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Rescooped by Jean-Philippe D'HALLUIN from Talent Management; Engagement
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How to Improve Employee Engagement with an Empathy Infusion

How to Improve Employee Engagement with an Empathy Infusion | "employee engagement enhancement" | Scoop.it
Empathy can build an employee’s trust and loyalty – and that’s key to developing, retaining and engaging employees. Enhance your empathy with David Zinger.

Via Anne Leong
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Kudos's curator insight, November 15, 2015 2:01 PM

Great post by David Zinger who is a one of the true thought leaders in employee engagement and recognition. Empathy does not mean capitulating to other points of view. It means you do your best to understand the other persons concerns, point of view and ideas and then do your best to address them so they know you heard them and care. But not all concerns can be incorporated for a variety of reasons.  If so, then you share why they can not and find common ground and an understanding. 

 

Doing nothing or ignoring issues and concerns is bad, not taking the time to really understand when you do engage them is worse.  

Rescooped by Jean-Philippe D'HALLUIN from Talent Management; Engagement
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Well-Being Enhances Benefits of Employee Engagement

Well-Being Enhances Benefits of Employee Engagement | "employee engagement enhancement" | Scoop.it
When organizations add high well-being to an engaged workforce, they see improvement in business outcomes.

Via Anne Leong
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Rescooped by Jean-Philippe D'HALLUIN from Human Resources Best Practices
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7 Deadly Sins of Employee Engagement

7 Deadly Sins of Employee Engagement | "employee engagement enhancement" | Scoop.it
Even with the best of intentions, some of the methods chosen to improve employee engagement can backfire. Engaged employees can improve retention, strengthen a company culture and increase productivity, but all that is quickly ruined when any of these seven deadly sins are committed.

Via Bond Beebe Accountants & Advisors
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Rescooped by Jean-Philippe D'HALLUIN from The Daily Leadership Scoop
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6 habits of highly effective employers

6 habits of highly effective employers | "employee engagement enhancement" | Scoop.it

The company I work for, Achievers, recently published research about the state of employee engagement for employees in the UK. The results from the report are pretty staggering:

68% of employees are not happy at work.
70% of employees don’t know their company’s cultural values.
41% of employees plan to quit in less than a year




Via Roger Francis, Jean-Pierre Blanger, malek, Marc Wachtfogel, Ph.D., Roy Sheneman, PhD, Bobby Dillard
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malek's curator insight, November 1, 2015 4:16 PM

It’s a morbid state of the workforce and we need to act.

donhornsby's curator insight, November 2, 2015 5:33 PM

(From the article): They treat employees like consumers – The changing workforce requires us to think differently. Consumers have a louder voice, access to more information, and have several options – like employees today.  Employees don’t just buy a product (job), they associate with a brand (company). Think of how much we invest in prospective and current customers trying to find them, understand them better, retain them and communicate specifically to them. Find what your company does well for customers and use that approach with employees. 

Pascale Hotterbeex's curator insight, November 13, 2015 6:41 AM

Toutes les études sur la motivation et le bonheur au travail en Europe occidentale vont dans la même direction et pointent des chiffres catastrophiques. La motivation au travail est une clef indispensable au succès à long-terme d'une entreprise. Ceux qui l'ont compris placent le développement et le bien-être de leurs employés au centre de leurs préoccupations. 
Un premier pas peut être l'utilisation du #SISEM en entreprise pour déterminer les moteurs de motivation de chacun et nourrir l'énergie et l'engagement au niveau des individus et des équipes. Intéressé? Contactez-moi. www.envol.pascalehotterbeex.com

Rescooped by Jean-Philippe D'HALLUIN from Success Leadership
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How L'Oréal uses social media to increase employee engagement

How L'Oréal uses social media to increase employee engagement | "employee engagement enhancement" | Scoop.it
Earlier this week I attended a talk by L'Oréal’s Digital Employer Branding Manager, Alexander Onish, in which he discussed how the cosmetics brand uses social media to make it a more attractive employer and improve employee engagement.

