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 #25
There are a plethora of methods and approaches to fostering and enhancing employee engagement. Actions can be launched by individuals, leaders, and organizations. When all 3 are working together we move beyond simple employee engagement to workplace engagement with engagement for all!
Yet, the workplace of today is asking more and more from everyone with less and less time to stop and determine what to do and how to do it. If we are given too many things to do we may give up or avoid them simply because we are overwhelmed and there are too many things to do already. It can be a challenge simply to remember to focus on employee engagement.
I recommend a 2 x 2 x 2 design structure:
- What are 2 actions organizations can take to enhance employee engagement?
- What are 2 actions leaders can take to enhance employee engagement?
- What are 2 actions individuals can take to enhance employee engagement?
When everyone is taking action and working together we move beyond employee engagement to workplace engagement with engagement for all. You also get the multiplier effect as 2 x 2 x 2 = 8. The multiplier effect from a systems perspective means: changes in one field of human activity (subsystem) sometimes act to promote changes in other fields (subsystems) and in turn act on the original subsystem itself. This becomes full workplace engagement when we are seeing actions from leaders, employees, and the organization.
In the next 3 Monday Morning Percolators I will outline the actions of each of these groups. In the interim I encourage you to think about what are the 2 most powerful actions you can perform to create high levels of engagement.
Picture Credit: 2 x 2 x 2 = fun by http://flickr.com/photos/bofh/30900799/
Employee Engagement: Monday Morning Percolator #22
Are you flying with a six pack of employee engagement?
In this case, I don’t mean half a dozen beers.
The six essential instruments in a light aircraft are often referred to as the six pack:
- airspeed indicator
- attitude indicator
- turn coordinator
- heading indicator
- vertical speed indicator
Do you monitor 6 strong “indications” of your employee engagement to get you successfully to your destination?
- Airspeed indicator – how fast can you move towards your goal?
- Attitude indicator – is everyone maintaining a strong and positive attitude and avoiding too much wobble?
- Altimeter – how high can you climb with fully engaged employees?
- Turn coordinator – are you responsive to change to turn back to employee engagement if you begin to drift off course? Can you feel exhilarated while making a steep turn?
- Heading indicator – do you stay vigilant about where you are headed?
- Vertical speed indicator – how quickly can you climb to new levels of employee engagement?
Grab a coffee, jump into the workplace cockpit, and prepare to take off with these indicators of employee engagement.
Of course, you could also grab a six pack of beer or root beer and have a down-to-earth discussion about employee engagement with the team of people you work with.
Employee Engagement: Monday Morning Percolator #20
This is the week with July 4th in the United States and Canada Day, on July 1, in Canada. Many people, especially with children, use July to start their summer holidays and students have a long “time out” from school. I hope you have or had a good time on your holiday.
This leads into the post for today – the importance of time out or disengagement to enhance engagement.
Employee engagement is not a 24/7 way of being. Our engagement levels should fluctuate during the day, during the week, and during the year. Our energy levels change, the demands of work increase and decrease, and relationships at work can also fluctuate. Our rest and recovery can fuel our performance and give us a much needed perspective on our direction.
Do you consciously disengage to foster higher levels of engagement?
Much like a time out during a basketball game where the players huddle to get ready for the next few plays we must also consciously disengage from work to strategize for more efficient and effective performance. We need to pause or come to a complete stop to determine our next step.
- Take time to savor and smell the coffee.
- Turn your phone or blackberry off for parts of the day. Do you really need to be available 24/7?
- Don’t bring work home with you – physically or mentally.
- Engage in an activity that takes your mind completely off of work — from playing with children to even playing basketball.
- After every 60 to 90 minutes of work take a few minutes to stand up, stretch, or walk around the office.
Foster more powerful employee engagement by making the effort to also consciously disengage from work. As Jon Kabat-Zinn wrote: you can’t stop the waves but you can learn to surf.
Picture Credit: time out by http://flickr.com/photos/matthijs/528662489/
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/
zen perspectives on employee engagement
The greatest analgesic, soporific, stimulant, tranquilizer, narcotic and, to some extent, even antibiotic – in short, the closest thing to a genuine panacea – known to medical science is work.
Well, well, well. If you work well you may be well at work. Instead of a vicious cycle of disengagement work may create a vivacious cycle of engagement.
Photo Credit: Good Luck and Happiness by http://www.flickr.com/photos/hobo_pd/339564960/
Monday Morning Percolator (MMP) #11
Everything should be made as simple as possible, but not simpler. ~ Albert Einstein.
In the center of the apple is the core, in the centre of an idea made to stick is a simple or core statement.
In the last Monday Morning Percolator, I outlined the 6 principles of stickiness outline in the book, Made to Stick. To be effective an employee engagement idea or approach must have stickiness. Otherwise it is forgotten or lost in the myriad of tasks and relationships that fill an organization and individual’s day.
Simplicity = Core + Compact. Our challenge when we leverage simple stickiness for employee engagement is to find the core and express it in the form of a compact idea that can be enduringly powerful. Simple is not “dumbing down” it is finding and communicating the core.
For example the military encourages officers in combat to ask themselves these two questions:
- If we do nothing else during tomorrow’s mission we must _______.
- The single, most important thing that we must do tomorrow is _____.
To translate these questions to the field of employee engagement answer these two question at the end of each day to get yourself primed for tomorrow:
- If we do nothing else at work tomorrow about employee engagement we must ______.
- The single, most important thing we must do at work tomorrow for engagement is _______.
To me, the simple core employee engagement idea is: Employee Engagement for All.
We all must benefit from employee engagement – employees, organizations, leaders, customers, families, and other stakeholders. Employee engagement must have mutual purpose – moving engagement from “me to we” as we all see the benefit of engaged employees and we all contribute to employee engagement.
- Write your own simple statement to lead you and your team into employee engagement.
- Apply the employee engagement KISS: Keep it Sincerely Simple!
- Read Chapter 1 of Make it Stick to determine why “cast member” for Disney staff is sticky and “sandwich artist” for Subway staff leaves you wondering where’s the beef? Is there a job title or role that will fully engage you in your work?
Next Week: Monday Morning Percolator #12: Unexpectedness.
Picture Credit: My personal Thanksgiving by http://flickr.com/photos/riot/289783985/