Singapore

Reflections on Employee Engagement in Singapore

marina-bay-sands-singapore-night

I am returning to Asia next week to conduct an employee engagement session in Bangkok. Last year I was fortunate to conduct sessions in Singapore, Istanbul, Dubai, and Kuala Lumpur to very small groups and I was able to learn so much from the participants.

I believe around the globe we are more similar in what we are doing with work, management, leadership and engagement than different. We are joined in making work better for our organizations, others, and ourselves.

Yes, we do need to produce results but what is most memorable for me is the short engaging relationships we have with one another.

Below is a wonderful picture of people from Sri Lanka, Malaysia, Singapore and Indonesia during a recent course.

singapore-participants

To everyone I have taught from Istanbul to Doha and Egypt, and Dubai to Singapore and Sri Lanka, please know that I have been enriched and inspired by your interest and focus on engagement.

Let’s keep our focus on the definition of employee engagement: good work done well with others every day.

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

David Zinger is a global employee engagement educator, consultant, and coach.

Experiment with Employee Engagement in 2015

Reading time: 2 minutes and 18 seconds

I encourage you to make 2015 a year of experimentation for employee engagement. Help your leaders, managers, and employees become more scientific in their adoption and work with engaging approaches.

Let’s move from the dated and proverbial best case to test case. Develop testable hypotheses about what can make a difference in improving engagement for an individual, a team, a department, or even the organization. Run short experiments to test out your ideas and either fail fast or scale quickly.

I am reading Karen Maezen Miller little book on zen (hand wash cold: care instructions for an ordinary life) and I appreciate her pithy summation of the Buddha’s teaching as: See for yourself. Don’t get me wrong here, I am not asking you to become a Buddhist, I am asking you to start seeing for yourself as opposed to waiting for directives from a consulting company.

In the December 2014 Harvard Business Review magazine Stefan Thomke and Jim Manzi wrote an article on The Discipline of Business Experimentation. Thomke and Manzi wrote about experimentation on a larger and more innovative scale for organizations but much of what they wrote would apply to small scale experiments in employee engagement:

In an ideal experiment the tester separates an independent variable (the presumed cause) from a dependent variable (the observed effect) while holding all other potential causes constant, and then manipulates the former to study changes in the latter. The manipulation, followed by careful observation and analysis, yields insight into the relationships between cause and effect, which ideally can be applied to and tested in other settings.

Here is a page from my Employee Engagement Masterclass to help you “see for yourself” and experiment with employee engagement. This is part of a workbook that was used in masterclasses on employee engagement in Singapore and Dubai in 2014:

David Zinger is an employee engagement speaker and expert devoted to helping organizations and individuals become more experimental with employee engagement in 2015.

Employee Engagement From Singapore to Sri Lanka and Doha to Dubai

See For Yourself: Be Experimental with Employee Engagement in 2015