Today, May 22nd is my 25th wedding anniversary to Susan. It just goes to show that engagement can lead to wonderful things, and that includes 3 wonderful children. Today I feel like the most fortunate man alive and have so much gratitude in my heart. Of course we won’t stop there and I look forward as we move into our next 25 years!
From Engagement to “I do” to 3 Children to 25 Years of Marriage
Posted on May 22, 2013 // Leave a Comment
Lesson Two From an Employee Engagement Speaker: Some Things Should Never be Radical!
Posted on May 21, 2013 // Leave a Comment
It should not be radical to be either honest or transparent
Employee engagement thrives with honesty and transparency. I trust we don’t have to make the business case for honesty and transparency in the workplace but I am sure someone has set about calculating the return on honesty (ROH) or an even better Dilbert-like acronym, Return on Transparency (ROT).
In recent years, I have increasingly encountered articles and blog posts about radical honesty and radical transparency. Ryan Smith and Golnaz Tabibnia (what a wonderful looking and sounding name) near the end of 2012 wrote a Harvard Business blog post: Why Radical Transparency Is Good Business. They claim radical transparency improves business performance in terms of focus, engagement, and growing and recruiting talent. I guess there already is a ROT in our workplace. I don’t quibble with their premise or plea for transparency I just hope that we don’t see it as being so radical.
When did it ever become RADICAL to be honest or transparent at work. (Yikes, I think I am starting to almost write like Tom Peters and his tendency to try and shout through his writing with a plethora of BOLD UPPER CASE letters in a variety of colors.
Of course, maybe we do need to shout: YOU DON’T HAVE TO BE RADICAL TO BE HONEST OR TRANSPARENT. I yearn for the sound of respectful voices not shouting but rather being honest and transparent in our workplace.
One last thing, please do not ever approach me and ask, “Can I be really honest with you right now?” I am going to say no. Not because I don’t want you to be honest but because it makes me believe that you have not been honest with me before. Just go ahead all the time and be honest, really! Trust me, you probably will be real more than radical.
‘It doesn’t happen all at once,’ said the Skin Horse. ‘You become. It takes a long time. That’s why it doesn’t happen often to people who break easily, or have sharp edges, or who have to be carefully kept. Generally, by the time you are Real, most of your hair has been loved off, and your eyes drop out and you get loose in the joints and very shabby. But these things don’t matter at all, because once you are Real you can’t be ugly, except to people who don’t understand.” ― Margery Williams, The Velveteen Rabbit
Engage along with me, the best is yet to be.
David
David Zinger is an expert global employee engagement speaker and consultant who brings the topic down to earth while striving to enliven the pyramid of employee engagement to help leaders, managers, and organizations increase engagement and results while also building relationships.
Waggle: 39 Ways to Improve Organizations, Work, and Engagement (Coming May 29th)
Posted on May 20, 2013 // 1 Comment
Waggle is coming May 29th
My newest free eBook Waggle is coming on May 29th. This book looks fantastic on a tablet or smart phone. It is based on 3 years attempting to convene honeybees and humans. It is not really about bees, don’t worry you won’t get stung. It is about what we can learn from bees to improve our own work, engagement, and organizations.
It will be released on May 29th. because that is Manitoba’s: Day of the Honeybee.
I will post it on this site and other places on that day. It is 68 pages long and has lots of pictures so it is an easy read, perfect while you are waiting at the gate for your flight to Timbuktu or waiting in your doctor’s office.
I no longer have the patience for most business books that drone on for 350 pages and generally I can find most of what I am looking for from an author in a good blog post. I just had so many great images that I wanted something that was easier to look at and pass around.
The book is free, you will just click on the image and read it or download it. There is no email or registration required. What I hope you will do is pass it on to others who may benefit by being able to think differently inside their hive.
Come back on May 29, catch the buzz, and start your waggle.
David Zinger is an employee engagement expert and speaker who went to the honeybee hives for three summers to learn lesson for engagement from this enthralling species.
Friday Factoid #32: Priority but no Strategy
Posted on May 17, 2013 // Leave a Comment
Yeah employee engagement is important but…
The majority (79%) of respondents rate employee engagement as a high priority, but only 41% have an employee engagement strategy in place, according to research by YouForce. (Source)
Commentary
There is a gap between belief and action on employee engagement. It is rated as a priority but only half of those who rate employee engagement as a priority have a strategy. Now that’s a true lack of engagement with engagement!
