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Employee Engagement Discernment

Finding employee engagement discernment on the wheel of engagement.

Wheel of Employee Engagement

Last week the Halogen Talent Space Blog posted my piece on 6 ways to be more discerning with employee engagement. Three of the six ways were:

  1. Abandon the search for the ONE definition of employee engagement.
  2. Be skeptical without slipping into being cynical.
  3. Cease your benchmarking mentality; get off of the bench and into the game.

To read more about these 3 ways and to learn about the other 3 ways visit the article:  The Wheel of Engagement: 6 Ways to be More Discerning about Employee Engagement in 2014.

David Zinger is an employee engagement speaker and expert.

Employee Engagement Roundtable Discussion for Mobile Managers

Join Us August 13 10AM PT

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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.

Employee Engagement: Focusing on Results Does Not Mean We Can’t be Playful

Why we need to be more like the Spice Girls

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I believe there is a much greater connection between employee engagement and the Spice Girls than most people imagine. I am not talking about having to form a female quintet dressed in colorful clothing. I am not talking about creating a musical recruiting YouTube video.

I am talking about knowing what you want when you attend an employee engagement event and knowing what you want from employee engagement. To be more specific about the Spice Girls, it all comes down to one of their songs. Be careful, the next lines might create an earwurm, a snippet of a tune that gets into the brain and won’t leave.

I’ll tell you what I want, what I really, really want
So tell me what you want, what you really, really want
I’ll tell you what I want, what I really, really want
So tell me what you want, what you really, really want.

Just because we focus intently on results does not mean that we can’t be playful. We need to know the results we are looking for.

Engage along with me, the best is yet to be.

David Zinger is an expert  global employee engagement speaker and consultant who uses the pyramid of employee engagement to help leaders, managers, and organizations increase engagement.

Employee Engagement: 23 Things to Avoid That Cause Iatrogenic Disengagement

Are you and your organization creating the very disengagement you are trying to solve?

Wellbeing Symbol Flipped

In medicine there is a term call iatrogenic illness, define as of or relating to illness caused by medical examination or treatment. A common example is to go to the hospital for a procedure and end up with an infection. We don’t want to infect our employees with disengagement but many things we do may unknowingly or unintentionally be creating the very problem we are trying to solve.

Here is a list of 23 sources of disengagement caused by our efforts to engage:

  1. Taking away personal responsibility for engagement when we state that managers, leaders, or organizations are responsible for engagement.
  2. Using anonymous surveys unintentionally tells employees we don’t want to know who they are.
  3. Asking for comments on a survey and never ensuring that employees know that their comments were read and respected.
  4. Stopping our employee engagement work because we don’t like the lack of results we have received.
  5. Asking questions on an engagement survey that we lack the wherewithal to address.
  6. Taking far too much time between when we survey employees and when we release the data and sometimes never releasing the data. Engagement measure should be more like good toasters. You insert the data and have it pop up in no time.
  7. When employee engagement is talked about as something extra or a thing.
  8. Creating high levels of frustration when we foster motivation but fail to give employees the proper tools to do the job.
  9. When engagement is used as a new word for motivation and we fail to look deeper.
  10. Telling employees that we expect rather than encourage them to have a best friend at work.
  11. Having employee engagement as a mere program or event and expecting sustainable improvement.
  12. When we fail to ask employees directly what can be done to improve engagement.
  13. When we fail to ask employees to write some of the engagement survey questions.
  14. When we fail to believe in our employees.
  15. When disengagement is treated as a punishable offence rather than a trigger for a conversation.
  16. When we fail to address progress and setback as a key engagement issue.
  17. When our work becomes creepy.
  18. Failing to end something before we begin something.
  19. When we resort to hype and hyperbole about being a great place to work.
  20. Paying lots of money to be a great place to work and get the badge but there is a lack of substance behind the badge or credential.
  21. Believing that everyone should find the same sense of meaning from their work.
  22. Failure to make use of the inherent engagement in smart phones and tablets.
  23. Failure to move from surveys to just in time bio-measures of engagement.

What sources of iatrogenic disengagement are you seeing?

David Zinger is an employee engagement speaker and expert who founded the 6300 member global Employee Engagement Network.

Employee Engagement Pyramid: 10 Keys to Engaging The Power of One

A singular approach to employee engagement

Employee Engagement Model: Pyramid of Employee Engagement

I am working on the power of one and singularity in my employee engagement practice.  I have revisited my pyramid of employee engagement and awoke to another layer of it. This is a phenomenal coaching model to use with my clients who are striving towards full and powerful effectiveness, engagement, and efficiency. It offer a structure for them to follow and a structure for us to dialogue and develop engaging actions.

  1. Results: Work on what the client wants to achieve and for them to articulate the results. Discuss what needs to end and discuss what the end is they have in mind.
  2. Performance: Determine what the client will need to do to achieve results and how they make key performances worthy of their attention.
  3. Progress: Monitor and work towards progress and manage setbacks.
  4. Relationships: Determine key relationships that will be vital for the client.
  5. Recognition: Create self-recognition and fully recognize others.
  6. Moments: Determine a fine level of granularity of what behaviors to build, foster, and advance.
  7. Strengths: Determine and utilize strengths and use those strengths on a daily basis.
  8. Meaning: Focus on the why of work and find the why behind the results for self and others.
  9. Wellbeing: Encourage wellbeing found inside of work.
  10. Energy: Ensure that work is an energy gain and determine how to energize others.

David Zinger is an employee engagement speaker and coach based in Canada.

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

Enliven Energy

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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

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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

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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.

Leverage Strengths: 7 of 10 Daily Questions to Improve Employee Engagement

Leverage Strengths

(Reading time = 28 seconds)

Pyramid Model of Employee Engagement

This is the seventh 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 leveraging strengths, the first block on the bottom row of the pyramid of employee engagement.

What is a fundamental strength I have for work and how will I use it in the service of others this week?

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