What percentage contribution towards employee engagement
would you attribute to each of task, role, and organization?
Daily employee engagement. This is a weekly reporting of a one year project monitoring, measuring, and assessing daily employee engagement. You can see the original project plan, intention, measures and tools by clicking here.
Week 5. This was a week of highs and lows in engagement. Day 2 and Day 3 were the highest scores I have had all year in engagement and Day 4 and 5 were the lowest.
Assessment and Review. Teaching continues to a major contributor to my own engagement. Social media work on Days 4 and 5 were the lowest days in engagement. I can get quite engaged in the moment in social media work but the overall contribution to engagement is not as strong as my education work.
Conclusions and Recommendations. I am becoming more keenly aware of the cost of high levels of engagement. I may have a couple of very engaged days but then I seem to compensate with lower days. I will be interested to see if this trend continues during the year.
Employee Engagement Overall Take-away. At the risk of sounding like a Mini Marcus Buckingham I believe it is imperative that we help employees determine their strengths by defining strengths as what engages them. The nature and type of my work has had a huge influence on engagement this past week.
What impact does the type of your work have on your engagement?
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David Zinger, M.Ed., is an employee engagement expert. He offers exceptional education and consulting on employee engagement for leaders, managers, and employees. David founded and moderates the 2025 member Employee Engagement Network. His website offers 1000 articles relating to employee engagement and strength based leadership.
Book David for education, speaking, and coaching on engagement today for 2010.
Are you using story to create, foster, and enhance employee engagement within your organization.
Robert McKee is a master of story.
He offers a short insightful video look at the power of story to engage.
Are you relying too much on data data, authority authority
Are you relying too much on coercion: bribe, bully, coerce?
Are you making use of story?
Robert provides us with a strong 6 minute powerful “PowerPointless” video on how to use story to engage. He concludes with the comment, “I’d rather hear a fact woven beautifully into a story than look at a pie chart.”
If the video fails to load in this window, click here.
Don’t wait until once upon a time, start making use of story in your employee engagement work today.
I encourage you to take 5 minutes – how seldom on the Internet we will stay anywhere for 5 minutes – but I encourage you to take 5 minutes to watch and listen to Gabrielle Bouliane performing slam poetry on engage now.
Here is the description that accompanies the YouTube video:
The lovely and amazing performance poet Gabrielle Bouliane performs for the audience at the Austin Poetry Slam.
This would be her last public performance.
Gabrielle was diagnosed with Stage Four Cancer shortly before this video was filmed. Our dear sister fought hard, but she ended her fight January 29, 2010. She was surrounded by family and friends, and her passing was in a very quiet, peaceful room full of love and affection. She was so brave.
Please share this video with everyone you know. I am sure it would tickle her to no end to have this video get as viral as a video can be. Tell the world.
Bunny up!
Warning. She uses strong language but this is a a much needed strong message.
If the video fails to open in this window, click here.
Marshall’s Mojo. Are you working with Mojo and does your work give you Mojo? Marshall Goldsmith’s latest book is called Mojo. My mental image of Mojo is often something coming from a 7 foot 260 pound NBA player driving to the net so it is intriguing to watch the gentle but tenacious CEO coach with a Buddhist background, Marshall Goldsmith, focus on Mojo.
Mojo and Nojo. Here is a diagram from one of Marshall Goldsmith’s Business Week posts last year:
Mojo defined. Marshall Goldsmith explained Mojo in his latest newsletter:
My definition of Mojo spins off from the great value I attach to finding happiness and meaning in life. Mojo plays a vital role in our pursuit of happiness and meaning because it is about achieving two simple goals: loving what you do and showing it.
These goals govern my operational definition:
Mojo is that positive spirit toward what we are doing now that starts from the inside and radiates to the outside.
To attain Mojo, we must consider what we can start doing in order to achieve more meaning and happiness in our lives. That’s the payoff of having Mojo. More meaning. More happiness. It’s not just for organization al leaders; it’s for all of us, and it applies to all aspects of our lives because, as our research clearly documents, people with high Mojo at work tend to have high Mojo at home.
