strategic

Employee Engagement: Nobody Wants an F

August 11, 2015 by David Zinger Leave a Comment

HRE Daily recently published an article entitled: Companies Surveyed Flunk Employee Engagement.

Here was the conclusion in the article:

“HR should be leading the charge to raise the firm’s employee engagement maturity level,” says Bruce Temkin, customer experience transformist and managing partner at the Temkin Group. “Employee engagement is one of the most strategic opportunities for HR professionals.” Meanwhile, survey participants point to three common obstacles that prevent them from turning this situation around: the lack of a clear employee engagement strategy, inconsistent buy-in from middle managers, and limited funding along with inconsistent buy-in across the leadership team.

I think the article points to some serious challenges in engagement. I personally, don’t care for the term “buy-in” for engagement as I am not sure that fits with what it means to be engaged. I wonder if the “buy-in” challenge for managers stems from being overloaded with so many things and perceiving employee engagement as something extra they need to do. I don’t want to be sold on engagement or sell it. Having said that I realize what a challenge it is to invite, converse, question, and co-create engagement. Yet this approach costs very little and alleviates the limited funding obstacle.

My focus is on small, simple, strategic, structural, and sustainable actions that can move the dial on engagement. If you want to seize the strategic opportunity of employee engagement I encourage you to focus on the big impact while using small actions.

In the second half of 2015 I am creating 11 simple rules that all employees can follow to increase their own engagement and supplementing the simple rules with how managers and leaders can foster that in the people they lead and manage.

Pyramid of Employee Engagement Model

This is based on my pyramid of employee engagement and enhances: results, performance, progress, relationships, recognition, moments, strengths, meaning, well-being, and energy.

David Zinger uses the pyramid of employee engagement as a speaker and consultant to show an inexpensive and behavioral pathway to improving employee engagement for the benefit of all.

No Time for Employee Engagement? Really?

August 4, 2015 by David Zinger Leave a Comment

Reading time: 54 seconds

Here is a headline from an engagement article from last week.

Who’s Got Time to Manage Employee Engagement?

I liked the post and the argument. I appreciated Johnathan Bright’s conclusion:

It is, as ever, a question of trust. The other question is of time. So, managers, get the results of your survey, find out the needs, set your KPIs, and then get the help of someone with the time and know how to implement the right strategy. After all, you’ve got other stuff to be getting on with.

To me, we need to weave engage into “the other stuff.” I fully concur with the lack of time available so rather than an extra lets ensure engagement is woven into the fabric of work with small, simple, strategic, structural, and sustainable actions.

I am currently working on 11 simple rules of employee engagement based on the 5 S’s stated above and derived from the 10-block pyramid of employee engagement.

Pyramid of Employee Engagement and Engaged Well-Being

David Zinger is an employee engagement speaker and expert who uses the pyramid of employee engagement to derive simple rules for leaders, managers, and employees to improve engagement for the benefit of all.

The 6S’s of Employee Engagement Actions

November 12, 2013 by David Zinger Leave a Comment

A Simple Guide to Employee Engagement Actions

I am currently creating a 12 module action-based course on engagement. It will help you with over 40 practical and tactical actions you can enact to increase and improve employee engagement for yourself or others at work. Below is a page on the 6’s of employee engagement actions from Module 1.

The 6 S’s acronym offers simple guidelines to determine, enact, and assess ideal actions to improve engagement as you apply the content and tools of the course.

Small – Small is the new significant. Steer clear of huge programs that are additive and overtax an already overloaded workforce.

Simple – Keep actions simple. We often race to find complex answers to big problems when simple things done daily may be the lever small enough to fully engage the organization.

Strong – Although the action can be small and simple strive to ensure it is powerful and robust.

Significant – The action should be significant, meaningful, and matter.

Strategic – The action should align and contribute to the overall strategy of the organization.

Sustainable – The action should be sustainable over time — accomplished by making the action small, simple, strong, significant, and strategic.

David Zinger is a Canadian and global employee engagement speaker. He is currently creating a powerful 12 module course on employee engagement. If you want to improve engagement where you work by getting involved with the course contact him today at: david@davidzinger.com