David Zinger is a global employee engagement speaker and expert who uses the pyramid of employee engagement to help managers and organizations increase engagement.
Lesson One from David Zinger Employee Engagement Speaker
Posted on May 14, 2013 // Leave a Comment
Employee Engagement Advice is Only Half Right
I often start my speeches on employee engagement with the following statement:
Half of what I will offer today is right on, half of what I will offer today is wrong, and I don’t know the difference.
Responses range from chuckles, to mild disbelief, to a request to just do the right stuff so people can leave early.
I believe it is important to come to a presentation on employee engagement with an open mind but not so open that your brains fall out. As individuals and organizations, we must find our inner expertise and rely more on test cases than best cases. What this means is that if you hear about evidence based practices or surefire tips try them out to see if they work for you and your organization.
Don’t just attend a presentation to learn more or learn something new. Attend a presentation with the willingness to engage with the content, take it away, test it out, and if it works implement it at on a larger scale personally or organizationally. Increase employee engagement by engaging fully with what you are learning.
Engage along with me, the best is yet to be.
David
David Zinger is an expert global employee engagement speaker and consultant who uses the pyramid of employee engagement to help leaders, managers, and organizations increase engagement.
5 Zingers on Trust Works! (Ken Blanchard)
Posted on May 13, 2013 // Leave a Comment
This is a biased review of the book, Trust Works! by Ken Blancard, Cynthia Olmstead and Martha Lawrence
This is a biased review of Trust Works! It is biased because I had the opportunity in San Diego to meet and spend time with Ken Blanchard and the Blanchard Company two weeks ago. I was impressed by how down-to-earth and open Ken, his wife Margie, and the Blanchard Companies are. Ken signed my book with my special request to put in a line that he and Norman Vincent Peale wrote in The Power of Ethical Management: there is no right way to do a wrong thing.
The Blanchard family has been to Churchill Manitoba which is in my home province. Not only were they enthralled by the polar bears they demonstrated a willingness to go anywhere for an enriching experience.
Trust is fundamental for employee engagement.
Here are 5 zingers from the book:
- Cats and Dogs. This book goes to the cats and dogs. An easy story to read about trust based on a fighting, backbiting, and a sabotaging cat and dog. Please know that trust does not have to go to the dog house and there are specific steps we can take to build trust for lasting relationships.
- Assessment. There is a short and practical assessment we can complete on our own trust level and have others do a similar form to assess our trust. Trust me, if you do this it will help you understand and assess trust at a personal and interpersoanl level.
- The ABCD’s of Trust. Trust is based on the four dimensions of Able, Believable, Connected, and Dependable. Trust in organizations starts with the first four letters of the alphabet.
- Trust is in the eye of the beholder. Memorize this quotation: “Trust is a delicate thing. It takes a long time to build, yet you can blow it in a matter of minutes. All it takes is one incident of behaving inconsistently with what someone considers trustworthy behavior for that person to pull away from you.”
- The Defining Competency. “Smart organizations are increasingly taking proactive steps to build high-trust cultures, because they’ve seen clear evidence that it helps improve the bottom line. With trust, creativity flourishes, productivity rises, barriers are overcome, and relationships deepen.” Remember, trust works.
I encourage you to buy the book, it will make for a short and trusty companion on your next flight or afternoon read at the beach.
David Zinger is a global employee engagement expert who in 2013 has worked on engagement in Delhi, Mumbai, Pune, Berlin, Prague and New York. He builds and sustains his own engagement in tight 24-minute periods. He has pioneered a number of significant approaches to engagement. To access Mr. Zinger’s services email him: david@davidzinger.com.
Friday Factoid #31: Don’t Just Manage Employee Engagement, Engage Managers
Posted on May 10, 2013 // 1 Comment
Employee engagement: The strength of one and the power of many
80% of employees dissatisfied with their direct managers were disengaged. http://www.dalecarnegie.com/employee-engagement/engaged-employees-infographic/
Commentary
Managers have a significant influence on engagement. When we improve the engagement of managers not only do we benefit by having more engaged managers we also improve the engagement of their direct reports. Don’t just manage employee engagement, ensure your managers are fully engaged.
David Zinger is a global employee engagement speaker and expert who uses the pyramid of employee engagement to help managers and organizations increase engagement.
Now View This: 500 Videos on Employee Engagement
Posted on May 9, 2013 // Leave a Comment
500 Videos on Employee Engagement
We now have 500 videos relating to employee engagement posted at the Employee Engagement Network. This is a fantastic eclectic mix of videos on engagement, work, management, and leadership. These videos can inform, disrupt, inspire, engage, enthrall, and excite. There is something for everyone. I will create a concise list of the videos in the near future, for now ensure you join the employee engagement network and start watching by clicking here.