Video explanation of Mojo. Watch Marshall offer this 3 minute presentation:
Do you have clarity on what contributes to your happiness?
How are you doing at finding, creating, sustaining and engaging in Mojo endeavors.
Are you tapping into your inner spirit that fuels your energy for employee engagement and also returns that energy back to you?
What can you do right not to start and extend more Mojo moments?
Next step. Read Marshall’s Mojo book and find your Mojo.
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David Zinger, M.Ed., is an employee engagement expert. He founded and hosts the 2012 member Employee Engagement Network. His website offers 1000 articles relating to employee engagement and strength based leadership.
Book David for education, speaking, and coaching on engagement today for 2010.
Get engaged. From positive psychology on empowerment at work to a 5 second tea break and from accountability muscle to inclusion, flexibility, and creativity to turn workplaces around. Also, a field guide to change agents and how we see ourselves as stories.
David Zinger, M.Ed., is an employee engagement expert. He founded and hosts the 2012 member Employee Engagement Network. His website offers 1000 articles relating to employee engagement and strength based leadership.
Book David for education, speaking, and coaching on engagement today for 2010.
THE source for employee engagement. I am thrilled at the unanticipated success of The Employee Engagement Network.
A Saturday afternoon experiment. I started this community 2 years ago on January 26th., 2008. It began as a Saturday afternoon experiment. My motive was to learn more about social networks for business and to see if I could gather 50 to 100 people together on the topic of Employee Engagement. I succeeded on both counts!
Our 2000th. member. Bev Mate – a director of competency development for HR in New York – is our 2000th member. Of course she would not be 2000th without the joining of 1999 members before her.
My contributions. I have worked hard to make this a welcoming, connected, informed, and engaged community. My work has ranged from personally welcoming every new member to suggesting, compiling, and creating our free resources. I have learned so much from this community and can only imagine how much I will learn from them this decade.
300 rejections. I have also declined about 300 members who wanted to join but were not really focused on the topic and may have had other motives to join and use the community.
A special thanks to John Junson. This network would not be what it is without the contributions of John Junson. John, is a friend of mine from grade 9 at Bruce Junior High in Winnipeg. John has enhanced the design, created compelling graphics, designed the e-books and book, and also created 2 great work related cartoons every week! Thank you John.
Our contributions. A huge thank you to everyone who has joined and an even bigger thank you to all the members who have made such fine contributions:
We have created 3 great free ebooks.
We are publishing a top 10 book.
We have 113 videos to view related to employee engagement.
We have 507 forums for open discussions on employee engagement topics.
We have 556 blog posts.
We have 26 special interest groups.
Our future. We have a network on employee engagement that has grown to 2000 members, has become a community and is headed towards becoming a strong movement. We are the #1 place to be for employee engagement.
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David Zinger is an employee engagement expert. He founded and hosts the 2000 member Employee Engagement Network. His website offers 1000 articles relating to employee engagement and strength based leadership.
Book David for education, speaking, and coaching on engagement today for 2010.
Employees need to monitor and receive daily engagement data.
We cannot withhold employee engagement data from employees
if we expect data to become a measure and amotivator of engagement.
Daily employee engagement. This is a weekly reporting of a one year project monitoring, measuring, and assessing daily employee engagement. You can see the original project plan, intention, measures and tools by clicking here.
Challenged in week 3 and 4. Week 3 and 4 became more of a challenge in the daily monitoring of employee engagement. Part of the reason was a trip to Warsaw Poland right in the middle of this time. I have inserted a screen shot picture of the data for the last two weeks of engagement.
Here are my week 3 and 4 reflections:
Assessment and Review. There was an overall consistency in scores as they begin to average out yet there were daily fluctuations from scores of 94% and 92% for the last two days of week 4 and 54% for the Tuesday of the same week. I was very challenged to conduct daily monitoring and it was easy to let the scoring slide. I believe the lack of engagement in monitoring is a problem that can allow my work engagement to slip. Monitoring is making me more aware of the variability in daily engagement.
