Helene Blowers offers this find slideshare presentation on engaged learning. View the slide show and determine how you can apply this knowledge to enhance or heighten your own engagement.
Archives for February 2009
Here is a snippet from the Harvard Business Online February 26, 2009:
In response to the global credit crisis, many financial institutions are making drastic cuts.
- 90% are cutting discretionary spending;
- 78% are reducing travel and entertainment;
- 61% are putting capital projects on hold; and
- 59% are performing layoffs.
Will these cuts make a difference in the long term? A Corporate Executive Board study found that only 11% of companies were able to sustain cost reductions after three years.
When I read this, here are some of my employee engagement questions:
- How much does this cut into employee engagement?
- Can we expect discretionary effort when we cut discretionary spending?
- Do we expect our employees to go anywhere when we reduce travel?
- When we are laying off, should we expect those left behind to start laying off of work?
This was a comment I wrote to Rajesh Setty. it was a short note to people who were laid off. Although this is an employee engagement site I think engagement is so important regardless of our state of employment.
A short note to employees who have been laid off:
Be kind to yourself for life is not a problem to be solved but an experience to be lived. You may not like the layoff (who would?) but can you live the layoff?
I think we get so busy trying to fix things that we don’t stop and take time to realize where we are.
Acceptance is not passivity and it is certainly not panic. Acceptance is so much stronger than simplistic positive thinking.
When life throws me a lemon, I don’t make lemonade, I duck. After that I get back up and figure out what comes next.
Alan Watts once wrote: “If we make where we are going more important than where we are, there may be no point in going.”
I encourage you to be fully where you are while creating your next moves out of acceptance not anger, hatred, fear, anxiety, shame, guilt or one of the other glitchy emotions that can accompany a layoff.
Please take care and carry on caring.
We need you — even if it does not feel like that to you right now.
Photo Credit: Give me some sunshine by http://www.flickr.com/photos/aussiegall/2245665263/
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Engage 5 is a weekly feature of Employee Engagement Zingers. Engage-5 asks leading thinkers, writers, consultants, and others involved in employee engagement to complete 5 sentences.
Read Tim Wright’s 5 sentences on engagement:
- I define employee engagement as the individual’s investment of energy, skill, ability, eagerness and desire in the work performed.
- A big challenge in employee engagement is management’s failure to see their primary role/responsibility is providing communication, opportunities and resources that stimulate engagement.
- A powerful way to create greater engagement is to expect (require?) every manager to develop and implement a specific communication plan that stimulates employee engagement.
- I am personally most engaged at work when I am finding specific applications and implementations for creative ideas.
- To learn more about engagement, I encourage people to make it a common, frequent topic of conversation, formal and informal, at work.
To learn more about Tim Wright and to learn more from Tim Wright about employee engagement visit him at: http://culturetoengage.com