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Employee Engagement: Start Your Day with an Engaging Morning Routine

Can you say “good morning” and really mean it?

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A few years ago, the morning I spent at the Taj Mahal, with my wife, was completely engaging. The picture I took above was just one of many that reflected my wakeful and blissful awe inspiring morning. It was an incredible way to start the day and the beauty was even better than described or anticipated. Unfortunately, this was just one of 365 mornings that year – I can’t start each day with a trip to the Taj Mahal (although I wouldn’t mind).

I focus on starting my day in a way that sets the stage for meaning, progress and relationships for the rest of the day.

My routine involves getting up around 5:00 or 5:30. I put the coffee on right away. I do a very quick scan of emails and then move into 15-minute periods of focused and engaging work. I work at completing fifteen 15-minute periods as early as possible in the day. After that batch of very focus work I often feel the rest of the day is bonus time. The vital key, for me, is to START. Once I click my timer to start a 15-minute period I am away at the races.

How do you start you day? Do you have a routine or ritual? Do you know the keys to setting the stage for an engaging day or what can happen in the first few hours that derails you into disengagement for the rest of the day?

Learn how others start their day. I encourage you to visit My Morning Routine and read each week how one person starts their day. Use their stories as a stimulus to create your personalized morning routine that fosters engagement for the rest of your day. Develop a routine that awakens you, engages you and enlivens you.

After you develop a good morning routine, you will be able to say, “Good morning” and really mean it.

Employee Engagement Speaker - David Zinger

Employee Engagement: Get Connected

Michael Lee Stallard released the book, Connection Culture, today. Congratulations to Michael, Jason, and Katharine on this wonderful book. Below is an image and quotation I created based on the book. I encourage you to get connected by reading Connection Culture.

Connection Culture

21 Tools and Concepts for Employee Engagement

One of my most popular posts was on 21 tools to improve employee engagement. I have create a slide presentation on the subject.

David Zinger
Winnipeg, Manitoba, Canada

Employee Engagement Speaker - David Zinger

Employee Engagement in Doha: Geometry and Sun Light

I am currently in Doha, Qatar to work on employee engagement. I strive to be influenced by the sights, feel, geography and architecture of wherever I am working. Flying to Qatar from Montreal I watched a brilliant video about I. M Pei and his architectural design and work on the magnificent Museum of Islamic Art by the Doha Corniche.

Creative commons Image by Jan Smith (Flickr) http://bit.ly/1OBUuwN

Creative commons Image by Jan Smith (Flickr) http://bit.ly/1OBUuwN

 

I was very impressed with the spirit, enthusiasm, smiles, discipline, and demands I. M. Pei had for this project. Two themes really stood out for me with some metaphoric parallels for employee engagement.

Pei was influenced by sand and water and Islamic architecture. He wanted the building to change based on the movement of the sun. He stated: “the movement of the sun makes the building come alive.” It made me think of engagement in our organizations never being static and the movement of energy offers vibrancy to help the organization come alive.

Pei also made use of water in the building. He talked about the power of water for sound, movement, ripple, stillness, trickling, and reflection. I believe in the same way we need to see the properties of water within our organizations. We need reflection at times and stillness. We need sound and movement. And we should see engagement as continually flowing, not merely an annual snapshot from a static survey.

I appreciated how Pei came from New York and used his insatiable curiosity to understand what needed to be built. There are many people in Doha from other parts of the world that play a role in employee engagement in Qatar. Pei gave massive credit to his team on the project and like employee engagement in an organization no one does it alone. Pei will be 98 in April — his smile, his way of working, and his engagement is an inspiration to me as I work on employee engagement in Doha, Qatar.

Employee Engagement Speaker - David Zinger

Employee Engagement: One Big Idea from One Little Book

Employee Engagement: A Little Book of Big Ideas by Jasmine Gartner (Book Review)

Reading time = 2 minutes and 45 seconds

Susan, my wife, accused me of trying to maim her with tennis balls during our vacation in Punta Cana last week. We played tennis at six o’clock every night. It seemed like the perfect antidote before our evening assault on the all-inclusive buffet line.

