http://www.davidzinger.com/13-powerful-guidelines-for-employee-engagement-programs-5240/ The best in employee engagement... Mon, 06 Feb 2012 09:03:08 +0000 hourly 1 http://wordpress.org/?v=3.3.1 http://www.davidzinger.com/13-powerful-guidelines-for-employee-engagement-programs-5240/comment-page-1/#comment-3414 David Zinger Mon, 07 Dec 2009 15:04:40 +0000 http://www.davidzinger.com/?p=5240#comment-3414 Stephen, Well said about indicators and surveys. Keep up your fine work and contributions. David Stephen,
Well said about indicators and surveys. Keep up your fine work and contributions.
David

]]> http://www.davidzinger.com/13-powerful-guidelines-for-employee-engagement-programs-5240/comment-page-1/#comment-3413 Stephen J. Gill Mon, 07 Dec 2009 14:56:22 +0000 http://www.davidzinger.com/?p=5240#comment-3413 Great list, David. Although, as a consultant, I shouldn't publicly admit that you are right about "eliminate consultants; hire coaches." I particularly like "under-measure and over-deliver." Good advice, but I would qualify it by saying that surveys are only one way to measure engagement. An organization might already have useful indicators of level of engagement without doing a survey. For example, if a company has high levels of employee turnover, absenteeism, or poor customer service, they might have the data they need to begin a "dialogue" about engagement. And, even without these indicators, individual interviews or focus groups might be more effective ways to study engagement in a particular organization. As usual, it all depends... Great list, David. Although, as a consultant, I shouldn’t publicly admit that you are right about “eliminate consultants; hire coaches.” I particularly like “under-measure and over-deliver.” Good advice, but I would qualify it by saying that surveys are only one way to measure engagement. An organization might already have useful indicators of level of engagement without doing a survey. For example, if a company has high levels of employee turnover, absenteeism, or poor customer service, they might have the data they need to begin a “dialogue” about engagement. And, even without these indicators, individual interviews or focus groups might be more effective ways to study engagement in a particular organization. As usual, it all depends…

]]> http://www.davidzinger.com/13-powerful-guidelines-for-employee-engagement-programs-5240/comment-page-1/#comment-3382 Jaime Wed, 02 Dec 2009 20:14:55 +0000 http://www.davidzinger.com/?p=5240#comment-3382 Employee engagement is an important issue according to members of the professional sales management network, EcSELL Institute. Are there any important considerations a VP of Sales should make when thinking out increasing engagement of his/her SALES REPS and SALES MANAGERS? Employee engagement is an important issue according to members of the professional sales management network, EcSELL Institute. Are there any important considerations a VP of Sales should make when thinking out increasing engagement of his/her SALES REPS and SALES MANAGERS?

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