your workplace may be no walk in the park for your employees. Take a moment and evaluate how you measure up.

 

 

 

 

Let’s Engage!

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

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Veteran Operative Employee Engagement Insights: 2016.09.05 – 2016.09.09

Set of 4 quotation marks in red and blueI’m Simpson…Gregory F Simpson, Agent In Engagement. Below is a compilation of last week’s employee engagement related wisdom from noted experts. Follow @agtinengagement to stay current with the latest veteran operative employee engagement insights.

 

 

 

I would rather entertain and hope that people learned something than educate people and hope they were entertained. – Walt Disney
I would rather entertain and hope that people learned something than educate people and hope they were entertained.
– Walt Disney

 

 

Nothing in this world can take the place of persistence. – Calvin Coolidge
Nothing in this world can take the place of persistence.
– Calvin Coolidge

 

 

You may not control all the events that happen to you, but you can decide not to be reduced by them. – Maya Angelou
You may not control all the events that happen to you, but you can decide not to be reduced by them.
– Maya Angelou

 

 

Keep your thoughts positive because your thoughts become your words. Keep your words positive because your words become your behavior. Keep your behavior positive because your behavior becomes your habits. Keep your habits positive because your habits become your values. Keep your values positive because your values become your destiny. – Mahatma Gandhi
Keep your thoughts positive because your thoughts become your words. Keep your words positive because your words become your behavior. Keep your behavior positive because your behavior becomes your habits. Keep your habits positive because your habits become your values. Keep your values positive because your values become your destiny.
– Mahatma Gandhi

 

 

I like people who have a sense of individuality. I love expression and anything awkward and imperfect, because that’s natural and that’s real. – Marc Jacobs
I like people who have a sense of individuality. I love expression and anything awkward and imperfect, because that’s natural and that’s real.
– Marc Jacobs

 

 
What are your thoughts on these employee engagement insights? What insights can you share with other Agents? Make entries in the comments log below.

 

 

 

Let’s Engage!

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Employee Engagement Intelligence Briefing: 2016.02.15 – 2016.02.19

Restricted Declassified stamp - pixgood.comI’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

Hacking the Management Model: Q+A with Dr. Gary Hamel (Part 2)

Globoforce: “In Part 2 of our Q&A series with WorkHuman speaker Gary Hamel, we talk about how organizations can overcome their ‘core incompetencies.’”

 


 

 

 

Why Management Training Is Crucial For a Leader’s Success

Tiny Pulse: “Successful managers aren’t only good at what they do. They inspire their employees to reach their full potential, and they make those around them good at what they do too. But managers can’t become the best versions of themselves on their own unless they work on developing their leadership qualities.”

 

 

 

The 8 Dimensions of a Thriving Organizational Culture

Tiny Pulse: “The best organizational cultures aren’t built overnight. Now that you understand the importance of establishing a strong organizational culture, let’s take a look at eight tactics you can employ to make sure your culture is an engaging one.”

 

 

 

Engagement Weekly: Why Company-Wide Engagement is Key

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look into the importance of onboarding, how successful CEOs create engaging work environments and how big corporations like Yahoo! suffer from the employee engagement epidemic.”

 

 

 

A Look Back at Effecting Employee Engagement with Goals

Clear Company: “Today we tackle how to create better engagement with your employees by using goals in your organization.”

 

 

 

Top tips to keep hold of your most talented employees

Cambridge Network (UK): “If you’ve worked hard to attract and recruit talented employees, you will need to put in even more work to keep them. While employees will choose to move on for many different reasons, some of which you can’t control, Pure Resourcing has compiled ten top tips on what can be done to help retain valuable members of staff.”

 

 

 

To Be an Authentic Leader, Practice Every Day

Harvard Business Review: “What is authentic leadership? It is a question we are hearing more frequently from participants in our Disney Institute training courses. As today’s organizations and customers place more and more emphasis on transparency, being truly authentic is a real must for all leaders.”

 

 

 

Employee Engagement Relies on This Simple Equation

TeleTech: “We live in an age where ‘trust’ can be strengthened or eliminated very quickly.”

 

 

 

Employee Engagement NRF Infographic

Kronos International: “How retail associates feel about their workplace is more critical than ever to sales, brand image, and customer satisfaction. That’s why retailers who want to stay competitive and relevant to shoppers are using workforce management technology to engage their employees for success.”

