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Zings: Focus and Energy

Employee Engagement: Do you have energetic focus for your work?

Dr. Ed. Hallowell has done tremendous work on focus and energy. He recently wrote a post on the Harvard Business Review blog: Will Focus Make You Happier?

The post outlines the challenges to bring focus to our work, how current work makes it a challenge to focus, and the benefits for happiness and productivity when we focus. Here is a delightful and insightful snippet from the post:

Focus imposes order. So focus requires energy. It requires work. It can hurt. People often avoid pain and work. We humans have mixed feelings about expending energy, even if we know it will bring us pleasure… recreate boundaries that technology has broken down so that you have some time actually to think when you’re at work. Turn it off. Close the door. Don’t jump online the minute you feel frustrated or vexed. Push on. Grapple with the problem. Go deep. Persist. Don’t allow intrusions into the precious process of creative thought.

Now, read the full post, grab a cup of focus and engage more in activities that intersect with what you’re good at, what you like to do, and what adds value to the world.

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David Zinger, M.Ed., works with organizations and individuals to foster engagement.  He is a writer, educator, speaker, and consultant who founded the 3100 member Employee Engagement Network. David wrote, Zengage: How to Get More Into Your Work to Get More Out of Your Work.  David’s website offers 1100 free posts/articles on the engagement. David is committed to fostering a movement to increase employee engagement 20% by 2020.

Connect with David Zinger today to improve engagement where you work.

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


Workaiku: Iceberg

Titanic error

failing to see what’s below

a leadership sinks

Employee Engagement: What do you C?

An Employee Engagement Leadership Classic

One of the employee engagement classic articles is: What engages employees the most or, The Ten C’s of employee engagement by Gerard H. Seijts and Dan Crim.

They offer their 10 C’s of what leaders can do to engage employees’ heads, hearts, and hands. If you are a leader, read the list and grade yourself. If you are an employee use the list to grade your leadership.

  1. Connect
  2. Career
  3. Clarity
  4. Convey
  5. Congratulate
  6. Contribute
  7. Control
  8. Collaborate
  9. Credibility
  10. Confidence

To read the full article, click here.

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David Zinger, M.Ed., works with organizations and individuals to foster engagement.  He is a writer, educator, speaker, and consultant who founded the 3000 member Employee Engagement Network. David wrote, Zengage: How to Get More Into Your Work to Get More Out of Your Work.  David’s website offers 1100 free posts/articles on the engagement. David is committed to fostering a movement to increase employee engagement 20% by 2020.

Connect with David Zinger today to improve engagement where you work.

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

5 Employee Engagement Myths

Are You Mything Out on Employee Engagement?

Employee engagement has been capturing the attention of organizations because of the potential benefits ranging from better financial results to employee well-being. Here are 5 myths or mistakes that many organizations make with their employee engagement work.

Engagement measures must be anonymous.  Engagement requires a name and a face not an anonymous survey. I engage when I know others see me and they are thinking about me.  Disengagement should not be a punishable offence; rather it should be the trigger for a conversation.  I believe we rely far too much on anonymous surveys for engagement data which means that we have organizations where it is not safe to talk about how all employees are experiencing their  work. If that is the case, we don’t have an engagement issue; we have a safety and conversational challenge.

Engagement is about them. Far too often I see employees referred to by managers as “them” and employees refer to leaders as them. We must realize that “them is us.” CEO’s and presidents are employees who may struggle with their own engagement and we will be sowing the seeds of connection or engagement challenges when we believe we are apart from the organization not a part of the organization.

Engagement is the organization’s method to just get more work out of people. Employees need to both know and experience the benefits of engagement. Engagement can increase well-being, create a positive model for our children, enrich the hours of our working days, help us make a difference, create a richer experience for our customers, energize our working day, etc. Engagement is not a problem to be solved it is an experience to be lived.

There is a way to engagement. Engagement is not something extra it is how we work and connect in this decade. Engagement is so much more than a happy dance pasted on YouTube or a half-day recognition and engagement program. Leaders and managers must stop seeing engagement as another item on an endless to-do list and start to integrate engagement ways to build relationships and achieve results through invitation, conversation, connection, co-creation, and community. There is no way to engagement, engagement is the way.

Engagement is something we do to you or for you. There is a wonderful principle from the field of positive deviancy that states: “never do anything about me, without me.” Engagement is not something we do to others it is how we connect and interact with all employees. Ensure employees don’t just answer survey questions – invite employee to have the opportunity to create the survey questions. Cease the endless time delay between surveys and results and bring all employees into the full process. I am often asked by people around the globe, “how do we get everyone on the same page for employee engagement?” My first response is to answer that question with another question: “did all employees have an opportunity to write on that page?”

Don’t myth out on the potential benefits of an engaging organization that fosters high levels of employee engagement through visibility, unity, experience, integration, and invitation.

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David Zinger, M.Ed., helps organizations and individuals increase employee engagement.  He is a writer, educator, speaker, and consultant. David founded the 3100 member Employee Engagement Network and he also wrote Zengage: How to Get More Into Your Work to Get More Out of Your Work.  He is committed to increasing employee engagement 20% by 2020. Contact David today to improve engagement where you work (Email: dzinger@shaw.ca  / Phone 204 254 2130  /  Website: www.davidzinger.com).

Employee Engagement: Right Effort

Taking Steps for Right Effort

What are you engaging in too little?
What are you engaging in too much?
What are you engaging in just right?

Now add something to the too little.
Take away something from the too much.
Keep doing what is just right.

That’s right effort.

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David Zinger, M.Ed., works with organizations and individuals to foster engagement.  He is a writer, educator, speaker, and consultant who founded the 3160 member Employee Engagement Network.

David wrote, Zengage: How to Get More Into Your Work to Get More Out of Your Work.

David is committed to fostering a movement to increase employee engagement 20% by 2020.

Zing-Review: Employee Engagement and Life Cycle

Do your employees have a shelf life?

Daily HR tips fused employee engagement and the employee life cycle from orientation to disengagement.

Here is the tip: Take a look at your key employees and determine their place in the ELC. Identify any actions or interventions you need to take—particularly for employees at ELC stages 4 and 5.

Click here. Now go read the article and see if the life cycle perspective can bring more engagement to your organization.

Workaiku: Sun

inert cloudy day

nothing to show for effort

finish task sun shines