Employee Engagement with David Zinger
The best in employee engagement...
A terrific slide share presentation by Rodd Lucier: Let’s Ban Chalk.
There are lessons to be learned here for employee engagement. We will need team leaders, architects, P.R. specialists, espionage experts, and C.F.O.s:
We who are involved in employee engagement must understand the changes that social media is creating for employees and engagement.
Gary Hayes created this terrific collection of 1000 quotations relating to social media:
Are you hitting the gate?
Work has a different pace
than a 2 minute downhill Olympic ski race.
Relax into your daily performance
and you will sustain work for an entire career
while constant and never ending improvement
has you chasing pots of gold
at the end of rainbows.
If you give 110% you are giving more than you’ve got.
If you go the extra mile you will pass your destination.
And even if you go the extra yard you will end up out of bounds.
Burning the midnight oil is too much focus on toil
without a restful lack of focus, called sleep.
Good is good enough
without having to go to great
and you don’t have to burn out to avoid fading away.
Do what you can, with what you’ve got, where you are
for exquisite employee engagement
preventing you from missing
your four year old daughter’s surprise birthday party.
Rat races are only for rats
and work does not have to be a myopic focus on going downhill fast.
Perhaps stronger is lower and slower not
Citius Altius Fortius
…
Do you think social media isn’t important for employee engagement?
Think again and check out these numbers:
From Steve Nash teaching us about business and basketball to scams and measuring charisma.
Management 2.0
Command and control
lose their seat
to conversation and collaboration.
Organizations humanize into communities
while impositions
quiet respectfully into invitations.
Hierarchy is redrawn on the napkin
into a matrix.
Leadership levels
while mastering management
means
shifts happen.
Our white space decade ahead
invites us to get morph from management
than we ever imagined.
…
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.
Employee Engagement Manager Free Ebook
Can you fuse employee engagement and Whuffie?
Here is the Wikipedia explantion of Whuffie:
Whuffie is the ephemeral, reputation-based currency of Cory Doctorow‘s science fiction novel, Down and Out in the Magic Kingdom. This book describes a post-scarcity economy: All the necessities (and most of the luxuries) of life are free for the taking. A person’s current Whuffie is instantly viewable to anyone, as everybody has a brain-implant giving them an interface with the Net. The term has since seen some adoption as a synonym for social capital, including its use in the title of the Tara Hunt book The Whuffie Factor.
Tara Hunt, from Saskatoon, Saskatchewan, has created an informative slide presentation for a 3-hour Whuffie Workshop she gave to Best Buy. Here is an image of one of the key slides.
View the entire 114 slides below and determine the role of employee engagement in creating good Whuffie.
The Walden 2.010 Project (Week 2)
This is a weekly reporting of a one year project about monitoring, measuring, and assessing daily employee engagement. You can see the original project plan, intention, measures and tools by, clicking here.
There are 6 measures for the project:
Week 1 Scores (Jan 3 to 8th)
Week 2 Scores (Jan 12 to 16)
| Category | Score/10 |
| 1. Energy In | 8.2 |
| 2. Results | 8.6 |
| 3. Strengths | 7.0 |
| 4. Relationships | 7.8 |
| 5. Energy Out | 8.2 |
| Overall Engagement | 79.60% |
Assessment
Large increased in engagement in one week. There was a vast increase in engagement from Week 1 to Week 2. I attribute this to better physical health (I am over my cold) and I have been teaching. Only two weeks into the project I realize how engaged I am in teaching and how much energy I give and get from teaching.
3 General Conclusions for Employee Engagement
Fluctuations. In only 15 days of measuring engagement there have been huge fluctuations in all of the measures. I believe we need to pay better attention to these fluctuations and their meanings to develop more robust measures and methods for employee engagement.
Person/Work Fit. Marcus Buckingham has been a strong advocate of your strengths being what engages you. I found myself very engaged in days I was teaching/facilitating. This was not a revelation but a very strong confirmation of keeping a strong focus on what engages me. The general conclusion is to focus on a better person/work fit in the workplace. Job crafting. as proposed by Jane Dutton, is just one possible method to move in this direction.
Engagement Cycles. I noticed that after a couple of engaging days there was a drop in engagement. This seemed like a healthy cycle when I examined the data. Before doing this I would often be trying to spur myself to work harder and wonder why I was not as engaged as I would like to be. See the data helped me understand the pattern better.
Engage with these 17 excellent resources to broaden and expand your perspectives on employee engaement.
David Zinger from Winnipeg Canada is an expert on engagement. He founded the 4500 member Employee Engagement Network. His work is designed to increase engagement for your organization.
He is a management consultant with over 25 years of experience. His education services are enhanced by his 20 year background as a University educator for the University of Manitoba and over 15 years managing an employee assistance program for Seagram Ltd.
David's services mix current research with practical approaches to build authentic relationships and achieve powerful results. To learn more about David, click on "About David" on the link bar near the top of this site.
Contact David Zinger at:
Phone (204) 254-2130.
Email dzinger@shaw.ca
Employee Engagement Updates