 

 

 

“Now wash your hands”: Three ways to look at employee engagement

PersonnelToday.com: “We can really over-engineer things in HR. The jargon, the models of engagement, the diagnostics. Are we creating a veneer of complexity to make ourselves believe we are actually changing things? Lucy Adams presents three simple ways to look at employee engagement.”

 

 

 

What’s the Bottom Line on Employee Engagement?

CMSWire: A discussion of Redwood City, Calif-based Glint and its employee engagement software.

 

 

 

Behind-the-Scenes Look at Twitter’s Employee Onboarding Process

Tiny Pulse: “Today, we turn our attention to Twitter and how the social company approaches onboarding (or at least used to recently).”

 

 

 

20 Things Truly Great Bosses Do Every Day

Inc.: “Think about the best boss you’ve ever known. Here are 20 things I’ll bet he or she never stopped doing.”

 

 

 

Everything You Know About Employee Retention Is Wrong

Tiny Pulse: “As more jobs are being created, employees will be tempted to seek better opportunities. So in order to hold on to your top workers, you’ll need to start strengthening your retention strategies and find ways to improve the work environment. To kick things off for you, we’re debunking nine myths about employee retention.”

 

 

 

Explore the Inner Workings of the Employee Mind

1to1 Media: “1to1 Media, in partnership with SurveyMonkey, polled 511 U.S. consumers to understand how motivation, productivity, and praise impact job satisfaction.” “Here’s what we learned about the current state of employee engagement.”

 

 

 

Don’t bury employee engagement in an HR suite, says Workstride CEO

Diginomica: “Much of the sex appeal in the HR software space is about the “cloud HCM suite.” But Workstride CEO Jim Hemmer has a problem with that. Understandably so – his company specializes in a narrower HR area: employee engagement through recognition and incentives. Hemmer believes that employee engagement is far too important to be an afterthought in a product suite.”

 

 

 

7 Simple Ways to Make Your Coworkers Happy

Tiny Pulse: “If you’re worried that some of your coworkers might not have the best opinion of you, consider making use of these seven tactics:”

 

 

 

A Quiet Revolution in Employee Engagement

Oracle (UK): “Clearly, it’s never been more important to hold on to valued employees, and most businesses will talk about the efforts they make to keep staff happy, productive and engaged. That’s certainly a laudable goal, but recent Oracle research into the state of employee engagement across Western Europe reveals a worrying disconnect between businesses’ ambition to engage workers and their ability to do so.”

 

 

 

Managing Change through Employee Engagement

Avatar Solutions: “These aspects of change often hold true no matter the scale of the change. I was reminded of this recently as my favorite coffee purveyor swapped their outdated electronic payment system for new technology. The change was ostensibly intended to increase security for customers and efficiency of transactions. A win-win for the retailers, their staff, and loyal customers alike. Yet the switch has not come without its challenges.”

 

 

 

How Employee Engagement Helped All MillerCoors Major Breweries Go Landfill-Free

Sustainable Brands: “The Fort Worth Brewery in Texas was the final of its eight sites to reach the milestone, after the facility engaged a ‘Sustainability Employee Council’ that focused on changing employee behaviors and making recycling easier and more accessible.”

 

 

 

 

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 and “The Customer Rules”

The Customer Rules: The 39 Essential Rules for Delivering Sensational Service by Lee Cockerell In the previous post, Employee Engagement and “Creating Magic,” I discussed Lee Cockerell’s book, Creating Magic: 10 Common Sense Leadership Strategies from a Life at Disney.  Mr. Cockerell is a former Executive Vice President, Operations, Walt Disney World Resort and in this book he conveys the most important leadership lessons he learned during his sixteen years at Disney and prior tenure at Hilton and Marriott.

 

I discovered that Mr. Cockerell had written a second book entitled, The Customer Rules: The 39 Essential Rules for Delivering Sensational Service to target not only leaders but everyone directly involved in customer service. Below are the 5 Rules that most resonated with me in relation to their applicability to employee engagement.

