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.
- 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.
- Create a culture where employee engagement is valued, discussed, shared, and lived. Employee engagement needs to be both recognized and appreciated.
- 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.
- Move beyond measuring employee engagement to taking action on those measures. Attend to your metrics but focus on your people.
- 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.
- 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.
- 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 http://flickr.com/photos/stuckincustoms/409484853/
Employee Engagement Monday Morning Percolator #21
At the turn of this century, the Campbell Soup Company’s employee engagement was not “mmm mmm good.” In addition, soup sales were stagnant and the stock was slumping. The executive wanted to assess employee engagement but many employees, including managers, did not want to complete the anonymous Gallup employee engagement questionnaire and when the results were in, Gallup told Douglas Conant, the CEO, that it was the worst level of employee engagement they had ever seen.
Douglas Conant now focuses as much on employee engagement as he does on soup, manufacturing facilities, and marketing efforts:
Every day, you’ve got to be making deposits in the emotional bank account of your company. When people do something right, you have to celebrate it, and then you have to celebrate it again. And if they do something wrong, you have to thoughtfully call them on it, because this isn’t a patronizing culture, it’s a performance culture.
Conant believes that lifetime loyalty is a thing of the past, but said that doesn’t worry the young people joining Campbell Soup today right out of college.
They are not looking for a job for life; they want meaningful experiences where they can do something special and contribute. It’s not about security. It’s about making a better world.
- Heat up performance and engagement for the benefit of employees and the organization by making the workplace a better place to be.
- Carefully craft the ingredients in your recipe to create chicken soup for the employee engagement soul? Make the cultural broth of your workplace performance based not patronizing or penalizing.
- Transform your organization so that employees are slurping up nourishing work and saying, “mmm, mmm, good” rather than cracking under too many demands, lack of meaning and trust, and an increasing sense of disconnection from the work and each other.
- Click here to read the New Jersey Star-Ledger article that inspired this post.
Photo Credit: Warhol @ Moma: Campbell Soup Series by http://flickr.com/photos/beberonline/207118541/
Employee Engagement: Monday Morning Percolator #19
Have you thought about how the world and work is changing and what this means to employees, leaders and organizations who want to foster and maintain high levels of employee engagement?
I encourage you to view these 67 slides on change – shiftHappens:
After viewing the slides what are you thoughts and ideas about fostering employee engagement?
Here are a few of my thoughts:
- Maybe being one in a million is not such a big thing.
- How unique are we and how much do we experience a sense of entitlement?
- How do we keep people engaged as they work in so many different jobs over their careers?
- We need to look beyond Canada and the United States to see what is going on. We need to look beyond today to know how to respond. We can look at history to notice that the landscape of work has changed. Are we open to changing approaches to employee engagement? For example, when you look at how engaged people are with text messaging are you creating a method to make use of this medium to enhance employee engagement?
- 50% of the workforce has worked for their company for less than 5 years. What does this mean for commitment and engagement?
- Are you visiting one of the largest countries —- MySpace?
- Looking at another type of engagement: 1 in 8 couples married last year in the United States met online. What are your methods to meet online with employees to foster employee and workplace engagement.
Now that you have focused on shiftHappens, how are you going to apply it to employee engagement?
As things keep shifting we need good questions much more than ready made answers.
Employee Engagement: Monday Morning Percolator #18
How about a short video with your Monday morning coffee?
Could you use a little help in getting higher levels of engagement at work? Does feedback trap you to the past and give you little idea about what to do next?
I encourage you to watch this 4 minute video of Marshall Goldsmith, one of the top leadership coaches, present on getting instant coaching. Not only will you get some coaching from Marshall he will show you how to solicit feedforward from others to move ahead. He has done this with thousand of participants in leadership coaching.
Marshall Goldsmith has such a caring and articulate way of presenting his top coaching concepts. Goldsmith adds some good rules to the exercise – such as let go of the past and develop ideas of the future without judging or critiquing the ideas.
You don’t get everything on this video but it is a start in understanding some of the contributions that Goldsmith makes that can make a difference in your level of work and employee engagement.
If you are intrigued by what you saw I encourage you to visit Goldsmith’s free library of resources. There are articles, videos, podcasts – a virtual plethora of resources you can use to develop your leadership, performance, and engagement.
A special thanks to Phil Gerbyshak for his ever watchful eye in spotting resources and helpful information to Make It Great!
Employee Engagement: Monday Morning Percolator #17
Today, I have the honor of featuring George Ambler and his leadership blog. George Ambler writes an insightful leadership blog – The Practice of Leadership: It’s only in the practice of leadership that we influence our world…
He has written a number of excellent short articles on employee engagement.
George summarized a study from PeopleMetrics:
…creating emotional connections to employees is what truly matters because this is where organizations can dramatically boost employee productivity and business outcomes….. Building an emotional bond with employees, … requires organizations to create a ‘sense of meaning and purpose’ among employees by connecting them to the ‘higher vision and purpose’ of the organization…. Equally, organizations need to build trust and confidence through regular dialogue with managers and senior leadership as well as celebrating successes, having fun and showing individual appreciation.
In addition, the study of 5,095 workers, across the United States found
- that Fortune 500 companies in the lowest quartile in profitability had 50% fewer engaged employees compared to those in the top quartile.
- high performing employees were twice as engaged as their lower performing counterparts
Kate Feather, PeopleMetrics Executive Vice President gave love and passion for one’s organization wings:
the concept of feeling love or pasion for one’s company is gaining ground because a passionately engaged workforce is becoming an important differentiator in the marketplace.
- Click here to read 5 of George Ambler’s other employee engagement blog posts. If you read the Monday Morning Percolator on Monday you could read one of George’s post every other day during the week.
- Make the connection with your employees and offer a valuable vision and purpose for the organization that they can connect with. Ask them to tell you what the vision and purpose is to see how well they understand what your organization is doing and why it is doing it.
- Maintain constant and never ending dialogue with the people you work with. Celebrate success, have fun and voice individual appreciation.
Picture credit: Zen rock garden Portland Oregon by http://flickr.com/photos/canuck01/128562559/
Employee engagement is about engaging now not some future state we must strive towards
To live for some future goal is shallow. It’s the sides of the mountain that sustain life, not the top. ~ Robert M. Pirsig
Engage now, where you are, with what you are doing.
Picture Credit: Seeing is believing … by http://flickr.com/photos/lapidim/105208106/
Read this insightful post from jack/zen on accountability and engagement:
In many of the organizations I work in, the overperforming criticize the underperforming and ultimately call for what’s considered the ultimate cure: “holding people accountable.” Just saying the words in a pathetically stern tone warms the hearts of vindicators. What’s curious is how the question is never, “How can we get better at helping these people succeed?”
We still live under the rock of mythology that suggests that fear and punishment are sustainable factors in authentic personal transformation. They are not and never were. People become more engaged when they become conscious at higher levels, and a negative deficiency approach only creates lower energy vibrations of consciousness.
Being accountable is the act of authentic commitment, which is the opposite of bartering compliance for rewards. And this only comes about in relationships where people are supported to make commitments not contingent on conditions.
If you value ZENgagement I encourage you to read the plethora of pithy insightful and inspirational posts at jack/zen.
Photo credit: Zen rocks by http://flickr.com/photos/pyrsokomos/441063276/