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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
Introducing the Forecasted Employee Growth model
CultureAmp: “People analytics is a powerful tool that brings quantitative methods, research, and discipline to a field that is far behind in analytical capability. As the industry starts to mature, the metrics we define today determine the focus and trajectory of the future. If you want to truly drive ELTV, you have to break free of the model itself and understand what actually drives it rather than just measuring it. I encourage HR leaders to consider modeling ELTV alongside another metric to measure how much an employee experiences growth, which I call Forecasted Employee Growth (FEG).”
Most City Employees in US Not Engaged
Gallup: “Falling revenues, major demographic shifts and rising citizen demands have become the new normal for city governments across the U.S. If city halls want to deliver on their promises to provide high-quality services, they’ll need to find better ways to make government run more effectively. One big way to do that is to view every city employee as a key contributor to their success.”
‘A more human workplace is key to the future of work’
Silicon Republic: “The workplace is changing, drastically. Eric Mosley, co-founder and CEO of Globoforce, offers some insight into how that change will manifest and what companies need to do to keep up with the future of work.”
Employee Engagement Defined
HR Bartender: “Sometimes I wonder if the reason companies are having so much difficulty with employee engagement is because they are operating with a vague definition. They know it’s important but can’t articulate it. And if organizations can’t define it, how do they know that managers “know it when they see it”? The first step to solving any challenge is being able to agree on the definition.”
The Week in Employee Engagement: May 20, 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: Tackling The Problem From Different Angles
Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at employee engagement from a bunch of different angles. Whether it’s looking at what motivates employees or what’s the boss’s real job is, this week’s writers tackle the issue from a bunch of different perspectives.”
How to Give Feedback that Doesn’t Kill Motivation
HR Daily Advisor: “It’s essential that new and experienced managers alike learn exactly how to give advice that fuels self-motivation, rather than blowing it out. Here are seven tips to keep in mind.
According To Research, Here’s The Single Key To Improving Employee Engagement
Forbes: “When organizations bypass providing feedback to individual managers and supervisors, they hide most of the major variability in engagement that stems from the effectiveness of managers along with issues and concerns in individual work groups.”
How to Foster Talent through a Growth Mindset and Grit
Bonusly: “When organizations focus on inherent talent, employees become pressured to hide their deficiencies and mistakes, leading to worse products and services. Managers become weaker negotiators and worse at noticing changes in performance and coaching their teams. When stuck in a fixed mindset, organizations cannot self-correct. At the opposite extreme, leaders can leverage growth mindset and grit to better develop talent and drive performance. This article outlines what it takes to build a culture of continuous improvement, among other evidence-based practices.”
The Unconventional Guide to Performance Reviews
OfficeVibe: “Kudos to the companies that switched from annual reviews to more frequent check-ins, but it’s not necessary to get rid of them. At a high level, here is how you should use each feedback tool you have. We’ll go into more detail throughout the post.”
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.
You 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:
- Veteran Operative Employee Engagement Insights: 05.15 – 2017.05.19
- Agile Engagement: Key Takeaways from the Book
- May the 4th Be With You!
- Employee Engagement-Related Spotlight Articles of April 2017
- Employee Engagement In the News: It’s No Fairytale
- Employee Engagement-Related Spotlight Articles of March 2017
- In Haiku Poems, Like Employee Engagement, Shared Experience
