Monthly Archives: September 2007

7 Organizational Inputs into Employee Engagement: MMP#26

Employee Engagement: Monday Morning Percolator #26

To achieve full levels of employee engagement, efforts must come from organizations, leaders, and employees. This issue of the Monday Morning Percolator will outline 7 actions organizations can take to foster higher levels of employee engagement.

  1. Assess and remove any roadblocks or hurdles to employee engagement. Ask employees what could be removed or lessened to increase their level of engagement with the organization.
  2. Create a culture where employee engagement is valued, discussed, shared, and lived. Employee engagement needs to be both recognized and appreciated.
  3. Ensure that the top leaders within the organization are committed to employee engagement, engaged themselves, and they are willing and committed to investing organizational resources into the engagement initiatives.
  4. Move beyond measuring employee engagement to taking action on those measures. Attend to your metrics but focus on your people.
  5. Help employees see the benefit of employee engagement for themselves and their customers. Don’t let your engagement initiatives become organizational manipulations to merely squeeze out more productivity and discretionary effort from employees.
  6. Study your highly engaged employees to determine the vital behaviors they perform that contribute to their high level of engagement. Once those behaviors are determined work at spreading those behaviors to other people within the organization. Strive to make employee engagement a viral phenomenon for the organization.
  7. Educate leaders and managers within the organization on how to foster employee engagement and help leaders understand and leverage their key role in employee engagement efforts.

The next Monday Morning Percolator will be: How leaders can contribute to employee engagement.

Contact David Zinger to learn more about employee engagement.

Picture Credit: Chicago from Above by

Breakthrough to Employee Engagement: MMP#24

Employee Engagement: Monday Morning Percolator #24


How do you create a breakthrough to achieve fuller employee engagement for yourself and the people you work with? Often we feel stuck or disengaged. We want a breakthrough. But we are not sure how to proceed or even get started.

Lisa Haneberg offers a solution in her book: Two Weeks to a Breakthrough.

Lisa moves beyond simplistic pop psychology or self-management and offers a very practical and explicit method to get fully engaged.

She recommends taking 2 weeks to create the breakthrough and gives you guidance each day on how to proceed. The daily practice is the key to move beyond dreaming of change and breakthroughs to zooming towards your goal.

Each day is configured slightly differently but the practice consists of 3 fundamental components:

  1. Share your goal with others
  2. Take action that support your goal
  3. Make request that will help you move towards your goal

Share-Action-Request makes our breakthrough method public, tangible, and connected. I know one of the first times I tried this method I let the sharing part of the method slip. I thought I could just do it on my own. I now realize how important this was to create what I call an accountability allies – others who will both support and challenge me on my work.

Here is a short outline on the approach if you are a leader striving towards creating more engagement in your workplace:

  • You will get specific about what you are trying to achieve.
  • You will be talking with many people about your plans and actions to foster fuller employee engagement.
  • You will be taking multiple actions to increase engagement.
  • You will be requesting help – full employee engagement can not be achieved on your own.
  • You can monitor the progress and results.

One thing I love about Two Weeks to a Breakthrough is how short it is. If you did not get the results you hoped for you can start again with a fresh two weeks and use what you learned from the last breakthrough approach to ensure more success.

Fostering high levels of employee engagement will be both a service and a contribution you make to your employees and the organization.

How about it? What are you planning to do for the next 2 weeks? I hope you make a break for full employee engagement.

Get Perking:

  1. Read Lisa’s book: Two Weeks to a Breakthrough.
  2. Visit and engage in Lisa’s breakthrough blog.
  3. Learn from your own experience, apply the method and monitor results.

ZENgagement: Dream about Employee Engagement


Are you engaged in your dreams of employee engagement:

Those who dream by night in the dusty recesses of their mind wake in the day to find it all was vanity, but the dreamers of the day, are dangerous men, for they may act their dream with open eyes and make it possible.   ~ T. E. Lawrence.

Picture Credit: the finish line by

David Zinger will participate in Globoforce’s International Roundtable Webinar on Employee Engagement

David Zinger will be joining Derek Irvine and Andy Parsley in Globoforce’s International Roundtable Webinar. This webinar will focus on employee engagement. Topics will range from differentiating employee engagement from employee satisfaction to why are engaged workforces so vital now.

Come join us on Tuesday September 18th at 11:30 a.m. Eastern time for this informative international event.


The 3 Participants:

Derek Irvine
Vice President, Global Marketing & Client Strategy with Globoforce is originally from Ireland, and now working with global clients throughout Europe and the USA, helping them to realize their recognition and engagement ambitions. Derek has worked with such world class clients as Dow Chemical, Avnet, and Procter & Gamble.
Andy Parsley

Director of Green Lion, an organization of consultants and associates specializing in helping companies engage both their customers and their employees. Andy is a regular writer and speaker on employment issues, and a frequent contributor to BBC Radio News. He also is a contributor to the BBC TV’s 2001 documentary series “Predictions: The Future of Work.” with Sir Alec Reed and Professor Richard Scase.

David Zinger

B.A. M. ED., has twenty-five years experience in education and training. David, currently living in Winnipeg, MB Canada, is an exceptional presenter whose workshops are inspirational, current, informative, entertaining, humorous, and practical. He is active in writing about employee engagement and leadership. David writes a Strength Based Leadership Blog, an Employee Engagement Blog, and is ½ of the Slacker Manager Blog – a blog with about 8300 subscribers. David offers exceptional services, resources, and tools to foster and enhance development. He has also customized and delivered more than 1000 courses and seminars across North America to both large and small audiences. These courses range from strength based leadership and employee engagement to crucial conversations.

Click here to get more information and to join the 3 of us from the United States, Great Britain and Canada as we discuss 6 key factors in Employee Engagement.

Click here to register.