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Employee Engagement: 10 Ways You Can Flourish with Nourishing Work

Work can make you well – Really!

10 Ways to Flourish with Nourishing Work

(The reading time for this post is 5 minutes and 30 seconds)

Here are 3 reasons why you should read this post :

  1. You will build your wellbeing toolkit by developing familiarity with 10 ways to flourish at work.
  2. You will be given helpful links and resources to go further into learning about wellbeing.
  3. You are one of the first people to gain access to the free illustrated e-book on 22 Tools to Overcome Grumpiness.

Introduction. Here are 10 ways you can flourish by creating nourishing work. Embrace these ways as invitations to flourish. They are not rules or tips you must follow. You are the expert on your own wellbeing. I trust these ways will give you a nudge in the right direction. The 10 ways offer a pathway to wellbeing through well-doing because specific actions are strong triggers to install and sustain wellbeing at work. This post was created in conjunction with a one hour session I facilitated for Nurses Week at Winnipeg’s Heath Sciences Centre on May 11th.

Start your day off right. Establish a solid morning routine that gets you out of bed on the right foot. Perhaps you go for a jog first thing in the morning. Or you sit by the fireplace and hug a cup of coffee. Maybe you write for 20 minutes. Or you help your children pack their lunches for school. The specifics of your routine matter less than having a routine that effectively and efficiently triggers engaged wellbeing for you. I encourage you to read a post on my morning routine and follow this up by reading a new morning routine from someone each week at My Morning Routine.  Other people’s routines give clues and cues on how to construct a morning routine that works for us.

Begin each day at work with the double endings in mind. Stephen Covey said, “begin with the end in mind” while William Bridges said that all transitions begin with an end. Know the results you want from your work and also determine what must end for those results to be achieved. Take one or two minutes every day to determine the results you are working towards that week while also attending to what must end for wellbeing at work to begin. Perhaps you want to finish a project this week and you must stop focusing on a nonproductive task. Perhaps you want to improve patient safety and what must end is a strained relationship with your manager. Know your end (result) and your endings (what must stop).

Install PERMAnent wellbeing. I don’t care for the term positive psychology, it sounds too much like saccharine and pop psychology. I know that is not the case but I know many people are dismissive of positive psychology because of this. I appreciate the research behind this discipline, especially the work of Martin Seligman. Work offers opportunities for both happiness and wellbeing right inside the very work itself. Focus your work on building and sustaining PERMAnent flourishng with:  Positive emotions, Engagement, Relationships, Meaning and Accomplishment.

Create meaning and purpose for your work. Know why you work. Perhaps you work because you love your hospital. Perhaps you work because you care about patients. Perhaps you work to give your family the best life possible. Perhaps you work because work enriches you with relationships and achievement. We do not necessarily share the same why of working. I encourage you to determine your meaning. Here is my response to the meaning of life and here is the response of so many others. Use these sources to create a strong scaffold of meaning to support you and your work. As the Dalai Lama declared, “The question is not to know what is the meaning of life, but what meaning I can give to my life.”

Don’t forget to wear your SCARF at work. David Rock knows about your brain at work. When we align our work with SCARF (Status, Consistency, Autonomy, Relatedness and Fairness) our work – works better. Here is a brief article outlining the SCARF model at work. Rock’s book on Your Brain at Work is an insightful book on how to improve your day with your brain in mind by following one couple as they proceed through their day and how they could improve their day if they made better use of their brains.

Pair Mindfulness-East with Mindfulness-West. Mindfulness has been sweeping through workplaces around the globe. Did you know there are two types of mindfulness? Mindfulness-East is the perspective of being aware in each moment of what you are doing without judgement. Mindfulness-West, developed by Harvard psychologist Ellen Langer teaches how to engage by actively noticing novelty and distinctions. Noticing novelty and distinction engages you and brings new life to your day.

Eliminate the negative. Baumeister and others have shown that bad is stronger than good. Before you get busy trying to add additional things in your day as the pathway to wellbeing ensure you address your challenges and bad events. Some researchers suggest that bad is 2 or 3 times stronger than good. When something bad happens do not be surprised at how it can knock you off kilter and how it begins to feel so permanent, pervasive, and personal. Remember to eliminate the negative before accentuating the positive.

