Veteran Operative Employee Engagement Insights: 2017.05.29 – 2017.06.02

I’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.

 

 

 

The more you are in a state of gratitude, the more you will attract things to be grateful for. – Walt Disney
The more you are in a state of gratitude, the more you will attract things to be grateful for.
– Walt Disney

 

 

Strive not to be a man of success, but rather be a man of value. – Albert Einstein
Strive not to be a man of success, but rather be a man of value.
– Albert Einstein

 

 

Many corporate leaders and employees have the right intentions, but it can be overwhelming when you consider how everything is affected from leadership styles, to organizational structure, to employee engagement, to customer service and marketplace. – Simon Mainwaring
Many corporate leaders and employees have the right intentions, but it can be overwhelming when you consider how everything is affected from leadership styles, to organizational structure, to employee engagement, to customer service and marketplace.
– Simon Mainwaring

 

 

An unexamined life is not worth living. – Socrates
An unexamined life is not worth living.
– Socrates

 

 

People often say that motivation doesn’t last. Well, neither does bathing. That’s why we recommend it daily. – Zig Ziglar
People often say that motivation doesn’t last. Well, neither does bathing. That’s why we recommend it daily.
– Zig Ziglar

 

 

 

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-Related Spotlight Articles of May 2017

In May, our Employee Engagement Briefings highlighted 50 employee engagement-related articles. Here is a recap of the Spotlight Articles of May 2017.

 

 


 

8 Secrets For Building Trust As A Leader

OfficeVibe: “Trust and leadership go hand in hand, however, it doesn’t come with your title. It needs to be earned.” Learn about the importance of trust in the workplace and 8 ways you can build trust as a leader.”

 

 


 

The Real Value Behind People Analytics

OfficeVibe: “HR departments are sitting on a treasure chest of data about their employees that they should start utilizing. Analytics can easily become overwhelming, especially if you’re not used to it, we’re here to help. In this post, you’ll see examples from companies using analytics to optimize their people processes, and simple tips for beginners to get started.”

 

 


 

A Strategist’s Guide to Artificial Intelligence

strategy+business: “As the conceptual side of computer science becomes practical and relevant to business, companies must decide what type of AI role they should play.”

 

 


 

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).”

 

 


What If Companies Managed People as Carefully as They Manage Money?

Harvard Business Review: “Financial capital is abundant but carefully managed; human capital is scarce but not carefully managed. Why? In part, it’s because we value and reward good management of financial capital. And we measure it. Great CEOs are held in high regard for their clever management and allocation of financial capital. But today’s great CEOs need to be equally great at managing human capital. How can we manage human capital better?”

 

 


 

 

Fellow Agents, what are your thoughts on this month’s must-read intelligence? What must-reads would you suggest?

 

 

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: 2017.05.22 – 2017.05.26

DECLASSIFIED - Wikimedia CommonsI’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

What If Companies Managed People as Carefully as They Manage Money?

Harvard Business Review: “Financial capital is abundant but carefully managed; human capital is scarce but not carefully managed. Why? In part, it’s because we value and reward good management of financial capital. And we measure it. Great CEOs are held in high regard for their clever management and allocation of financial capital. But today’s great CEOs need to be equally great at managing human capital. How can we manage human capital better?”

 

 


 

 

3 Things You Need To Determine Merit Pay Without Ratings

TalentSpace Blog: “Your organization wants to do away with ratings. But if you do that, how are you planning to determine pay increases? I’ve got a model that’s just what the doctor (or finance department, or CHRO, or whoever) ordered. Before you walk away from ratings, you need to establish an approach to understand, differentiate, and measure employee performance.”

 

 

Why employee complaints are the best gifts to management

The Manila Times: “[T]here’s a hidden fortune underneath every worker’s ideas or complaints. Ignore them and you’ll soon find a demoralized person influencing other workers, multiplying themselves to do invisible botched jobs that could turn customers away. If not, these same workers can go to other employers who are more than willing to respect their contributions and views.”

 

 

5 I/O psych research findings I think every leader needs to know

LinkedIn: “At Culture Amp, we’re lucky to have a lot of people with academic backgrounds in I/O psychology, and we share and debate the latest findings endlessly. Here’s some of the research and findings that I think every leader needs to know.”