Engagement in Teaching. Teaching or education days are the days of highest engagement for me personally.
Conclusions and Recommendations. It was surprising to see the consistency of average scores but I know the project itself is a great tool to be mindful of engagement. Getting data and reflecting on data about engaged performance is great feedback and motivation to change.
Employee Engagement Overall Take-away. I think the first month of the project indicated how important it is to give employees the data of their own engagement and to offer that data back as quick as possible. Ultimately during this decade, I believe it will be imperative to move away from yearly surveys to real time daily data that is shared with all and makes use of hand held technology.
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David Zinger is an employee engagement expert. He founded and hosts the 2000 member Employee Engagement Network. His website offers 1000 articles relating to employee engagement and strength based leadership. David is available forl education, speaking, and coaching on engagement.
Employee engagement is specific. We cannot sustain engagement all the time and everywhere. When we talk about engagement we need to ask: Who is engaged, with what, for how long, and for what purpose?
Employee engagement is connection. Connection is the key. When we disconnect we disengage. Employee engagement is the art and science of engaging people in authentic and recognized connections to strategy, roles, performance, organization, community, relationship, customers, development, energy, and happiness to leverage, sustain, and transform work into results
Employee engagement must create results that matter. This means results that are important to the employee, manager, leaders, organization, and customers.There is little point in having engaged employees if they are not contributing and creating significant results. Also, if the results only matter to the organization and not the employee – or the employee and not the organization – employee engagement will not sustain over time.
Employee engagement is always a human endeavor. Engagement is depersonalized when we refer to employees as human capital or human resources. I manage capital or resources, I work with people! Engagement will involved thinking, behavior, emotions, and relationships.
Employee engagement is fueled by energy. We must pay close attention to mental, physical, emotional, and spiritual energy at work. In addition we need to enhance organizational energy through meaningful connections and high quality interactions.
Employee engagement is more encompassing than motivation. Employee engagement embraces our emotions about work, how hard we work, how much we care about the organization, etc. It is a richer and more complex concept than motivation and includes bidirectional engagement from managers, leaders, and organizational communities.
Employee are responsible for their own engagement, we are all accountable for everyone’s engagement. No one has a bigger role in engagement than the individual themselves – if engagement it to be it is up to me. We are accountable for other people’s engagement and we can influence their engagement – if engagement is to be it is up to we.
Employee engagement makes a difference. Employee engagement can improve organizational performance while also contributing to individual performance. Engagement is much more than an attitude, a feeling, or employee satisfaction.
Employee engagement is vital in recruitment, retention, and satisfaction. The majority of workers want to be engaged and look for work that will engage them. People will often leave organizations when they feel disengaged. It may even be worse for all if they remain when they are disengaged.
Employee engagement is here and now. Don’t wait for survey results or diagnosis from a management consultant. Look at the work you are doing right now and determine how you can engage with it more fully. Look at who you are working with and determine how you can help them to be more engaged.
Make the management move to better employee engagement today.
Are you a manager looking for advice on how to improve employee engagement?
Do you know a manager who could use some help improving employee engagement?
Do you lack the time to read a long book on employee engagement but you are searching for short helpful sentences that could make a difference to your efforts.
Over 100 contributors offer an eclectic pluralism of voices and perspectives on employee engagement.
View and download this great 33 page resource for managers.
The Employee Engagement Network, founded by David Zinger, is offering our third major collaboration. Over 100 members have created employee engagement advice for managers in one sentence.
This excellent free E-book offer managers the opportunity to find timely ideas and powerful pithy perspectives to play a stronger role in improving employee engagement in their organizations.
Click the link or picture of the cover below to view or download this great PDF resource.
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David Zinger, M.Ed., is a leading expert on employee engagement. He offers education, consulting, and coaching to achieve results woven with authentic and beneficial employee engagement for all.
Engagement Defined. Employee engagement is the art and science of engaging people in authentic and recognized connections to strategy, roles, performance, organization, community, relationship, customers, development, energy, and happiness to leverage, sustain, and transform work into results. ~ David Zinger
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