 

1.  Rule #1: Customer Service is not a Department

“[Customer service] is a personal responsibility.”1 “It’s the responsibility of everyone in the organization, from the CEO to the newest and lowest-ranking frontline employee.”2 Like customer service, employee engagement is everyone’s responsibility. At a minimum, you are responsible for your own engagement.

 

2.  Rule #4: Don’t Get Bored with the Basics

“In business, the seemingly small things are easy to overlook, but they can set your company apart from the competition and in turn increase your sales, your repeat business, and your bottom line.”3 Employee engagement has its own basics. Employees want to work with a manager and teammates that care about them. They want to hear “Thank you” and “What do you think?”  Employees want feedback and communications in a timely manner.  And finally, they want development opportunities.

 

3.  Rule #13: Expect More to Get More

“That attitude of high expectation should be present everywhere in the organization. Top executives should expect more from their management, and management should expect more from staff. In turn, the staff should expect more from their managers, and managers should expect more from the big brass. Most important, everyone should expect more from themselves.”4 To improve employee engagement, employees should expect more from themselves and every other person in the company. Setting clear expectations will allow everyone to be accountable to the same standard.

 

4.  Rule # 15: Be Like a Bee

““I’m like a little bee that flits from flower to flower, taking a little pollen here and a little pollen there, and I build up all the honey in the honeycomb.” He [Walt Disney] meant that he buzzed around the Disney facilities, pollinating the imagination of every employee to help them become more creative and more productive.”5 Everyone has the ability and responsibility to pollinate employee engagement.

 

5.  Rule #17: Listen Up

“Great listening means paying attention to not only what people say, but also to what they don’t say and to what they’re trying to say but can’t articulate.”6 Listening is also a key component of employee engagement. Listen to what your employees or coworkers are saying, not saying, or trying to say.

 

Bonus: Rule #22: Always Be the Giving One

“Some studies have found that people who engage in service work, such as helping the needy, are healthier, feel happier, and live longer. Research also shows that serving others improves mood, increases like satisfaction, lowers stress, and strengthens the immune response.”7 Employee engagement requires a constant state of giving. Giving your time, showing compassion, and connecting people are a few examples.

 

What are your top 5 of the 39 Essential Rules for Delivering Sensational Service? With which of The Customer Rules above do you resonate?

 

1 Cockerell, Lee. The Customer Rules: The 39 Essential Rules for Delivering Sensational Service. 1st ed. New York: Crown Business, 2013. 1. Print.
2 ibid.
3 ibid., 13-14.
4 ibid., 34.
5 ibid., 69.
6 ibid., 83.
7 ibid., 108.

 

 

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.

 

I'm Simpson....Gregory F Simpson, Agent in EngagementYou 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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Key Learnings from The Alliance: Managing Talent in the Networked Age

In The Alliance: Managing Talent in the Networked Age, the authors, three prominent Silicon Valley entrepreneurs, propose a new employment model. Those authors are Reid Hoffman, the Executive Chairman and cofounder of LinkedIn Corporation1; Ben Casnocha, an award-winning entrepreneur as well as an author and speaker on talent management and innovation2; and Chris Yeh, an entrepreneur and avid blogger whose mission is “to help interesting people do interesting things.”3 It is their work with and as part of startup companies that led them to write the book.

 

The Current State

The current employee-employer relationship is no longer viable. Companies no longer offer lifetime employment. Employees are seen as expendable and layoffs are seen as a way to improve the company’s bottom line. From an employee standpoint, there is little loyalty toward employers. When a better offer comes along, the employee can leave the company and take his talents elsewhere. It is a sad state in which neither employee nor employer benefits.

 

What is the Alliance?

The Alliance is “a new employment framework that facilitates mutual trust, mutual investment, and mutual benefit. An ideal framework encourages employees to develop their personal networks and act entrepreneurially without becoming mercenary job-hoppers. It allows companies to be dynamic and demanding but discourages them from treating employees like disposable assets.”4

 

How do you form an Alliance?

The Alliance is based on ‘tours of duty.’ “A tour of duty is an ethical commitment by employer and employee to a specific mission.”5 These tours have specific timeframes and cover how the employer and employee will benefit from working together.

 

Types of Tours

There are three types of tours: Rotational, Transformational, and Foundational.

