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Why the Spice Girls are Essential to Employee Engagement

To make sure your employee engagement is not bland, just add Spice.

Spice Girls

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 from employee engagement. We need to ensure that engagement is directed towards results that matter.

To be more specific about the Spice Girls, it all comes down to just one of their songs, or the start of one of their songs. Be careful, the next line might create an Earwurm, a snippet of a tune that gets into your 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.

We need to know the results we want. We need to ask others what results they want?

We need to twine these results into mutual purpose, create safety in the workplace, and ensure that employee engagement creates results that are meaningful to everyone.

So, tell me what you want from employee engagement.

speaking of experts2

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 Friday Factoid #19: Rudeness

Overloaded into Rudeness

Rude overload

Over 60% employees blame their bad behavior on being overloaded at work. They say they have no time to be nice. Mental overload and stress short-circuit our capacity to be fully attentive about anything — even those with whom we work.  (source)

Commentary

Throw your overload overboard to set sail with civility at work. Employee engagement relies on achieving results while building relationship. Rudeness not only damages relationships I believe it will diminish results. Niceness is not an extra at work so be extra careful that you don’t get so overloaded that you can’t “play nice.”

David Zinger is nice guy and a global employee engagement expert who uses the Pyramid of Employee Engagement to help organizations and individuals achieve full engagement.

 

 

Toppled: 21 Signs Employee Engagement is Broken

Questioning Engagement. A participant at a mining conference I presented at in South Africa asked what happens when the Pyramid of Engagement is broken. It was an excellent question that created a small epiphany for me about an inverted pyramid. Here is an upside down picture of the pyramid of engagement. It represents employee engagement falling away or draining out of an organization.  Following the inverted pyramid image is a list of 21 signs that employee engagement is broken for an organization or an invididual.

21 Signs. Here is a list of 21 signs that work is broken and disengagement rules the day:

  • There is a  lack of clarity of results or even a lack of results
  • Too many results are attempted without enough capacity
  • Results are clear but lack any meaning or significance for employees
  • Performance is reduced to a management system rather than the daily lifeblood of work
  • There is a failure to hold engaging conversations when performance fails to meet expectations
  • The connections between performance and results are weak or nonexistent
  • There are too many people and structural barriers to progress
  • Setbacks trump progress by a factor greater than 2 to 1
  • Collaboration tends to result in many setbacks and disengaging interactions
  • Relationships are sacrificed in the name of achieving results
  • Relationships are viewed as mushy unimportant stuff or depersonalized as human capital
  • Individuals and organizations suffer people-myopia, barely noticing each other, and failing to voice recognition for each other
  • Moments for engagement are frittered away as small and insignificant rather than small and significant opportunities for engagement
  • The state of flow is squeezed out by anxiety and boredom
  • Employees are unaware or fail to leverage the power of small, smart, and significant steps
  • Strengths are dismissed as a short assessment tool completed at a half day workshop that gives you your top 5 strengths
  • 80% of attention is focused on weakness, problems, gaps, failures, and inadequacies
  • There is no compelling why to work
  • The return to individuals for work contribution is reduced to an hourly rate or salary
  • The organization and individuals fail to create and find well being within work
  • Mental, emotional, and organizational energy is frittered away and work is experienced as an energy drain not an energy gain.

Flip. Let’s turn the pyramid of employee engagement around to it original position so that we can: achieve results, maximize performance, path progress, build relationships, foster recognition, master moments, leverage strengths, make meaning, enhance well being, and enliven energy.

David Zinger is devoted to helping organizations and individuals fully engage in work to build and sustain successful and meaningful results and relationships. Request his speeches, workshop, or consulting today on the pyramid of employee engagement to engage all of your employees. Mr. Zinger founded and hosts the 4700+ member Employee Engagement Network. Contact David today at zingerdj@gmail.com.