David Zinger is a global employee engagement speaker and expert who uses the pyramid of employee engagement to help managers and organizations increase engagement.
How leaders can leverage six social media dimensions for employee engagement
Posted on May 7, 2013 // 4 Comments
Social Media Leadership for Engagement
Roland Deiser from the Drucker School at Claremont Graduate University and Sylvain Newton from GE wrote an insightful piece on the six social media skills every leader needs. The six dimensions and skills outlined by Deiser and Newton are: producer, distributor, recipient, adviser, architect, and analyst. I will briefly describe the skills and outline some ways that a leader can apply each skill to employee engagement.
Producer. Leaders with high levels of social media savvy produce compelling and authentic content. They are willing to embrace imperfection and communication that is more direct and raw. Here are 3 examples of how leaders can leverage producing for employee engagement:
- Spread the reach of your message and connection through blogs and videos.
- Demonstrate your humanness through authentic communication.
- Ensure that the compelling stories of your organization that glue employees to their work are told powerfully and repeatedly.
Distributor. Information comes from all levels of the organization and from inside and outside the organization. Distribute timely and helpful information to set the stage to co-create information:
- Keep employees informed of what is going on both inside and outside the organization.
- Publish a global employee engagement RSS feed on the company’s social media site.
- Give employees the opportunity to comment and co-create information for new meanings and insights.
- Post anecdotal comments from the employee engagement survey online for acknowledgement and further commenting.
Recipient. The leader of today must stay informed and can easily access information directly and automatically. Being a recipient means not only reading posts or viewing videos it also means replying, commenting, and linking.
- Stay in touch with employee engagement information through Twitter searches, Google news feeds, and other automated ways to receive timely and helpful information.
- Don’t just consume information — comment and add perspective and ideas to what you read
- A good place to begin is a morning or evening scan of relevant blogs at the Harvard Business Review, Business Week, and Forbes blog sites.
Adviser. Social media is not just a personal issue, it is social. Ensure that you advise, enable, and support the social media literacy of the entire leadership team.
- Leaders are employees and one of the things that they can engage in is value added social media interaction.
- Encourage and educate other leaders and managers within the organization to develop and enhance internal social media savvy.
Architect. Play a role in structuring social media within the organization for openness, sensitivity, and accountability.
- Being open and direct does not mean anything goes, balance openness with accountability, respect and sensitivity.
- Understand the community can moderate much of the content on their own.
- Ensure any organizational social media sites are attractively designed, compelling to visit, and easy to navigate.
- Make use of how “glued” employee are to their smart phones to enhance and increase overall employee engagement through mobile technology.
Analyst. Leaders need to stay abreast of innovation and new trends. The Internet of Things means that about 50 billion devices will be connected by the year 2020.
- Stay abreast of social media and social media will keep you abreast of what is going on inside and outside your organization.
- Experiment with new methods of engagement based on mobile work and early technology, such as sociometers.
Conclusion. To read the original McKinsey&Company article by Deiser and Newton with examples from executives at General Electric, click here. Social media is here to stay and can become a powerful tool for employee engagement and strong organizations as we socially accelerate towards 2020.
David Zinger is a global employee engagement speaker and expert who uses the pyramid of employee engagement to help managers with engagement.
Friday Factoid #30: India, Employee Engagement, and Wellbeing
Posted on May 3, 2013 // Leave a Comment
Wellbeing dipping in India
Just 10% of India’s workforce are thriving. From Is India Having a Crisis of Soul? by Deepak Chopra and Jim Clifton in the Huffington Post.
Commentary
One of my biggest lessons from visiting India earlier this year was that there is no one India, there are many “Indias”. As India moves towards 2020, I trust there will be a greater experience of thriving in the workplace when engagement is done powerfully, authentically, and for the benefit of all.
David Zinger is a global employee engagement expert who uses the pyramid of employee engagement to help managers and organizations increase engagement.
How to Find Employee Engagement: Just Say No
Posted on April 30, 2013 // Leave a Comment
No content
No tips
No tricks
No talking head videos
No business case
No rules
No donuts
No mojo
No infographic
No drivers
No enablers
No evidence
No gurus
No experts
No statistics
No PowerPoints
No eBooks
No tweets
No flow
No secrets
No whitepapers
No competencies
No blame
No fault
No webinars
No formulas
No rants
No promos
No social media
No book reviews
No conferences
No workplace happy dances
No comments
No separation…
Just engage, and that will make all the difference.