Take the 90 second pause. Jill Bolte Taylor a neuroscience researcher, who also suffered a stroke, suggested that the shelf life of an emotion is 90-seconds. This would mean that upset or negative emotions last only about 90 seconds, yet for many of us they seem to last a lifetime. Give yourself 90 seconds from the moment you feel a negative emotion before you act on that emotion. Also know that you must feed negative emotions every 90 seconds to keep them alive. We feed it with fragments of tragic stories, feelings of being wronged, and a multitude of tiny, almost unconscious mechanisms, to keep being upset. If you remain upset ninety seconds after the initial emotion it is essential to ask yourself: “How am I feeding my upset to keep it alive?”

Sharpen progress while making setbacks dull. Most of us fail to maximize the benefits of progress and minimize the impact of setbacks. Progress and setbacks are so pervasive at work and daily life that we often fail to fully notice their impact. End each day by taking a minute to notice what stood out for you that day. When progress stands out ensure you let it soak in, celebrate it, and determine ways to extend it. When setbacks stand out ensure you determine what you can do next, how you might learn from it, or what you can do to let it go. Know that work and life often resemble a real-life game of snakes and ladders and our job is to climb ladders and squish snakes.

Use 22 tools to exit from grumpiness. Does work make you grumpy or do you find yourself surrounded by grumpy people?. I just completed an e-book, illustrated by John Junson, on 22 Tools to Overcome Grumpiness. Click on the cover below to enjoy this short, yet engaging, book.

22 Tools to Overcome Grumpiness Cover

A Short Reading List. Here are 9 books that can improve your motivation and skills to flourish with nourishing work:

  • Teresa Amabile and Steven Kramer, The Progress Principle.
  • Ellen Langer, Mindfulness.
  • David Rock, Your Brain at Work.
  • Steven Covey, The 7 Habits of Highly Effective People.
  • Tom Rath, Are You Fully Charged?
  • William Bridges, Transitions: Making Sense of Life’s Changes.
  • Viktor Frankl, Man’s Search for Meaning
  • Martin Seligman, Flourish: A Visionary New Understanding of Happiness and Well-Being
  • Jon Kabat-Zinn, Wherever You Go There You Are: Mindfulness Meditation is Everyday Life.

David Zinger is an employee engagement speaker and expert from Winnipeg, Manitoba, Canada who works around the globe helping organizations and individuals improve work engagement and engaged wellbeing.

Employee Engagement Speaker - David Zinger

A 21-Point Employee Engagement Manifesto

If you don’t stand for something, you will fall for anything

Heart Diamond Engagement

Have you taken a stand on employee engagement? I wrote this manifesto to declare my beliefs and practices for employee engagement. I invite you to read it, to reflect upon the statements, to act upon the statements that make sense to you, and to determine your own stand on employee engagement.

Here is the beginning of the manifesto:

Our current practices and approaches to employee engagement are failing. They are failing to achieve organizational results and most employees fail to experience the benefits of their own engagement. These failures may result in widespread abandonment of employee engagement. This is intolerable and unacceptable as engagement has the potential to create excellent experiences of working for individuals fused with organizations capable of creating robust results. Let’s work together to ensure we avoid the loss from a failure to engage!

Read this new 21-point manifesto outlining my core beliefs, principles, and actions to improve employee engagement and work. Notice that each item is a verb directed towards action. These are strong declarations. You will discover where I stand on the major elements of engagement because “if you don’t stand for something, you will fall for anything.” If you or your organization align with some of these statements I welcome and invite you to work with me.

Simplify employee engagement into an 8 word definition: good work done well with others every day.

Change engagement by changing behaviors and actions. We change attitudes, emotions and culture by changing behavior.

Make employee engagement actions and behaviors simple, small, strategic, significant, and sustainable.

Rewrite the grammar of engagement from the noun of engagement to the verb of engage.

