Monthly Archives: September 2006

Haiku to You

Office Haiku

James Rogauskas has written a short book of Haikus profiling the disengagement of cubicle life.

Here are two haikus from the book.

I encourage you to read the book if you want to see a poetic portrayal of workplace disengagement.

Pried my thumbnail off

With the staple remover

Just to stay awake.

– and-

Today is payday —

For one brief, shining moment

It all seems worthwhile.

James has a website for the book but as of yet the possible level of disengagement is so high that there is nothing on it!

Get Engaged:

  1. Read the book and reflect upon the poetry of disengagement. What would you do if you felt this disengaged?
  2. Try your hand at writing a haiku of engagement.
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We are all accountable for engagement

Beth Horowitz, chief executive officer of Amex Bank of Canada gets it.

Engagement is more than simple employee perks. Perks may contribute to employee satisfaction but they don’t necessary percolate into employees heating up the workplace with fully engaged performance.

Ms. Horowitz, according to Virginia Galt’s September 18 Globe and Mail article, is part of a trend of Chief Executive Officers taking a bigger role in engagement and talent management. In her case, CEO, stands for both Chief Executive Officer and Chief Engagement Officer. She has lead a corporate initiative aimed at creating a “culture of engagement” from the top down.

Ms. Horowitz believes some of the intangibles are the biggest producers of engagement — feeling valued and listened to  — that transforms good performance into great performance.

Get Engaged:

  1. How are you accountable for engagement where you work?
  2. Does engagement have the support and actions of all levels of the organization?
  3. Are you being heard? Are you being valued?
  4. Are you listening, are you valuing?
  5. Are you working and living in a “culture of engagement?”

If it is to be it is up to me

Engagement can be a test of tenacity and gumption. I experienced numerous difficulties with this site. I was intent of fixing the errors but there were a few times I thought about just hitting the delete button and letting the project go.

This project’s focus on engagement is far too important for that but emotions such as frustation and anger can often cloud our efforts.

I would like to close with a very empowering 2 letter – 10 word quotation that keeps me engaged when I’d like to quit. I don’t know the source of this statement but if you do please leave a comment. Thank you.

If it is to be it is up to me.

Get engaged.

  • What actions can you take to stay engaged when you feel frustrated?

Engagement Chronicle: Work as Divorce American Style

Here are some key points from today’s press release from VIP Innovations as reported in Yahoo News.

Shocking disengagement. According to Eva Jenkins, the increasing number of American workers who are divorced from their jobs and completely disengaged from their work is shocking. More than that, it’s costing businesses a fortune in lost productivity and revenue.

Bad managers/Poor training. The report puts the blame on human resource managers stating that disengaged workers aren’t born that way but are created by ineffective, badly trained managers.

22 million. This resonates with the Gallup Management Journal’s semi-annual Employee Engagement Index reports that 54% of employees are not engaged, and 17% are actively disengaged at work and only 29% are actively engaged. Disengagement can be seen in employee absence, illness, and a variety of other big and small problems that occur when people are unhappy at work. This translates to 22 million actively disengaged workers in the United States.

According to Jenkins,

This is an urgent problem and businesses that don’t address their own role in the problem are doomed. Companies don’t realize how important it is to give their managers the tools and training they need to do their jobs, too.

Get Engaged

  • What do you believe are the sources of disengagement in your workplace?
  • What role does blame play in disengagement?
  • What are your responses to disengagement for yourself, the people you lead, and the organization?
  • If you are a manager, what tools do you need to enhance engagment?