David Zinger is totally engaged with employee engagement and is guilty of all of the above. To access Mr. Zinger’s services email him: david@davidzinger.com
5 Zingers on The Spirit of Kaizen (Robert Maurer)
Posted on April 29, 2013 // 1 Comment
Small is the new significant. The Spirit of Kaizen is a small book by Robert Maurer that offers excellent guidance on making changes one small step at a time. This is an invaluable resource in employee engagement to counter the withering away of employee engagement because of the failure of many large scale programs and change initiatives. Back in 2009, I wrote a short review of Maurer’s other Kaizen book: The Kaizen Way: One Small Step Can Change Your Life.
Here are 5 small zingers from the book:
- Full contribution. One failure of employee engagement work is the attempt to get everyone on the same page. The problem stems from not giving employees the opportunity to write on that page. As opposed to handing down the page or program Kaizen invites every member of an organization to contriubute, and the employees like the idea of being part of the solution.
- Small steps to skip big fears. Our brains are wired to respond to change with fear and in the process deny us access to the mental resources we need to create change. Maurer claims that small steps are like cat burglars what quietly, slowly, and softly pad past your fears.
- Three small steps to engagement and morale. Show appreciation, defuse difficult people, and encourage employees to take small steps toward solving their problems. It is amazing how many big scale changes are accomplished by repeatedly performing a few simple behaviors.
- Get the ball rolling. Maurer talked about changes made by UPS to expand into Europe. David Abney the president of UPS stated: We chalked up a little success and then built on the momentum. You don’t notice a snowball going down a hill until it grows to become the size of the stomach of a big, fat snowman. Within months, we saw small changes that eventually snowballed into a turnaround.
- Begin with small questions. Questions engage and small questions engage with less fear. Start your engagement by asking: What is the smallest way we could improve engagement at work. My favorite employee engagement question, seldom used is to ask employees at the end of the survey: What can you do right now to increase employee engagement right now for either yourself or another employee of our organization? Maurer holds a special regard for asking ourselves questions and not trying to answer them right away. Just keep asking and “let” the answer develop.
David Zinger is a global employee engagement expert who in 2013 has worked on engagement in Delhi, Mumbai, Pune, Berlin, Prague and New York. He builds and sustains his own engagement in small 24 minute periods. He has pioneered a number of small approaches to engagement. To access Mr. Zinger’s services email him: david@davidzinger.com.
Friday Factoid #29: Employee Engagement and Cost Reduction
Posted on April 26, 2013 // 1 Comment
What does cost reduction cost us?
47% of companies surveyed in a cost reduction and engagement survey by AON Hewitt reported a decline in employee trust as a result of the way in which they managed cost reductions. From page 19 of The Flat Army by Dan Pontefract
Commentary
Trust is a huge issue in employee engagement and we must watch all we do for the impact on trust. Cost reduction can cost us trust. How do you achieve cost reduction will maintaining or perhaps even improving trust within your organization?
David Zinger is a global employee engagement expert who uses the pyramid of employee engagement to help managers and organizations increase engagement.
The 6 Imperatives in Creating the Best Workplaces on Earth (Goffee/Jones – May HBR)
Posted on April 23, 2013 // Leave a Comment
Rob Goffee and Gareth Jones wrote a May 2013 article in the Harvard Business Review on Creating the Best Workplace on Earth. I appreciated their six imperatives for a best workplace. They offer an insightful and informative overview of best workplaces fused with a critical argument on why a best workplace can be such a challenge to achieve.
The six imperatives of best workplaces are:
- Authenticity matters and Individual difference are nurtured
- Information flows freely through the organization with radical honesty
- People are strengthened as value is both derived from employees while also being instilled in them
- The organization stands for something important
- Daily work is meaningful and energizing
- Stupid rules are eliminated and the few rules are helpful and vital
The authors illustrate the article with a few exemplar organizations while also offering the reader an intriguing 36 statement assessment to see how close their organization is to the ideal place to work. The authors acknowledge the challenges and complexities in moving your organization towards a best workplace while offering guidance and examples to help you steer in that direction.
Goffee and Jones found two commonalities in best workplaces. They are very clear about what they do and are suspicious of the fads and fashions that sweep through so many workplaces in search of a quick fix for higher engagement. How about your organization? Is it ready to move towards being a best workplace on earth?
