The Walden 2.010 Project (Week 3 & 4)

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 a motivator 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.

Email: dzinger@shaw.ca  Phone 204 254 2130  Website: www.davidzinger.com.

Read this eclectic group of resources to learn ideas ranging from wicked action for democracy to  appreciating and building a white paper with images.

1. Wicked PDF. How can we use cooperative action & deliberative democracy to make life better? http://bit.ly/dt5jHa

2. How do you engage people not to wear pants on the subway? http://bit.ly/baTlrs

3. Make your model sharper. Rajesh Setty. http://bit.ly/aaUxX3

4. Take Me to Pandora, or The Positive Psychology of Avatar by Louis Alloro http://bit.ly/9UuxX9

5. Engaging Work Dialogues. Another close look at dialogue at work by Jerry Pounds. http://bit.ly/bbghLy

6. Living on the Edge of Incompetence. Another fine post from my friend Scott H. Young. http://bit.ly/94WRPY

7. Values Are The Bedrock of Hard Reality. Rosa Say said it well. http://bit.ly/a3k6HL

8. Dan Oestreich writes magnificently. I appreciated his post ON APPRECIATION. http://bit.ly/a9Zm07

9. Building a White Paper – Images as bricks and text as mortar. Get the picture! http://bit.ly/96mBt9

10. No Hurry, No Worry. Build your Zen habits. http://bit.ly/bcl02M

11. Work-Life Initiatives are the Foundation of Authentic Organizations ~ CV Harquail’s work. http://bit.ly/d2dUzO

12. Why should anyone care about you? Seth Godin interview. Well done by Rick Cecil. http://bit.ly/9k6VTe

13. 3 ways to give the best of yourself by Anita Bruzzese http://bit.ly/dy962R

14. Reconcile Your Relational Accounts. Right on by Steve Roesler. http://bit.ly/9NqjTW

15. 10.6.2 theory: Employee engagement 10% increase -> increase discretionary effort 6%, performance 2%. http://bit.ly/bcGfUv