The Walden 2.010 Project (Week 5)
What percentage contribution towards employee engagement
would you attribute to each of task, role, and organization?
Daily employee engagement. This is a weekly reporting of a one year project monitoring, measuring, and assessing daily employee engagement. You can see the original project plan, intention, measures and tools by clicking here.
Week 5. This was a week of highs and lows in engagement. Day 2 and Day 3 were the highest scores I have had all year in engagement and Day 4 and 5 were the lowest.
Assessment and Review. Teaching continues to a major contributor to my own engagement. Social media work on Days 4 and 5 were the lowest days in engagement. I can get quite engaged in the moment in social media work but the overall contribution to engagement is not as strong as my education work.
Conclusions and Recommendations. I am becoming more keenly aware of the cost of high levels of engagement. I may have a couple of very engaged days but then I seem to compensate with lower days. I will be interested to see if this trend continues during the year.
Employee Engagement Overall Take-away. At the risk of sounding like a Mini Marcus Buckingham I believe it is imperative that we help employees determine their strengths by defining strengths as what engages them. The nature and type of my work has had a huge influence on engagement this past week.
What impact does the type of your work have on your engagement?
David Zinger, M.Ed., is an employee engagement expert. He offers exceptional education and consulting on employee engagement for leaders, managers, and employees. David founded and moderates the 2025 member Employee Engagement Network. His website offers 1000 articles relating to employee engagement and strength based leadership.
Book David for education, speaking, and coaching on engagement today for 2010.
Email: email@example.com Phone 204 254 2130 Website: www.davidzinger.com.