Susan played on the side facing the setting sun and was blindly assailed by my lob shots. Finding shelter and solace in relationship she engaged in a dialogue with the couple playing beside us about the stupidity and ineptitude of the resort architect to have the courts face right into the sun, a simple problem that could have been solved by rotating the courts ninety degrees. I did not join them in their castigation of the resort designer because I had just finished reading Jasmine Gartner’s chapter on why companies need to include or inform employees on important strategy and organizational decisions.

How many times have you cursed the decisions of upper management and rallied your peers in bemoaning the blindness of those on top? And if you are a decision maker how many times have you failed to let staff know how decisions were reached and why certain options were rejected while others were accepted?

Jasmine Gartner Employee Engagement Book CoverLike a good chair umpire, Jasmine Gartner, with her education in anthropology, offers excellent insight and judgement on employee engagement with her delightful book, Employee Engagement: A Little Book of Big Ideas. She outlines five spheres of engagement: engaging with the company, the work itself, the team, the network, and society. I will outline how her idea on engaging with the company can save you from employees complaining about what is going on, the perceived ineptitude of leadership and management, and the feeling that senior executives are blindly lobbing tennis ball at employees’ heads.

In discussing the first of five spheres of engagement Gartner admonishes companies who fail to let employee know how they made decisions and the sense of unfairness many employees feel about decisions that affect them. Influenced by her work with Derek Luckhurst, Dr. Gartner encourages companies to engage employees in key strategy decisions either with input, if possible, or a full understanding of how a decision was reached.  She stated: “the key is that everyone needs to understand strategy, or the big picture of why the company works the way it does, and everybody needs to feel that change is fair, rather than a personal attack on staff” (page. 34).

Leaders, mangers, and writers banter abstractly about transparency, understanding, fairness, and trust. I applaud the specific advice of Gartner and how her concrete idea brings meaning and meat to transparency, fairness, trust, and understanding. Staff need to understand the process of important strategies and decisions and that includes all the strategies managers considered before arriving at their preferred option. Staff need to know why other strategies were rejected or they will believe that upper management is blinding them with the tandem of ignorance and ineptitude.

Back to my wife, there may have been a very reasonable explanation of why the tennis court was positioned as it was but she lacked information and the information lacuna quickly generated negative stories and judgements of incompetence towards the resort designer. It is possible the designer was ignorant, but it is also possible drainage, the placement of nearby roads, or the angle of the sun during different seasons played a role in the court placement.

So don’t double fault at work. Ensure employees can engage with important decisions and when they can’t be part of the decision making process because of government regulations or confidentiality issues, engage with them about how the decision was reached, what else was considered, and why other options were rejected.

I encourage you to read Gartner’s 100-page book as she serves up some more big ideas including engagement differences between  small teams and a large organisation, “the lesson here is that the values that work in a small team can ultimately lead to disaster in a large organisation. Large organisations have a different culture to small ones, and they must live by different values and rules” (p. 67).

David Zinger - Employee Engagement Speaker

 

15 Great Employee Engagement and Work Cartoons You Can Use

15 Work Cartoons to Make Your Day

EEN Junson Cartoon E-book

My friend and resident Employee Engagement Network cartoonist, John Junson has created an e-book with 15 free cartoons that you can use for work. Pass it along to a colleague. Use it in a presentation. Pin one cartoon to your wall or cubicle. Choose one a month and put it in your newsletter. Stress is a staff infection and humour is contagious so use the humor here to fight stress at work.

If you would like to download a PDF of this book click on the image above or, click here.

Here is a slide presentation of the cartoons for quick viewing:

David Zinger is an employee engagement speaker and expert who appreciates the lighter side of work.