David Zinger - Employee Engagement Speaker

Employee Engagement Education, Speaking, and Consulting

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Where do you go to learn about work, engagement, management and leadership?

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This last weekend I left Winnipeg and -33 degrees to go to Santiago and plus 33 degrees.

I am looking forward to learning about employee engagement, work, leadership, management, and Chile while I am there. I have travelled the world to teach about employee engagement but the reward for me has been to travel the word to learn about engagement. If nothing else, Santiago will unfreeze my view of work (and I won’t have to shovel snow for a month)!

The poetry of Pablo Neruda has opened my heart before I even touched down in Santiago. I invite you to read my short LinkedIN post about this.

You don’t have to be a world traveller but I believe it is valuable to ask yourself: Where do I go to learn about work, engagement, management, and leadership?

David Zinger is an employee engagement expert and speaker who travels the world in search of engagement.

Career Zingers #8: Trash Talk for 2018

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Career Development: Empty Your Bins

On a cold January morning, the garbage truck and recycling truck picked up my trash and recyclables. Every week two large bins of material from my home either gets thrown out or recycled. Too many of us in our career development are always trying to add, attain, obtain, or achieve. I invite you to respond to the following three questions: (1) Am I able to identify what I need to throw out of my life versus what I can reuse or recycle? (2) What is weighing me down in my career that I need to trash? (3) What skills, strengths, and experience can I recycle or transform into a new way of working? Before you add more to your career, take out the trash!

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David Zinger is focused on career, employee, and work engagement in 2018.

Are your managers and leaders strong enough for employee engagement?

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Yesterday I wrote a short post on LinkedIN.

Within 12 hours it was my most popular post on LinkedIn this year. It was from my heart and looked at wanting but not necessarily welcoming engaged employees.

Read the full post by clicking on the title: https://www.linkedin.com/pulse/engaged-employees-wanted-always-welcomed-david-zinger.

Here is a short video about the topic:

David Zinger is an employee engagement speaker and expert from Winnipeg, Canada

 

How to Disengage Employees With Just 2 Words: “Employee Pricing!”

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One thing that engages employees is to be recognized and to receive special benefits for being an employee of an organization. Yet all those clever people in marketing intent on selling more product and services, without giving a thought to the people who make and provide those products and services, proudly declare to all their customers that without putting in an ounce of work they can have: EMPLOYEE PRICING.

employee-pricing

Really! Is that how you want to demonstrate gratitude for the people who work in your organization? It’s just wrong, so stop it.

David Zinger is an employee engagement speaker and expert who does not need to receive employee pricing to buy a car or purchase a service.

The ABC’s of Engagement can Lighten the Dark Side of High Employee Engagement

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The New Employee Engagement: Putting a little light into the darkness of employee engagement.

3 Musts of the New Employee Engagement

Lewis Garrad and Tomas Chamorro-Premuzic wrote a Harvard Business Review blog on August 16 entitled: The Dark Side of High Employee Engagement. I encourage you to read it and to read the comments that follow the post. I appreciate the critical perspective on engagement.

I believe we should all keep an open mind, but not so open that our brains fall out (this quote seems to have many attributions so we might want to be cautious about citing the source). I encourage you to be critical of the field of engagement and be critical of the criticisms of engagement. I appreciate skeptics but also encourage cynics to be skeptical of their cynicism.

It is very unfortunate that the authors refer to “meta-analytic studies” “correlations” “recent study” “research shows” “Studies” “our own research” “it is true”  and “research has found” without citing the actual sources.  Just as I am not a fan of anonymous surveys for employee engagement I am not a fan of citing anonymous research – most undergraduate university students would lose a lot of marks for submitting an essay when they fail to be specific about their sources.

I also wish just once the authors would offer their definition of employee engagement or the definition that they are using.  There are many definitions of engagement (Engaging for Success Report, 2009). My personal definition of engagement is neither perfect nor definitive but at least is a step towards clarity by defining engagement as: good work done well with others every day.

The provocative nature of the piece is encouraging, the potential threats of engagement are disconcerting, and the conclusion we need to take a more balanced view of employee engagement…and the common understanding of engagement as “happiness” is too simplistic is helpful. But I hope that getting along and getting ahead are not mutually exclusive and that engagement does not push an employee into burnout but may help them leave work with more energy. And to go out on a limb I also believe that work has the potential to contribute to our overall wellbeing. To me engagement is about the ABC‘s: Achieve results, Build relationships, Cultivate wellbeing. We need all 3.

Thanks Lewis and Tomas for writing a post to trigger some critical reflection on engagement as I see it and work with it, and I trust if you write another post you will be more specific with your definitions and sources.

David Zinger is an employee engagement speaker and expert from Winnipeg, Canada.