Employee Engagement Intelligence Briefing: 2017.04.10 – 2017.04.14

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.”




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.”





There are different levels of employee engagement

Gulf News (UAE): “To drive business outcomes, employees need to be happy with the entire work experience.”



3 Unexpected Principles That Help LinkedIn’s Head of HR Be a Better Leader

LinkedIn Pulse: “While there’s not a single path for everyone, if you want to be a successful leader in HR, learning what worked for Pat is a great place to start.”



This Week in Employee Engagement: April 14, 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: Back to Basics

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look the fundamentals. They’re going back to the basics that we oftentimes forget and need to relearn from time to time.”



How Moments of Truth Impact Trust and The Employee Experience

DecisionWise: “What’s essential for leaders at all levels to understand is that MOTs are never neutral. They always have an impact. In fact, a MOT always has one of three effects.”



The Right Culture: Not About Employee Happiness

Gallup: “Organizations have more success with engagement and improve business performance when they treat employees as stakeholders of their own future and the company’s future. This means focusing on concrete performance management activities, such as clarifying work expectations, getting people what they need to do their work, providing development and promoting positive coworker relationships.”


Wired for survival: Uncovering the brain’s influence on employee engagement

McKnight’s Long Term Care News: “Why does it matter how our brains are wired? Because when it comes right down to it, engagement is an emotional experience that is heightened when we feel rewarded and diminished when we feel threatened. When threat responses are on high alert, employees’ cognitive resources are narrowed to focus on the perceived threat, which means they are ultimately operating in a way that is using far less of their full potential.”



Why Your Best Talent is Leaving and Four Ways to Win Them Back

Boss Magazine: “These four simple steps will put you and your employees on a far better road to creating a highly engaged workforce.”




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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