 

 

The Week in Employee Engagement: May 27, 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: Prepare Yourself

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at some things all should keep in mind about employee engagement including the good and the bad.”

 

 

IBM’s Remote Work Reversal Is A Losing Battle Against The New Normal

Fast Company: “One CEO explains why IBM’s latest directive is retrograde and likely to backfire.”

 

 

Quit measuring employee engagement

Signal v Noise: “It’s time to break our addiction to metrics — starting with employee engagement.”

 

 

Re-engineering work processes for improved productivity

People Matters: “As complex organizations and complex work processes run the risk of weighing down or slowing down the company’s growth, it becomes imperative for those at the helm to restructure or re-engineer accordingly. Sometimes radical redesigning and reorganizing an enterprise becomes necessary to lower costs, increase productivity and improve the quality of service.”

 

 

How Managers Can Excel by Really Coaching Their Employees

Gallup: “The problem is, recent Gallup research finds that only about one in four employees “strongly agree” that their manager provides meaningful feedback to them — or that the feedback they receive helps them do better work. Even more alarming is that a mere 21% of employees strongly agree that their performance is managed in a way that motivates them to do outstanding work.”

 

 

 

 

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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Veteran Operative Employee Engagement Insights: 2017.05.22 – 2017.05.26

Quote Marks purpleI’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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Career Path Analytics Conference Recap

Career Path Analytics Conference graphicFor the last 6 years, the Department of Technology Management and Innovation at NYU Tandon School of Engineering – Polytechnic Institute has hosted a conference on Human Capital Innovation in Technology & Analytics.  Each conference has focused on a different critical business issue, bringing thought leaders and experts who are on the cutting edge of human capital analytics and related technologies.1

 

The critical business issue addressed in this year’s conference was, “Career Path Analytics: New Ways in Identifying & Implementing Passages to Organizational Success.” “With intense competition for top talent, effective career paths can play a critical role in an organization’s achieving its human capital strategic goals.   In recognition of this importance, firms have begun to focus on innovative research, including human capital analytics, to better understand the dynamics of career paths and the interventions that can promote success.”2

 

You can learn more about this conference and access a recording of it (coming soon) at https://wp.nyu.edu/careerpathanalytics/

 

Below is a recap of the 5 conference presentations from Mercer, PepsiCo, IBM, and the NYU Tandon School of Engineering.

 

 

Mercer

Analytics to Uncover the Drivers of Success in Organizations
Dr. Brian Levine, Partner and Innovation Leader, Workforce Strategy & Analytics

Dr. Levin discussed Mercer’s proprietary Internal Labor Market (ILM) Analysis. “At a basic level, it examines the flow of people into, through, and out of an organization to answer fundamental questions about a firm’s workforce: who gets hired, who performs well, who advances and who stays.

 

At a more advanced level, ILM analysis provides critical insights into the operation of an organization’s management system, reflecting actual (versus perceived) practices and their consequences. It focuses on causal links between critical workforce events and behaviors over time, revealing which attributes and management practices account for workforce outcomes.”3

 

The information compiled in the ILM Analysis can be summarized in an ILM Map which provides a visual representation of the data.

Internal Labor Market (ILM) Map - Mercer

 

More information about Mercer’s ILM Analysis can be found at https://www.mercer.com/content/dam/mercer/attachments/global/Talent/workforce-strategy-and-analytics/mercer-internal-labor-market-analysis.PDF

 

 

 

PepsiCo

Understanding Critical Drivers of Careers: Perspectives and Behaviors
Jonathan Wang, OD Associate Manager, Workforce Planning & Analytics
Vanessa A. Jean, OD Senior Analyst, Enterprise Organization Development CoE, Culture & Engagement Team

PepsiCo built on Dr. Levine’s ILM discussion as they discussed a Career Strategic Insight Survey that was conducted in 2016.  This survey was a partnership between the Workforce Planning & Analytics team (mostly Ph.D.s) and the Enterprise Organizational Development Center of Excellence – Culture & Engagement (mostly Industrial & Organizational Psychologists). This collaboration allowed PepsiCo to consider that results from an analytical and people point of view.  “Practical implications, learnings from the project, and cross-team collaboration were discussed.”4

 

 

 

IBM

How Cognitive Computing is Helping Employees Shape Their Careers
Dr. Anshul Sheopuri, Director, People Analytics & Cognitive Offerings. IBM Distinguished Engineer