“A Rotational tour isn’t personalized to the employee and tends to be highly interchangeable–it’s easy to swap an employee in to or out of a predefined role.”6 It mostly used with entry-level employees and lasts for a specific period of time. “The purpose…is to allow both parties to assess the potential long-term fit between employer and employee.”7

A Transformational tour focuses on the completion of a specific mission. Lasting from two to five years, this tour is personalized allowing each party to negotiate the benefits they expect to receive. For the company that will translate into a business objective being achieved.  For the employee, it involves the opportunity to gain career experience, knowledge, and the ability to grow their network of contacts within and outside of the company.8

A Foundational tour occurs when there is “exceptional alignment of employer and employee.”9 “[T]he employee sees working at the company as his last job, and the company wants the employee to stay until he retires.”10

The type of tour depends on the needs of both the employee and the employer. “Rotational tours provide scalability by helping companies hire large numbers of employees into stable, well-understood roles.”11Transformational tours provide adaptability by helping companies bring in the specific skills and experiences required.”12Foundational tours provide continuity by helping companies retain employees who focus on the longterm.”13

 

Steps to Build Alignment

  1. Establish and disseminate the Company’s core mission and values.14
  2. Learn each individual employee’s core aspirations and values.15
  3. Work together to align employee, manager, and Company.16

 

Implementation of Transformational Tours

  1. Start the conversation and define the mission.17 What is the objective and how will both parties benefit?
  2. Set up a system of regular checkpoints for both sides to exchange feedback with each other.18
  3. Before a tour of duty draws to a close, begin defining the next tour of duty.19 Keep in mind that the next tour could be with a different company should either party not wish to pursue a another tour.
  4. Managing the unexpected: When a there’s a change in the middle of a tour.20 There are many reasons why a mid-tour change may occur.  If one party breaks the alliance, there must be consequences to that party.  If a new manager takes over, the parties must review the current tour objectives and mutually agree to any proposed changes. When performance is an issue, take a long-term view. And, if the employee wishes to move to a new role within the company, the employee is responsible for an orderly transition.21

 

Strengthening the Alliance

The last sections of the book discuss ways companies can strengthen their alliances.

Employee Networking Intelligence generates hidden data, serendipity, and opportunity.22 Employees should be encouraged to reach out to and grow their networks for the benefit of the company.

Corporate Alumni Networks are important. “Lifetime employment may be over, but a lifetime relationship remains the ideal.”23 Companies should invest in alumni groups as an opportunity to find talented people and gather useful intelligence. These networks can also be a source of customer referrals and provide the company with potential brand ambassadors.24

 

The Alliance offers a new employment model. The startups in Silicon Valley have proven its viability to engage and retain employees while simultaneously achieving their business objectives.

 

What are your thoughts on The Alliance? Let’s talk about them in the comments below!

 

 

1 Hoffman, Reid, Ben Casnocha, and Chris Yeh. The Alliance: Managing Talent in the Networked Age. No ed. Harvard Business Review, 2014. 191. Print.
2 ibid., pgs. 191-192.
3 ibid., pgs. 192.
4 ibid., p. 7.
5 ibid., p. 23.
6 ibid., p. 28.
7 ibid., p. 29.
8  ibid., pgs. 30-31.
9  ibid., p. 33.
10 ibid., p. 33.
11 ibid., p. 38.
12 ibid., pgs. 38-39.
13 ibid., p. 39.
 14 ibid., p. 61.
15 ibid., p. 64.
16 ibid., p. 66.
17  ibid., p.76.
18 ibid., p. 80.
19  ibid., p. 81.
20 ibid., p. 85.
21 ibid., pgs. 86-89.
22 ibid., p. 102.
23 ibid., p. 127.
24 ibid., pgs. 132-136.

 

 

P.S. First time here? Welcome to the Agent In Engagement site. Thanks for taking the time to stop by! I hope you’ll explore the rest of the site.Let me know what employee engagement topics interest you.

Other recent Agent in Engagement articles by Gregory F Simpson:

 

Let’s Engage!

I’m Agent in Engagement Simpson…Gregory F Simpson.

I’m excited about this opportunity to connect with fellow “Agents.” Subscribe to the RSS Feed to receive the latest updates and/or register  to comment on posts.

 

GFS site photoYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Learn more about me at www.gregoryfsimpson.com.

 

 

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