David Zinger is a global employee engagement expert who is continually in search of engaging practices to make work better for individuals and organizations. Contact him today for education, speeches, consulting or coaching on engagement.
5 Zingers on The Little Book of Talent (Daniel Coyle)
Posted on April 22, 2013 // Leave a Comment
Daniel Coyle wrote a practical and pithy book with 52 tips for improving your skills. I love this small 120 page book. Coyle gets right to the point and you are offered an eclectic collection of 52 tips to improve your skills.
Normally I choose 5 gems from different parts of a book. For this book I will write about the first 5 tips. I encourage you go get the book to read about the other 47. Here are 5 zingers on The Little Book of Talent:
- Stare at who you want to become. Use models and watch people in person. Post pictures. Watch YouTube videos.
- Spend fifteen minutes a day engraving the skill on your brain. Even a short period of focused time can help you engrave patterns of performance into your thinking and doing.
- Steal without apology. Adopt or adapt the way someone else does something into your own repetoire.
- Buy a notebook. Keep a journal, a blog, a collection on Evernote. Capture your learning and impressions.
- Be willing to be stupid. When you reach beyond the familiar know that you will sometimes fall and fail. Embrace stupidity and banish perfection when you are building a new skill.
David Zinger is a global employee engagement expert who in 2013 has worked on engagement in Delhi, Mumbai, Pune, Berlin, Prague and New York. He builds his own skills and talents in 24 minute periods. To access Mr. Zinger’s services email him: david@davidzinger.com.
Employee Engagement Friday Factoid #28: Innovation
Posted on April 19, 2013 // Leave a Comment
Yeah, innovation is growing in importance but we’re not very good at it.
According to an i4cp and American Management Association survey of 327 business leaders 83% believe innovation will be more important in the future yet only 28% of organizations perceive themselves as effective at innovation.
Commentary
This says to me that almost all of us believe innovation is growing in importance yet three quarters of us suck at it. What do we need to do to engage and enable employees to be more innovative?
David Zinger is a global employee engagement expert who uses the pyramid of employee engagement to help managers with engagement.
Chicago Employee Engagement Conference May 2 with Avatar HR Solutions
Posted on April 18, 2013 // Leave a Comment
I look forward to being a part of the Avatar HR Solutions One Day Conference in Chicago on May 2nd.
Here is the the 2013 Employee Engagement Conference Schedule
8:00 – 8:30 a.m. – Registration
8:30 – 9:00 a.m. – Breakfast and Networking
9:00 – 9:05 a.m. – Welcome Remarks and Introduction of Speakers
Melissa Herrett, Marketing Content Manager at Avatar Solutions
9:05 – 10:00 a.m. – Keynote Presentation: Inclusiveness Means Business: How Diversity and Inclusion Boost Employee Engagement
Billie Williamson, Former Americas Inclusiveness Officer and Client Serving Partner at Ernst & Young LLP
10:00 – 10:45 a.m. – The NorthShore Way: Engagement Lessons Learned from a Large Multi-Hospital Health System
Maya Bordeaux, Vice President of Human Resources, NorthShore University HealthSystem, and Murat Philippe, Director of Workforce Consulting Services at Avatar Solutions
10:45 – 11:00 a.m. – Networking Break and Snacks
11:00 a.m. – 12:00 p.m. – The Power of the Pyramid for Employee Engagement
David Zinger, Founder and President at Zinger Associates/The Employee Engagement Network
12:00 – 1:00 p.m. – Lunch and Networking
1:00 – 2:00 p.m. – Maximizing Employee Engagement Tamar Elkeles, Chief Learning Officer and Vice President of Learning and Development at Qualcomm and co-author of “The Chief Learning Officer: Driving Value Within a ChangingOrganization Through Learning and Development”
2:00 – 3:00 p.m. – “What? How? Why!?” Navigating, Leading, and Engaging Through Change Across the Organization Jennifer Lee, Director of Learning at JB Training Solutions
3:00 – 3:15 p.m. – Networking Break and Snacks
3:15 – 4:00 p.m. – Panel: Onboarding, Employee Rewards, and Exit Surveys Moderator – Murat Philippe, Director of Workforce Consulting Services
Panelists
Susanne Dahl, Vice President of Talent Management at Northern Trust Corporation
Deanna Baker, Vice President, Employee Development & Human Resources at InteliSpend Prepaid Solutions
Amy Bastuga, Vice President of Human Resources at Radio Flyer
4:00 – 5:00 p.m. – Networking Session and Cocktail Hour
Great price $249. To get more information, click here.