To read the other 17 declarations view the slides below:

David Zinger is an employee engagement speaker and expert.

An Ode to Distraction: The Lighter Side of Employee Engagement

I invite you to enjoy my Linked In post on distraction today. It includes a selfie taken with the Rosetta stone when I was in the British Museum. It also includes a picture of a tricycle that is too small for me to ride.

Click here to read the post and forget what you were supposed to be doing.

The post on Linked In begins:

What are the keys to employee engagement when we are distracted? Fox News  ( I often see a fox in the St. Vital park which is just a block away, and they have some lovely flowers) published an informative post on August 31st …

We should all know our keys. I just lost mine. I know they are around here somewhere. I also wish I could find my to-do list so I could remember what I was supposed to work on this afternoon.  I just can’t remember my password for Google Calendar, hey that’s a cool new logo they are using for Google. I know I put my passwords in a file somewhere (read the full post by clicking here – or did I already say that, I just forgot).

Employee Engagement: Engage the Year Ahead with 2-Simple Rules

Are 2 simple rules powerful enough to guide a year of work and interaction?

Reading time = 2 minutes and 50 seconds

2 Simple Engagement Rules

Simple rules. I have become enamoured with simple rules to guide and govern behavior and actions. It is a bit ironic as I always stated that rules were not engaging but somehow simple rules feels more inviting and not commandment-like at all.

A New Year’s Guide. This post outlines 2 simple rules I am using to guide my work and wellbeing from September 1, 2015 to August 31, 2016. Even at 60 years of age, September 1st. always feels like the first day of the New Year. In my mind and experience, September marks the beginning of the school year in Canada.

Moving on from a 3 word theme. For the past 7 years I have used a 3-word theme to govern the year ahead. I loved the focus and simplicity of it. I was reluctant to give it up but I was looking for a more active approach to the year ahead wedded with specificity. The three word theme was a nice beacon or personal north star while 2-simple rules is a detailed daily road map through work and wellbeing. I am craving a more behavioral action guide for 2015/16. I was planning to write 3 simple rules but in drafting the rules, and my love of small and simple, I decided I only required two rules.

My two daily rules are:

Rule 1: Action – 15

Start and record fifteen 15-minute periods of engaged work or wellbeing sustained with resilient grit.

Rule 2: People Artistry – 5

Draw out the best in others or myself 5 times through connection and expression of appreciation, curiosity, or recognition.

Rule 1 is focused on using short engaged time zones to maximize productivity and well-being. The key moment for me with this simple rule is to just start. I start each period of work or wellbeing by pushing the button on my watch timer already preset for 15 minutes. A second challenge is to sustain engagement for the full 15 minutes. To do this I added resilient grit into the rule. I want to bounce back after inevitable setbacks and I want the grit and gumption to stick with this rule for the year. I know that a big factor in success for me is to keep recording the periods. I don’t need to conduct detailed assessment and analysis but I know that I often become derailed when I stop recording.

Rule 2 is inspired by the new book I wrote with Peter W. Hart on People Artists: Drawing Out the Best in Others at Work. This book will be released in October of 2015. The image on the one page guide at the start of this post is taken from the cover of the book and was painted by Peter Hart. I did not want to just write the book and offer the book to others, I plan to make it a personal daily practice. This rule will bring the concepts and practices of the book to life while also offering a trigger for 5 daily acts of people artistry. Most of those acts will take the form of appreciation, curiosity, or recognition.

Background. Some of  the background for this change in approach from a 3-word theme to 2-simple rules came from the literature on Kaizen and a recent book  by Donald Sull and Kathleeen M. Eisenhardt on, Simple Rules: How to Thrive in a Complex World.

Rule your own world of work, wellbeing and engagement. The primary purpose of this post is to encourage you to develop a few simple rules to improve your work and wellbeing. My rules are not your rules. You are welcome to use mine as a starting point or a launching pad to design your own rules. Later this year and in 2016 I will be writing more about behavioral employee engagement and simple rules. You will learn guidance on how to formulate and apply the concepts of simple rules. I encourage you to read Sull and Eisenhardt’s book to develop a deeper understanding of how simple rules have been used in a variety of setting and how you can use simple rules.

