From the BlogSubscribe Now

Zinger’s 8 Word Behavioral Definition of Employee Engagement

A shorter more simple definition of employee engagement

Employee Engagement Definition

It has taken me about 8 years and 10,000 hours to get to a definition of employee engagement that is both simple and elegant. I am discouraged with emotional and attitudinal surveys as I have become increasingly behavioral in my views of work and engagement. My definition puts engagement in the hands of each employee — I can choose to do this everyday while also being enabled and encouraged by my leaders, managers, and organization.

We are each responsible for our own engagement as we are accountable to each other for the impact we have on making engagement easy or difficult for others.

I define employee engagement in 8 words as:

Good work done well with others every day.

Good work means consistent quality and good is also a pathway to great while great is a by product of good. Good can be good enough. Good is sustainable while also being fused with gumption and grit rather than the hype and hyperbole of the continual and debilitating pursuit of great. Putting work in the definition means the focus of engagement is less about liking an organization or having a good attitude and more about our tasks, project, and specific work. Without work in the definition employee engagement is practically meaningless. Of course, sometimes our work extends beyond task and requires us to work on building robust relationships focused on achieving results.

Done well means we perform well and that good work can make us well.

With others acknowledges our connections and even a solo performer has inputs and interactions with other. We need to stop thinking that we work for someone or an organization, rather we work with someone or with an organization. We are joined and not subservient. We are all “social workers” these days.

Every day refers to enduring and sustainable work Engagement is not a biannual survey it is something we focus on every day, and we can change engagement for the better any and every day.

So let’s keep it simple and ensure employee engagement is good work done well with others every day.

David Zinger is an employee engagement speaker and global expert who does his best to engage fully with work every day while helping others ensure employee engagement is not so much mumbo jumbo but an enriching experience of the time we spend working.

Employee Engagement Roundtable Discussion for Mobile Managers

Join Us August 13 10AM PT

Slide1

Monday is the 180th birthday of John Venn, the originator of the Venn diagram. As a small tribute to his simple yet powerful diagram structure I have made a venn diagram for an upcoming free webinar/roundtable on employee engagement and mobile management that will be held next week. This is not your typical webinar with a bunch of slides and a sales pitch. This is a one hour dialogue, sponsored by Fuze and hosted on Fuze, to help virtual, remote, and mobile managers foster and enhance employee engagement.

I am so excited to be joined in the dialogue with Wayne Turmel the author of Meet Like You Mean It; Yael Zofi the author of A Manager’s Guide to Virtual Teams, and Claire Ucovich, the  head of People and Culture at Fuze.

Our one hour roundtable dialogue will be unscripted and unrehearsed as we look at how mobile managers can be better at fostering employee engagement with out staff.

To read some terrific tips about mobile management visit my latest post at the Fuze site: http://blog.fuze.com/the-engaging-dozen-12-ways-to-improve-remote-employee-engagement/. You will find a link to register for the round table near the bottom of the post or you can click here to register directly. I look forward to you joining with us on August 13th at 10AM PDT.

David Zinger is an employee engagement expert and specialist who has written 3 books on work and engagement while also founding and hosting the 6400 member Employee Engagement Network. Fuze is a knowledge partner with the Employee Engagement Network committed to supporting and enhancing employee engagement for all.

Enliven Energy: 10 of 10 Daily Questions to Improve Employee Engagement

Enliven Energy

(Reading time = 28 seconds)

Pyramid Model of Employee Engagement

This is the tenth of a 2 week series outlining a different engaging question you can ask yourself each day. The questions are derived from the pyramid of employee engagement. Here is today’s question based on enliven energy, the block at the base on the far right hand side of the pyramid. This question was originally developed by Donald Graves as he examined the energy to teach:

What gives me energy, what takes it away, and what for me is a waste of time?

David Zinger developed the 10 block pyramid of employee engagement as a model to structure strong, simple, sustainable and tactical improvements in employee engagement.

Enhance Wellbeing: 9 of 10 Daily Questions to Improve Employee Engagement

Enhance Wellbeing

(Reading time = 28 seconds)

Pyramid Model of Employee Engagement

This is the ninth of a 2 week series outlining a different engaging question you can ask yourself each day. The questions are derived from the pyramid of employee engagement. Here is today’s question based on enhance wellbeing, the second block from the right at the base of the pyramid.

How do I work this week so that work makes me well?

David Zinger developed the 10 block pyramid of employee engagement as a model to structure strong, simple, sustainable and tactical improvements in employee engagement.

