Employee Engagement Intelligence Briefing: 2017.07.17 – 2017.07.21

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

Stop Using the Excuse ‘Organizational Change Is Hard’

Harvard Business Review: “During nearly every discussion about organizational change, someone makes the obvious assertion that “change is hard.” On the surface, this is true: change requires effort. But the problem with this attitude, which permeates all levels of our organizations, is that it equates “hard” with “failure,” and, by doing so, it hobbles our change initiatives, which have higher success rates than we lead ourselves to believe.”

 


 

 

 

We Talk Leadership And Vulnerability With A Powerhouse

OfficeVibe: “We met with Caroline Losson, the current VP Marketing for Keurig – previously the VP Marketing for Natrel, Marketing Director for Molson Coors, and Coca Cola. The seasoned executive sheds some light on the right time for micromanagement, the truth about work-life balance, and what it’s like being a female executive in today’s workforce. Most of all – why companies today need to put their people first.”

 

 

Answers to Your Top 5 Recognition Questions

Globoforce: “As a follow-up to WorkHuman 2017, we hosted a webinar a few weeks ago around 5 Tips for Launching a Social Recognition Program. Derek Irvine, vice president, client strategy and consulting, and Lynette Silva, senior recognition strategist, led the discussion, which generated a ton of great questions from listeners. Lynette graciously offered to answer five of those questions below on budgeting for recognition, the science of turnover, “non-wired” workers, and setting up your program for long-term success. We hope these answers are helpful as you think about how recognition could be positioned more strategically in your organization.”

 

 

Building A Blueprint For Effective Employee Engagement

Forbes: “How can an organization increase engagement at the workplace? Well, it’s really simple: Know your audience. But before organizations can learn their audience, they need to find, hire and equip managers to effectively engage staff to add to organizational success.”

 

 

This Week in Employee Engagement: July 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: Everything Is Connected

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at different factors that affect employee engagement and are affected by employee engagement.”

 

 

How Uber’s Hard-Charging Corporate Culture Left Employees Drained

BuzzFeed: After a highly publicized corporate meltdown this spring, Uber is working to repair a culture employees and observers say is aggressive, cutthroat, and demanding. But years of putting out fires 24/7, partying hard and working harder, and contending with volatile managers have taken a toll on the mental health of the white-collar workers who were instrumental to building the Uber empire.”

 

 

The critical gap when it comes to building empathy

CultureAmp: ““How do you build empathy? Be empathetic!” Unfortunately, that’s not particularly helpful, and misses out on critical elements of how to truly build empathy. Through my training as a marriage and family therapist I learned techniques that have practical application. We’ll explore interchangeable responses and confirming understanding, explaining how and why they’re important to building empathy.”

 

 

10 Hiring Mistakes You Must Stop Making Right Now

LinkedIn Talent Blog: “Most recruiters I know are guilty of at least one of the hiring mistakes below. It’s not their fault, either: these bad habits have become the norm in today’s recruiting world. Nobody’s perfect. Fortunately, the fixes are easier than you think. A few simple tweaks here and there can make a huge difference in the quality of your hires. Read on to see if you’re guilty of any of these common mistakes and learn how to fix them quickly and effectively.”

 

 

How HR Can Become Agile with Retrospectives

Greenhouse: “A Retrospective is a weekly meeting where the team discusses current pain points and decides on action items to resolve them. The format is wonderful because it’s not specific to one kind of problem or domain; it’s applicable in any environment with a repeating pattern of work such as building software, managing a team or recruiting amazing employees. The only other requirement is an appetite for improvement.”

 

 

 

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:

 

 

 

Comments Off on Employee Engagement Intelligence Briefing: 2017.07.17 – 2017.07.21

Filed under Employees, Managers, Sr. Leadership

Comments are closed.