Employee Engagement: Why are You Working Here?
Posted on April 16, 2013 // Leave a Comment
When work isn’t working
There are a plethora of different questions used to survey for employee engagement. During the past few weeks I have been reviewing surveys and responses for various organizations. I pay close attention to the anecdotal responses and the written statements employees make on the survey. At times, I am genuinely surprised that the person responding even works for that company given their expressed views of the work and the organization. Don’t get me wrong, there are some companies I would not want to work for but I would immediately engage in steps to either change things from the inside or work hard on finding work elsewhere.
For some disengaged employees, it seems the belief is that the company, leadership, or management is responsible for their engagement and they are helpless. This is a challenging place to begin intervening in engagement when helplessness and hopelessness surround engagement, the people you work with are referred to as them, and you believe you are working with the enemy. I firmly believe that disengagement should never be a punishable offence but a trigger for a conversation. I also believe employees are responsible for their own engagement while leadership/management are accountable to employees for the impact they have on an employee’s level of engagement.
We are not helpless, we are not victims, we don’t thrive with paternalism, we can change through conversation, collaboration and co-creation.
Engage along with me, the best is yet to be.
David Zinger is a global employee engagement expert who in 2013 has already done engagement work in Delhi, Mumbai, Pune, Berlin, Prague and New York. Contact him today for education, speeches, consulting or coaching on engagement.
5 Zingers on Flat Army (Dan Pontefract)
Posted on April 15, 2013 // Leave a Comment
Have you been to Paris and quickly glanced at the Mona Lisa or raced around the Arc de Triomphe? Dan Pontefract encourages us to slow down and notice the world not only when we are in Paris but to notice how our organizations have changed or need to change. How do we create a connected and engaged organization? Dan is the Head of Learning & Collaboration at TELUS. He encourages us to create, join, and sustain a flat army. A flat army is people within an organization moving together as a collective one. Flat Army is a detailed book offering a powerful model and set of practices to change how we engage with each other and our work — taking us from command and control to organizational cultivation and coordination.
Here are 5 zingers from Dan’s book:
- Current state of engagement. Dan offers the evidence and history of how our organizations are disconnected in the age of connection and how employees are disengaged when we need high levels of engagement. Our leadership models are incongruent with today’s workplace. Organizational leadership needs to embrace a more open and collaborative workplace. They need to build a Flat Army
- Being a connected leader. Dan outlines the characteristics and competencies for leadership from becoming to being and beyond. In being a connected leader the characteristics range from delivering to clowning. New leadership can deliver with a results orientation while also connecting with a sense of humor and playfulness. The two are not mutually exclusive.
- Organizational examples of Flat Army in Action. The book offers the reader a variety of profiles of flat armies in action. From Zappos and HCL Technologies to the flat army at TELUS.
- Tools for the Flat Army leader. Leaders need to build their social media competencies, dimensions and skills. Dan offers snapshots of social media tools ranging from micro-blogging and wikis to webjams and tagging.
- Mintzberg and McGill. Dan is from Canada and so am I. Certainly one of our leadership/management treasures is Henry Mintzberg from McGill. I appreciate Dan’s quotation from Mintzberg, who believes in a mosh pit of leadership and management, “no one wants to be led by someone that is not a manager and no one wants to be managed by someone that is not a leader.”
I encourage you to read Flat Army to receive your “marching orders” to meaningfully advance leadership and engagement as we approach 2020.
David Zinger is the leading global independent employee engagement expert who recently worked on engagement in Delhi, Mumbai, Pune, Berlin, Prague, Chicago and New York. David worked for 3 summers engaging and working with very small flat armies: honeybees. David has convened honeybees and humans together through office objects and technologies so that we may learn valuable lessons in leadership from their practices. To access Mr. Zinger’s services email him at: david@davidzinger.com.
Employee Engagement Friday Factoid #27: Managing Engagement
Posted on April 12, 2013 // 1 Comment
If you are dissatisfied with your immediate manager you are probably disengaged.
80 percent of employees who were very dissatisfied with their immediate supervisor were disengaged. http://www.dalecarnegietn.com/good-managers-boost-employee-engagement/
Commentary
Are we investing our engagement dollars in the right place. It seems to me that the key is to help our managers to fully engage and learn to fully engage the people who report to them.
David Zinger is a global employee engagement expert who uses the pyramid of employee engagement to help managers with engagement.