Make Meaning: 8 of 10 Daily Questions to Improve Employee Engagement

Make Meaning

(Reading time = 28 seconds)

Pyramid Model of Employee Engagement

This is the eighth of a 2 week series outlining a different engaging question you can ask yourself each day. The questions are derived from the pyramid of employee engagement. Here is today’s question based on making meaning, the second block on the base of the pyramid of employee engagement.

Why do I do what I do?

David Zinger developed the 10 block pyramid of employee engagement as a model to structure strong, simple, sustainable and tactical improvements in employee engagement.

Join Us at the TMA Employee Engagement & Retention Conference this July in Washington DC

Join myself and other employee engagement experts in Washington DC this July.

The Talent Management Alliance is hosting a conference at The Venable on employee engagement and retention in Washington DC from July 21st to July 23rd 2014. Here is the direct link to the conference if you would like to go there now: the-tma.org/employee-engagement-retention.

I am presenting a keynote on Tuesday July 22nd., entitled: What Science Says Leaders, Managers, and Employees Can Do in 7 Minutes to Fully Engage, Achieve Results and Build Relationships. Here are a few key points from this presentation:

  • Equate the noun of engagement with the verb of engage by solving the employee engagement equation:  Employee Engagement = Small Actions + Good Work + Daily Performance.
  • Successful employee engagement is based on strategic, small, simple, strong, significant, and sustainable evidence based actions, such as high quality connection and progress monitoring to strength based conversations.
  • Engagement is built with grit, gumption, and caring for good work, done well, with others, every day.
  • The Zinger Pyramid of Employee Engagement offers a memorable, tactical, and practical structure to overcome the stumbling blocks and enliven the building blocks of full engagement.

This is just one session of 3 full days on employee engagement and retention.  Here is a list of the other speakers at the conference:

  • Christopher Henry Corporate Vice President, Talent & Organizational Effectiveness, MGM Resorts International
  • Andrew Biga Director, Talent Management and Analytics, JetBlue Airways
  • Linda Stevens Manager, Organizational Development, Agrium Inc
  • Ami Curtis Head, Leadership Development, North America, Nestlé
  • Jennifer Dudeck HR Director, Cisco Systems
  • Grant Beckett Vice President, Product, Globoforce
  • Elizabeth Lupfer Director, External Communications & Executive Engagement, BAE Systems
  • Jamie Leitch Director, Career Development & Training, American Infrastructure
  • Isabelle Michel Magyar Corporate Vice President for Employee Engagement and Diversity, Schneider-Electric Group
  • Sarah Matney Learning Manager, Leadership Development Ingersoll Rand
  • Derrick R. Barton Chief Talent Leader/CEO Center for Talent Solutions
  • Ruth Ross President, R Squared Resources
  • Sharon Arad Director, Assessment & Coaching, Engagement & Performance Management, Cargill

If you register by  June 27 you can save $200.

David Zinger is an employee engagement expert and founder of the 6300 member Employee Engagement Network.

The 8 Word Definition of Employee Engagement

Employee engagement in 8 words.

(Reading time: 9 seconds)

David Zinger Engage

Good work, done well, with others, every day.

David Zinger is an employee engagement expert striving for lean, simple, and significant approaches to employee engagement.

Making the real definition of employee engagement more real

Making it real

(Reading time: 1 minute)

Real Zing Box

When I wrote the original definition of real employee engagement, I was wrong. I usually am wrong about 50% of the time but being wrong promotes learning and revisions so being open to being wrong feels quite right to me.

I recently wrote the real definition of employee engagement:

Good work, done well, with others, on a daily basis.

I loved the down-to-earth elegant simplicity of the definition but I forgot something. Supposedly Albert Einstein said, make things as simple as possible but no simpler. I think I was too simple with the first definition. I had neglected the first principle of my 10 principles of engagement, first composed in January of 2008 and revised  in 2010. The first principle stated:

Employee engagement is specific. We cannot sustain engagement all the time and everywhere. When we talk about engagement we need to ask: Who is engaged, with what,  for how long, and for what purpose?

I now believe the new real definition of employee engagement must add:

Good work, done well, with others, on a daily basis to …

You need to complete the “to …” What result is it that you seek from engagement? This could range from safety and wellbeing to profits, cost reductions, or lean processes. Ensure your engagement work has a direction.

For example, I was working with a group on employee engagement and customer experience. As I thought about the real definition of engagement for their purposes, I added:

Good work, done well, with others, on a daily basis to enrich the customer and employee experience.

This definition offered focus and direction to engagement and offered a specific purpose to the engagement work.

David Zinger is an employee engagement speaker and expert on his way to a better way of working with work.

People Artistry at Work Begins to Make Its Way Around the World

My friends at Deed send out a tweet and picture of People Artistry at Work: