Comments on: Employee Engagement 2010: How I would change Gallup’s Q12 to the Q13 http://www.davidzinger.com/employee-engagement-2010-how-i-would-change-gallups-q12-to-the-q13-5532/ The best in employee engagement... Mon, 06 Feb 2012 09:03:08 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Owen http://www.davidzinger.com/employee-engagement-2010-how-i-would-change-gallups-q12-to-the-q13-5532/comment-page-1/#comment-5597 Owen Sat, 09 Apr 2011 22:20:35 +0000 http://www.davidzinger.com/?p=5532#comment-5597 Developing and growing good faith employee engagement has to begin ''As I am required to work so I shall be treated' How do you promote positive engagement among employees when 'fear of engagement' exists? Surely one cannot develop employee enagement initiatives without first cleansing 'fear of engagement' within the organisation. This cleansing has to happen before employees will, in good faith, fully embrace engagment initiatives. The statement ''As I am required to work so I shall be treated' describes the core relationship between the production and people side of the organisation and is based on the principle of equal 'quality' value. An important test of equal 'quality' value as it relates to the people side of the organisation, is whether the organisation has an 'all employee' accountability mindset, and whether the organisation is prepared to accept that 'all employee' accoutability is only real when all employees have access to self initated mediation, after dirtect resolution fails and the problem is not resolved. This self manages 'people' imediments to the quality objective at all levels of the organisation, being a senior line management employee does not mean because of you position that you are exempt from being called to mediation by another employee; remember the focus is on problem solving not position.... Interested in further dicussion of this opinion/view and how we successfully operate this quality process, contact me; I have been an ER practiontioner with 30 years experience at that coalface of NZ workplaces....email awunz.ingill@xtra.co.nz and ask for Owen Johnstone Developing and growing good faith employee engagement has to begin ”As I am required to work so I shall be treated’

How do you promote positive engagement among employees when ‘fear of engagement’ exists?

Surely one cannot develop employee enagement initiatives without first cleansing ‘fear of engagement’ within the organisation. This cleansing has to happen before employees will, in good faith, fully embrace engagment initiatives.

The statement ”As I am required to work so I shall be treated’ describes the core relationship between the production and people side of the organisation and is based on the principle of equal ‘quality’ value.

An important test of equal ‘quality’ value as it relates to the people side of the organisation, is whether the organisation has an ‘all employee’ accountability mindset, and whether the organisation is prepared to accept that ‘all employee’ accoutability is only real when all employees have access to self initated mediation, after dirtect resolution fails and the problem is not resolved.

This self manages ‘people’ imediments to the quality objective at all levels of the organisation, being a senior line management employee does not mean because of you position that you are exempt from being called to mediation by another employee; remember the focus is on problem solving not position….

Interested in further dicussion of this opinion/view and how we successfully operate this quality process, contact me; I have been an ER practiontioner with 30 years experience at that coalface of NZ workplaces….email awunz.ingill@xtra.co.nz and ask for Owen Johnstone

]]> By: David Zinger http://www.davidzinger.com/employee-engagement-2010-how-i-would-change-gallups-q12-to-the-q13-5532/comment-page-1/#comment-5588 David Zinger Tue, 29 Mar 2011 13:29:00 +0000 http://www.davidzinger.com/?p=5532#comment-5588 Dinh: You would need to approach Gallup for that type of information. David Dinh:
You would need to approach Gallup for that type of information.
David

]]> By: Dinh Tin http://www.davidzinger.com/employee-engagement-2010-how-i-would-change-gallups-q12-to-the-q13-5532/comment-page-1/#comment-5587 Dinh Tin Tue, 29 Mar 2011 08:10:36 +0000 http://www.davidzinger.com/?p=5532#comment-5587 I wonder how to analyze the results. What scores are engaged employee? I wonder how to analyze the results. What scores are engaged employee?

]]> By: David Zinger http://www.davidzinger.com/employee-engagement-2010-how-i-would-change-gallups-q12-to-the-q13-5532/comment-page-1/#comment-3586 David Zinger Sat, 30 Jan 2010 02:39:27 +0000 http://www.davidzinger.com/?p=5532#comment-3586 Stephen: What an interesting take on this. Helpful and purposeful ambiguity. Thank you. David Stephen:
What an interesting take on this. Helpful and purposeful ambiguity. Thank you.
David

]]> By: Stephen Guth http://www.davidzinger.com/employee-engagement-2010-how-i-would-change-gallups-q12-to-the-q13-5532/comment-page-1/#comment-3585 Stephen Guth Fri, 29 Jan 2010 19:34:16 +0000 http://www.davidzinger.com/?p=5532#comment-3585 David, Interesting perspective on Gallup! Here's another... There is a sociological beauty in the ambiguity of the Gallup Q12. This ambiguity leads to extremely fruitful discussions between my staff and I because it forces us in our Gallup action planning sessions to probe the nuances of human dynamics in the workplace. Just as you wrestle with the Gallup Q12 from your own perspective in your post, so do my staff from all of their points of view. The outcome for us as a work group has been extremely beneficial. In my opinion, Gallup questions that are clearer--i.e., with "qualifiers"--would generate less controversy, and, thus, less discussion. Regards, Stephen Guth David,

Interesting perspective on Gallup! Here’s another… There is a sociological beauty in the ambiguity of the Gallup Q12. This ambiguity leads to extremely fruitful discussions between my staff and I because it forces us in our Gallup action planning sessions to probe the nuances of human dynamics in the workplace. Just as you wrestle with the Gallup Q12 from your own perspective in your post, so do my staff from all of their points of view. The outcome for us as a work group has been extremely beneficial. In my opinion, Gallup questions that are clearer–i.e., with “qualifiers”–would generate less controversy, and, thus, less discussion.

Regards,
Stephen Guth

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