Your next action. I encourage you, for now, to think about what rules would help you engage more fully with your work and wellbeing. As you think this through I encourage you to take a few notes and to write down some early drafts of the rules.

David Zinger is an employee engagement speaker and expert who is pairing the behaviors from the pyramid of employee engagement with simple rules to make a difference to engagement in 2016.

Get Small and Simple for Employee Engagement

In employee engagement — SMALL IS THE NEW SIGNIFICANT!

Reading time = 54 seconds

Small2Simple2

How has that big employee engagement program been doing? Is your large employee engagement initiative making a difference? I have no doubt that employee engagement can make a big difference but that does not mean employee engagement approaches have to be big to matter. Small is the new significant.

Pyramid of Employee Engagement and Engaged Well-Being

We need to determine and act on small and simple behavioral practices that can be practiced daily by leaders, managers, and employees themselves. I am currently at work on taking the 10 block pyramid of employee engagement – making it action-oriented – articulating the actions as simple rules – and helping leaders, managers, and employees reduce the 10-block pyramid to a personalized 3-block pyramid embracing simple rules to govern their engagement work.

Here is a perspective from the School of Life that inspires me to keep on this path:

Rikyū reminds us that there is a latent sympathy between big ideas about life and the little everyday things, such as certain drinks, cups, implements and smells. These are not cut off from the big themes; they can make those themes more alive for us. It is the task of philosophy not just to formulate ideas, but also to work out mechanisms by which they may stick more firmly and viscerally in our minds.

David Zinger is an employee engagement speaker and expert from Winnipeg, Canada

Employee Engagement: Embrace Your Jagged Experience of Work and Wellbeing

The New Balance in Employee Engagement is Jagged and Precarious

I know you have seen them. The stack of smooth stones that offer a visual of calm and tranquility. I confess that I have always been attracted to them and even used them on the cover of my first book, Zengage: How to Get More Into Your Work to Get More Out of Your Work.

Zengage Red

I trust you are also aware of the the increasing abandonment of the term work/life balance. Many say we can’t achieve balance because of how we work today and the influences of technology and the expectation to always be “on.”  It is problematic that we would use a balanced and smooth ideal image when jagged and precarious captures more of the lived experience of work, wellbeing and engagement for most of us.

Balance Rock Crayon 2015

 

Let’s embrace a new balance for work and life in 2016. This balance has rough edges symbolized by the third stone in this stack and balance is fleeting, temporary, and precarious as symbolized by the almost tipping top stone on the top of the stack. I believe 2015 asks us to get more comfortable with things being jagged. We need to find our equanimity in edges and crevices and cracks.

I placed some crayons beside the stones to symbolize our need to work and play with what we’ve got and not dream of everything being smooth. Zen perspectives embrace impermanence and ask us to stop being so smooth and rather to be mindful and accepting of what actually is.

I encourage you to embrace jagged work, such as:

  • Leaders who are frayed and flawed
  • Projects without enough time or budget
  • Fluctuating states of health
  • Energy that peaks, dips, and twirls
  • High degrees of uncertainty about future work.
  • Co-workers who can be just plain difficult

The new balance of life and work as we move towards 2016 is jagged, resilient, real, imperfect, and impermanent.

Learn to live it rather than trying to live up to some ideal.

David Zinger is an employee engagement expert and speaker who believes are best work can come when things are not smooth and balanced but rather jagged and precarious.

Employee Engagement: Get Respect

My post on employee engagement and respect was just published on Halogen’s TalentSpace. Click here to go read it.

Screen Shot 2015-08-17 at 10.56.48 AM

I look forward to an action-packed and insightful presentation at the Halogen conference in Ottawa in September.

David Zinger is an employee engagement expert and speaker.

Does Your Employee Engagement Survey Serve You? Really?

Let’s bring employee engagement into the year 2015.

