Category Archives: Management

5 Leadership Inputs into Employee Engagement: MMP #27

Employee Engagement: Monday Morning Percolator #27

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The last Monday Morning Percolator outlined 7 organizational inputs to foster employee engagement. This post will outline the key inputs into employee engagement from leaders and managers within the organization.

Engage yourself. Before you can foster or enhance the engagement of employees, never lose sight that you are one of those employees. Keep a focus on your own levels of employee engagement as you also champion engagement for others.

Hold engaging conversations. Avoid making employee engagement an announcement or policy. Ensure your employee engagement has a grass roots conversational quality to it. Talk with your employees. Doc Searls talking about conversational marketing stated: conversations are about talking, not announcing. They’re about listening, not surveying. They’re about paying attention, not getting attention. In many ways, employee engagement is less about what you put in and more about what you draw out of employees.

Be strong and strengthen others. Employees who work from their strengths and have work designed around their strengths are more engaged. As leaders, we must also talk with people about their strengths. There are many pathways to strengths. Click here to read my strength based leadership articles if you would like to learn more.

Apply the simple and significant. I am passionate about employee engagement and believe it makes a huge difference for all in the workplace and I recognize how many things the average leader must attend to. It is not my intention to make employee engagement an imposition in an already overcrowded day. I encourage you to find the simplest yet most significant thing you can do to advance employee engagement.

Engage the clutch. My experience with the majority of leaders in organizations is that they respond to the full slate of demands with an excess of engagement and hours worked. We must regularly engage the clutch and go to neutral. Engaged leaders also find time for rest, recovery, and renewal. The path to full engagement also involves periods of disengagement — our walk to the desert for renewal.

Contact David Zinger if you would like more information.

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Picture Credit: Desert Leaders by http://flickr.com/photos/hamed/327939900/

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Making Employee Engagement “Mmm, Mmm, Good” Again (MMP #21)

Employee Engagement Monday Morning Percolator #21

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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.

Get Perking:

  1. Heat up performance and engagement for the benefit of employees and the organization by making the workplace a better place to be.
  2. 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.
  3. 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.
  4. 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/

Feedforward: The Gold of Marshall Goldsmith (MMP#18)

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!