Dr. Sheopuri discussed IBM’s use cognitive computing.Cognitive computing is the simulation of human thought processes in a computerized model. Cognitive computing involves self-learning systems that use data mining, pattern recognition and natural language processing to mimic the way the human brain works. The goal of cognitive computing is to create automated IT systems that are capable of solving problems without requiring human assistance.”5

 

IBM uses artificial intelligence (AI) and machine learning (ML) as it relates to helping companies identify ways to better attract, engage, and retain employees/ groups of employees. Watson is its best-known product. Watson began as an IBM Research project which has evolved into the world’s first and most-advanced AI platform.6

 

 

 

IBM

Changing Skills and Training along the Career Path: Machine learning applications
Dr. Michael Peran, 
Executive Program Manager, Chief Analytics Office
Dr. Ben Zweig, 
Managing Strategy Consultant, Chief Analytics Office

In the second IBM presentation, Drs. Peran and Zweig presented their work on skills analysis and identification.  Job titles have different meanings depending on the company and job descriptions often fail to capture what is really necessary to succeed in the position.  By focusing on skills, companies can utilize a common language. IBM is using machine learning (ML) to identify in-demand skills as well as skills that have become generic. The goal is to identify which skills are going to be crucial in the future as well as help individuals understand where they fall in the lifecycle of a specific skill. This process will help companies and individuals better prepare for the future.  Specifically, if a skill is becoming generic in the marketplace, alternative adjacent skills are identified and thus, can be developed. These adjacent skills incorporate some of the knowledge of the prior skill. By keeping employees informed about upcoming and in-demand skills, employees can make better decisions about career paths and companies will be able to develop employees with the skills the company needs to continue to succeed.

 

 

 

NYU Tandon School of Engineering

Exploring Career Paths of Knowledge Workers:  SAP-Sponsored Analytic Agenda
Dr. Harold Kaufman, Professor of Management, NYU Tandon School of Engineering
Dr. Paul Squires, Research Scientist, NYU Tandon School of Engineering

This discussion focused on knowledge workers. A knowledge worker is “an employee whose job involves developing and using knowledge rather than producing goods or services”7

 

The preliminary results of the Drs. exploratory research into the career paths of successful knowledge workers were presented.  While just at the beginning stages of analyzing 6 years of biweekly data from a large financial institution, the goal is to learn how to better enable knowledge workers to make better career decisions and provide companies with strategies and tools for managing knowledge worker engagement and productivity.8

 

 

 

The conference concluded with a Panel Discussion Plus Q&A with All Presenters: Where We Are & Future Directions.

 

 

 

What are your thoughts on career path analytics? What are some other resources “Agents” should consult?

 

 

 

1 “Career Path Analytics Conference.” NYU Tandon School of Engineering. Department of Technology Management and Innovation at NYU Tandon School of Engineering, n.d. Web. 25 May 2017.
2 Ibid.
3 “Internal Labor Market Analysis® (ILM).” Mercer. Mercer LLC, n.d. Web. 25 May 2017.
 4 NYU Tandon School of Engineering – Polytechnic Institute. 6th Annual Conference on Human Capital Innovation in Technology & Analytics Career Path Analytics: New Ways in Identifying & Implementing Passages to Organizational Success. New York: NYU Tandon School of Engineering – Polytechnic Institute, 2017. Print.
5  “What is cognitive computing?” WhatIs.com. TechTarget, n.d. Web. 25 May 2017.
6 “AI and Cognitive Computing.” AI and Cognitive Computing – IBM Research. IBM, n.d. Web. 25 May 2017.
7 “Definition of “knowledge worker”.” Cambridge Dictionary. Cambridge University Press, n.d. Web. 25 May 2017.
8 NYU Tandon School of Engineering – Polytechnic Institute. 6th Annual Conference on Human Capital Innovation in Technology & Analytics Career Path Analytics: New Ways in Identifying & Implementing Passages to Organizational Success. New York: NYU Tandon School of Engineering – Polytechnic Institute, 2017. Print.

 

 

 

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: 2017.05.15 – 2017.05.19

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.”

 

 

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.

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: 2017.05.15 – 2017.05.19

Filed under Employees, Managers, Sr. Leadership