Reading time = 34 seconds

Zings

Here is the headline from a recent article: Is it time to sack the annual employee engagement survey? Click on the title to read it. Short answer: YES, sack it. We need to get more relevant, more timely, and make use the current technology available. Also we need to be aware of the cost of the survey and what could be done with the money we spend. I like data, I just want it more timely, more relevant, and more actionable. Our data should serve employee engagement work not have us be servants to a survey of dubious value.

David Zinger is an employee engagement speaker and expert from Canada. He is also founder and host of the 6700 member Employee Engagement Network.

Turn People Artistry into Your Healthy Routine

Do you have a recognition routine to draw out the best from the people you lead and manage?

People Artists

People Artistry is anything but routine yet paradoxically a routine is what can get you into People Artistry and sustain your work at bringing out the best in others for many years. In our time of energy depletion of having far too much to do and too little time to do it, intentional structure and routine operate as strong guides of behavior.

Watch for People Artists: Drawing Out the Best in Others at Work coming in October 2015.

David Zinger is an employee engagement speaker and expert who joined forces with Peter W. Hart, an expert on recognition, to create People Artistry – an approach to making workplaces better for all.

Employee Engagement at Halogen Software Conference in Ottawa (September)

Join me September 9 to September 11, 2015 in Ottawa to learn more about employee engagement.


David Zinger is an employee engagement speaker and expert who is deriving simple rules of engagement from his pyramid of employee engagement model.

Employee Engagement: Nobody Wants an F

HRE Daily recently published an article entitled: Companies Surveyed Flunk Employee Engagement.

Here was the conclusion in the article:

“HR should be leading the charge to raise the firm’s employee engagement maturity level,” says Bruce Temkin, customer experience transformist and managing partner at the Temkin Group. “Employee engagement is one of the most strategic opportunities for HR professionals.”  Meanwhile, survey participants point to three common obstacles that prevent them from turning this situation around: the lack of a clear employee engagement strategy, inconsistent buy-in from middle managers, and limited funding along with inconsistent buy-in across the leadership team.

I think the article points to some serious challenges in engagement. I personally, don’t care for the term “buy-in” for engagement as I am not sure that fits with what it means to be engaged. I wonder if the “buy-in” challenge for managers stems from being overloaded with so many things and perceiving employee engagement as something extra they need to do. I don’t want to be sold on engagement or sell it. Having said that I realize what a challenge it is to invite, converse, question, and co-create engagement. Yet this approach costs very little and alleviates the limited funding obstacle.

My focus is on small, simple, strategic, structural, and sustainable actions that can move the dial on engagement. If you want to seize the strategic opportunity of employee engagement I encourage you to focus on the big impact while using small actions.

In the second half of 2015 I am creating 11 simple rules that all employees can follow to increase their own engagement and supplementing the simple rules with how managers and leaders can foster that in the people they lead and manage.

 

Pyramid of Employee Engagement Model

This is based on my pyramid of employee engagement and enhances: results, performance, progress, relationships, recognition, moments, strengths, meaning, well-being, and energy.

David Zinger uses the pyramid of employee engagement as a speaker and consultant to show an inexpensive and behavioral pathway to improving employee engagement for the benefit of all.

Employee Engagement: Give me an inch

Dan Cook on the Employee Benefits Network wrote a piece: Employee engagement inching higher.

Reading time = 49 seconds

Iatrogenic Disengagement

I’ll take an inch of progress in this field any day. But Dan goes on to talk about the Tempkin Group study with this statement:

engagement remains a science in its infancy. Even employers that measure engagement often don’t see acting on the results as an imperative.

I don’t mind scientific infancy in engagement but I think it is disheartening and disengaging to have employers measure engagement but fail to act on the result. This is what causes iatrogenic disengagement. Our efforts in working on engagement may inadvertently be causing a decrease in engagement. Employees were asked about their engagement, nothing is done, so obviously it is not very important. Engage is a hearty verb signifying action and connection not disconnection and disinterest.

Engage along with me, the best is yet to be!

David Zinger is an employee engagement expert and speaker who encourage an action approach to engagement based on power and simple rules derived from the pyramid of employee engagement.

