vector-thumb-up illustrationBelow is a curation of some interesting employee engagement articles, blog posts, books, etc. that I came across last week.

 

 

Website: Globoforce  (gfblog)
Article: INFOGRAPHIC: 5 EMPLOYEE RECOGNITION MYTHS BUSTED
Link: http://www.globoforce.com/gfblog/2014/infographic-5-recognition-myths-busted/?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+globoforce%2FNkqn+%28Globoforce+Blog%29
Author:  Darcy Jacobsen

Comment: “Think you know what motivates workers? Here are five surprising findings from our recent research that might challenge some of your assumptions about what really engages and drives your employees.”

 

 

Website: LinkedIn
Article: 10 Employee Engagement ideas that empower your employees
Link: https://www.linkedin.com/today/post/article/20140620155635-43424919-10-employee-engagement-ideas-that-empower-your-employees
Author: Nisha Raghavan

Comment: The author says we should not worry about employee engagement surveys as a means to determine what actions need to be taken. Instead, she offers 10 ideas that will help you focus on your people and, in turn, engage them.

 

 

Website: Workforce Optimization Solutions
Article: Most Employee Engagement Programs Never Truly Reach Employees
Link: http://www.tmcnet.com/channels/workforce-optimization/articles/382022-most-employee-engagement-programs-never-truly-reach-employees.htm
Author: Tracey E. Schelmetic

Comment: “Employee engagement needs to happen at the manager to employee level, and it needs to take the form of simple, common-sense activities that can help employees feel more valued.”

 

 

Website: Property Casualty 360
Article: Increasing Employee Engagement During Times of Organizational Change: A Case Study
Link: http://www.propertycasualty360.com/2014/06/23/increasing-employee-engagement-during-times-of-org?t=agency-management
Author: Tim Sprinkle

Comment: Case Study of “Westfield Insurance (“Westfield”), an Ohio-based P&C carrier, and [how they leveraged] a holistic OCM (Organizational Change Management) to deliver impressive results on a multi-year claims transformation program. In fact, Westfield accomplished a very rare feat: actually boosting employee satisfaction and engagement during a time of significant change.”  Article headings include:

  • The biggest change
  • Business need for transformation
  • Recognizing the power of OCM
  • Comprehensive strategy, targeted tactics
  • Communicating the vision and addressing concerns
  • Deployment planning stresses collaboration with IT
  • A foundation for success

 

 

Website:  Recognize This! Blog
Article: Increasing Employee Engagement from PwC
Link: http://www.recognizethisblog.com/index.php/2014/05/methodology-increasing-engagement/?mkt_tok=3RkMMJWWfF9wsRois6zKZKXonjHpfsX57uwkXKO3lMI%2F0ER3fOvrPUfGjI4HTcBhI%2BSLDwEYGJlv6SgFQrbHMappy7gLUhk%3D
Author:  Derek Irvine

Comment: The author references a recently published paper, “The keys to Corporate Responsibility Employee  Engagement,” by PwC and discusses “the management method of PDCA (Plan-Do-Check-Act)”  in relation to employee engagement.

 

 

Website:  Recognize This! Blog
Article: The 100 Year Employee Engagement Survey
Link: http://www.recognizethisblog.com/index.php/2014/05/employee-engagement-survey/?mkt_tok=3RkMMJWWfF9wsRois6zKZKXonjHpfsX57uwkXKO3lMI%2F0ER3fOvrPUfGjI4HTcBhI%2BSLDwEYGJlv6SgFQrbHMappy7gLUhk%3D
Author:  Derek Irvine

Comment:  Google’s approach to its employee engagement survey.

 

 

Website:  Globoforce (gfblog)
Article:  GAME OVER: WHY GAMIFICATION AND RECOGNITION DON’T MIX
Link: http://www.globoforce.com/gfblog/2014/game-over-why-gamification-and-recognition-dont-mix/?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+globoforce%2FNkqn+%28Globoforce+Blog%29
Author: Darcy Jacobsen

Comment: Slideshare presentation with statistics showing that employees do not want recognition gamified.

 

 

Website: Fast Track
Article: Personal knowledge key to employee engagement
Link: http://www.fasttrack.com.au/article/–Personal-knowledge-key-to-employee-engagement—217
Author: Fast Track Newsroom

Comment: “Employers who display intimate knowledge and interest in their workers’ lives will experience improved productivity levels and employee engagement.”

 

 

Website: Globoforce  (gfblog)
Article:  THE MANAGER’S FIELD GUIDE TO RECOGNITION
Link: http://www.globoforce.com/gfblog/2014/managers-guide-to-recognition/?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+globoforce%2FNkqn+%28Globoforce+Blog%29
Author: Darcy Jacobsen

Comment: Globoforce is offering a free download of “The Manager’s Field Guide to Recognition, a comprehensive introduction for managers to the art and science of recognizing employees effectively.” “The 36 page guide includes tips on what to look for when giving recognition, how to calibrate recognition effectively, and what to actually say in a recognition message. It also includes the rationale behind recognition and how recognition data can make a manager’s job infinitely easier.”

 

 

Website:  Harvard Business Review (HBR Blog Network)
Article:  Do You Really Want to Be Yourself at Work?
Link: http://blogs.hbr.org/2014/06/do-you-really-want-to-be-yourself-at-work/
Author: Andrea Ovans

Comment: Interesting article on how people want to be perceived at work. Are they willing to make and admit mistakes in order to learn and grow or do you prefer to let people think you are “better” than you really are?

 

 

Website: Edelman
Article: What Will the Future of Employee Engagement Look Like?
Link: http://www.edelman.com/post/will-future-employee-engagement-look-like/
Author: Christopher Hannegan 

Comment: The author offers “six characteristics of what future employee engagement programs might look like” in the next 5 to 10 years.

 

 

Website: David Zinger
Article: Summary of 10 blog posts covering engaging questions.
Author: David Zinger

Comment: David Zinger developed a 2-week series outlining 10 different engaging questions you can ask yourself each day. The questions are derived from his pyramid of employee engagement.  Below is a summary of this blog post series:

  1. Achieve Results: What result do I really want from my work this week?
  2. Master Performance: What task is most worthy of my attention this week and what makes it worthy of my attention?
  3. Progress and Setbacks: What can I do this week at work to heighten progress and minimize setbacks?
  4. Building Relationships:What can I do this week to build and strengthen one key relationship at work?
  5. Fostering Recognition: How will I recognize someone this week for their good work?
  6. Master Moments: What can I do in the very next moment to enhance engagement for myself or someone else at work?
  7. Leverage Strengths: What is a fundamental strength I have for work and how will I use it in the service of others this week?
  8. Make Meaning:Why do I do what I do?
  9. Enhance Wellbeing:How do I work this week so that work makes me well?
  10. Enliven Energy:What gives me energy, what takes it away, and what for me is a waste of time?

 

 

 

What are your thoughts on these selections? What articles, blog posts, books, etc. can you recommend to other “Agents”?  Let’s talk about them in the comments below!

 

 

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:

 

 

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