People Artists: The Little Human Guidebook for Leadership and Management

People Artists Draw Out the Best at Work

Reading time = 55 seconds

Slide1

People Artists: Drawing Out the Best in Others at Work will be released this October. I encourage you to think about what it would mean for you to be a People Artist. By this, I mean someone who brings an artistic sense to how they lead, manage, and work with others. Henry Mintzberg demonstrated the importance of art, science, and craft in management. In our time of unbounded enthusiasm for analytics and the science of work, let’s not ignore the art of managing.

And don’t tell me you are not an artist.

Everyone can be, and already is, an artist. Perhaps you need some encouragement, inspiration, and education to be a better People Artist. Peter and I would love to show you the way and in the interim we encourage you to take initial steps to bring out the best in others at work.

Just start. Once you embark down this path, People Artists can act as a guidebook and toolkit to take you further on the journey. If you want to know more before the October launch, I invite you to get in touch with me.

David Zinger is an employee engagement speaker and expert who believes in the power of People Artistry to enhance and enliven our employee engagement and employee recognition work.

No Time for Employee Engagement? Really?

Reading time: 54 seconds

Here is a headline from an engagement article from last week.

Who’s Got Time to Manage Employee Engagement?

I liked the post and the argument. I appreciated Johnathan Bright’s conclusion:

It is, as ever, a question of trust. The other question is of time. So, managers, get the results of your survey, find out the needs, set your KPIs, and then get the help of someone with the time and know how to implement the right strategy. After all, you’ve got other stuff to be getting on with.

To me, we need to weave engage into “the other stuff.” I fully concur with the lack of time available so rather than an extra lets ensure engagement is woven into the fabric of work with small, simple, strategic, structural, and sustainable actions.

I am currently working on 11 simple rules of employee engagement based on the 5 S’s stated above and derived from the 10-block pyramid of employee engagement.

Pyramid of Employee Engagement and Engaged Well-Being

David Zinger is an employee engagement speaker and expert who uses the pyramid of employee engagement to derive simple rules for leaders, managers, and employees to improve engagement for the benefit of all.

Employee Engagement: Take One Small People Artist Step Right Now

Draw out the best in someone before we reach August.

Peter W. Hart

People Artists Draw Out the Best in Others

People Artists draw out the best in others. I think sometimes we can make this too big, too complex, and too unwieldy. I am writing this at 8:47 AM on the last day of July. If you read this before August hits I encourage you to engage in one small action to bring out the best in another person at work.

Be an ARTIST. Don’t follow a script. Don’t paint by numbers. Just say something or do something that you think can bring out the best in another person and see what happens.

For my friends and readers in London, Singapore, Pune, and other great locations around the world, you might not read this until August but I won’t let you off of the hook, I challenge you to do this in the first hour you get back to work in August (By the way, I would love to hear what you did and what the impact was on both the other person at work and yourself).

If you are interested in purchasing People Artists as soon as it is published (before the official launch) email me (david@davidzinger.com) and I will put you on the growing list.

David Zinger is an employee engagement expert and speaker. Peter W. Hart and David Zinger wrote People Artists: Bringing Out the Best In Others at Work. The book will be launched in October but you can start now and learn a whole lot in October when the book is formally released.

People Artists Coming in October: Catch the Fire

People Artists: Drawing Out the Best in Others at Work will be released this October.

Fire

Peter W. Hart and I will be releasing our new book on People Artists in October. The picture in this post, painted by Peter, was used for our cover. Watch for updates, ideas you can use, and other material as we approach the launch in a couple of months.

David Zinger is an employee engagement speaker and expert from Winnipeg, Canada.

Employee Engagement: Just Another Brick in the … Pyramid

Here are 10 “bricks” I use for employee engagement.

Pyramid of Employee Engagement and Engaged Well-Being

The bricks from top to bottom and left to right are: results, performance, progress, relationships, recognition, moments, strengths, meaning, wellbeing, and energy.

They were unstructured bricks until one day I played with them and they rearranged themselves into a pyramid.

I like the 10 bricks and the pyramid but you can use your own bricks or another structure for employee engagement. Perhaps you can use my bricks or structure as a foundation or a launching pad. Or maybe in rejecting my bricks and structure you make a stronger declaration of your own approach. They key is that it has to work for you and who you work with.

What are your “bricks” and how are they structured for engagement?

Here is a short video made by m ss ng p eces (love their name) in conjunction with MIT Media Lab Knotty Objects to inspire you to think differently about your bricks for engagement:

MIT Media Lab Knotty Objects: Brick from m ss ng p eces on Vimeo.

This video is one of a series of videos in collaboration between m ss ng p eces and MIT Media Lab for the Knotty Objects Summit, the first MIT Media Lab Summit devoted to design.

David Zinger is a Canadian employee engagement speaker and expert who believes we need to be more playful in how we approach engagement.

Employee Engagement Calling in Winnipeg

If you are in Winnipeg on September 24th (my 61st. birthday). I invite you to join me for an employee engagement session for Manitoba Customer Contact Association.

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Employee Engagement Calling

How You Can Change Engagement from a Busy Signal into a Vital Way of Working?

with David Zinger

At times, employee engagement seems to be a bunch of noise and management jargon. Yet employee engagement makes significant contributions to both individuals and organizations. Engagement improves customer service, performance, and profits while increasing employee retention, happiness, and well-being.

David Zinger removes the jargon of employee engagement with a simple eight-word definition of employee engagement: good work done well with others every day.

Join with David for an engaging morning that will improve work for both you and your organization. Learn how work can make you well and how you can improve your own engagement while influencing other people’s engagement. David will have us focus on the small, simple, significant, strategic, and sustainable behaviors that make a difference in our work so that our work makes a difference for us. David will also help participants look at the principles and practices of work gamification.

David applies the 10 building blocks from the pyramid of engagement to improve: results, performance, progress, relationships, recognition, moments, strengths, meaning, wellbeing, and energy.

His approach is engaging, evidence-based, current, informative, interactive, and practical. The morning offers an inspiring and informative mix of the latest information on engagement, fused with interaction to examine and improve engagement, finishing with practical and tactical behaviors you can start using during the workshop and on your next shift.

As an added bonus David will be looking at gamification. The application of gaming principles and practices to work and organizations, has been gathering momentum over the past 5 years. Game designers know how to keep players engaged and we have much to learn from them. During the workshop we will look at four key principles for games and how simple gamification can be used to make work more engaging. For example, David has gamified his work and wellbeing actions for the past 3 years and it has improved work productivity, overall wellbeing, and social contribution.

David Zinger is an employee engagement speaker and expert who works around the world on employee engagement and resides in Winnipeg, Manitoba, Canada.

Employee Engagement Survey: Black Hole or Portal?

Does your survey shed new light on work and the organization?

Employee Engagement Black Hole

Employee engagement surveys are instruments to penetrate the blackness of our knowledge about our employees’ attitudes and perspectives about work. They should offer insight leading to action leading to increased employee engagement leading to real improvement in other key metrics we want for our organization and for our employees.  Yet often the results seem to get sucked into a black hole, employees are poorly informed about the survey results, and even employee comments made on the survey are kept secret. I encourage you during July and August to determine how you can ensure your survey is a portal to better engagement rather than a black hole that in the process of measuring engagement actually disengages employees.

David Zinger is an Employee Engagement Speaker/Expert from Winnipeg, Canada.

Employee Engagement Micro Lesson: Put Your Heart into Stopping

Employee Engagement Micro Lesson: Stop before you Start

I loved the heart shaped stop signal traffic lights in Akureyri, Iceland. I believe we can all benefit by putting our heart into what we can stop before we launch our next employee engagement survey, program, or initiative.

Stop for Employee Engagement

David Zinger, from Winnipeg, Canada, is an employee engagement expert and speaker striving to make engagement simple, small, strategic, and sustainable by engaging with daily behaviors that build engagement.

If You Are Stuck in Employee Engagement, Get Sticky.

Are your employee engagement ideas sticky?

David Zinger - Employee Engagement Speaker