Via Richard Andrews
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Rescooped by Jean-Philippe D'HALLUIN from The Daily Leadership Scoop
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5 great ways to shatter employee engagement | Articles | Main

5 great ways to shatter employee engagement | Articles | Main | "employee engagement enhancement" | Scoop.it

CSS only mobile first navigation


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Rescooped by Jean-Philippe D'HALLUIN from MettaSolutions Change and Leadership
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3 little words that define workplace relationships | @GreatLeadership

3 little words that define workplace relationships | @GreatLeadership | "employee engagement enhancement" | Scoop.it
What are the most important three words for any relationship between a manager and employee?
No, it’s not “I love you.” Now that would be inappropriate, although not everyone would agree with that opinion. Love their jobs, yes. Love their managers or employees? Eew!
No, the most important three little words are: “I trust you.”
Trust is the foundation that a positive manager-employee relationship is built on. The absence of trust leads to micromanagement, fear, risk-aversion, backstabbing, destructive rumors, a lack of innovation, mistakes, and a lack of engagement.
What does trust look like? It’s all in the eye of the beholder, but here’s a starter list from both the manager’s and employee’s perspective:

Via David Hain, Metta Solutions
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Ron McIntyre's curator insight, July 25, 2015 8:37 AM

I agree with David Hain, you can't find 3 better words to cherish in business however love does require trust to exist bilaterally but we have an aversion to use it in business.

Ian Berry's curator insight, July 26, 2015 11:12 PM

True. And it's definitely a two-way (and multiple way) street. The other words are Please and Thank You

Ed Nikora's curator insight, July 27, 2015 4:24 AM

Trust has also been one of the four things identified in Gallups Strength Based Leadership book as something employees require of good leaders.  For a leader to sit and reflect on how they provide trust to their staff, we must first have our 'why'.  Why do we even value trust in our working relationships...and as with all things we value, like currency, how do we spend our Trust...as in how are we investing it with those we lead, manage or work with? 

Rescooped by Jean-Philippe D'HALLUIN from Leadership
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4 Basic Human Needs Leaders Must Meet to Have Engaged Employees | Blanchard LeaderChat

4 Basic Human Needs Leaders Must Meet to Have Engaged Employees | Blanchard LeaderChat | "employee engagement enhancement" | Scoop.it
Everyday the spirits of millions of people die at the front door of their workplace. There is an epidemic of workers who are uninterested and disengaged from the work they do, and the cost to the U.S. economy has been pegged at over $300 billion annually. According to a recent survey from Deloitte, only 20%…

Via Anne Leong
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Mark Wilhelms's curator insight, October 1, 2015 10:01 AM

Poor leadership results in tremendously high costs to organizations. I found this very enlightening.

Rescooped by Jean-Philippe D'HALLUIN from Employee Engagement
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How to Increase Employee Engagement Exponentially - DecisionWise

How to Increase Employee Engagement Exponentially - DecisionWise | "employee engagement enhancement" | Scoop.it

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DecisionWise's curator insight, September 24, 2015 11:06 AM

I enjoyed learning about the 4-level model that organizations typically follow to measure employee engagement and eventually take action. Most organizations are stuck in the first level without considering the action planning. Where is your organization at?

Rescooped by Jean-Philippe D'HALLUIN from Employee Engagement Made Easy!
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2 Reasons Employee Engagement is So Hard-- And What to Do About It

2 Reasons Employee Engagement is So Hard-- And What to Do About It | "employee engagement enhancement" | Scoop.it
If you've ever been on the receiving end of employee engagement results, you most likely know the, "How in the world could they feel THAT WAY after ALL I've done?" head-scratching frustration. I kn...

Via Kudos
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Kudos's curator insight, September 11, 2015 2:49 PM

It is frustrating when you do so many things to try and engage your team and they do not seem happy, motivated and or engaged. It is actually worse when they tell you that directly or though a survey. 

 

What is a person to do?  This happens all the time. and it is not easy. I always talk about fundamentals and for engagement the fundamentals  are as follows:

 

1. Share your vision, values and goals

2. Communicate that constantly 

3. Help your team know the role in the plan and why things are done or not done. 

4. Show that you care about their development.

5. Empower them in their role, give them goals and hold them accountability 

6. Recognize them for their positive behaviours, contributions and successes 

 

Repeat. 

 

Some people will not be ever be happy. that is more of their issue then yours. If you can not help them get rid of the baggage - sent them packing. One bad apple can be your biggest problem 

 

 

Rescooped by Jean-Philippe D'HALLUIN from Global Employee Engagement
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5 Personal Employee Engagement Wins Infographic

5 Personal Employee Engagement Wins Infographic | "employee engagement enhancement" | Scoop.it
5 personal employee engagement wins infographic. We know that companies benefit from engaged employees, but how can we benefit personally from employee engagement?

Via Ron McIntyre
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Ron McIntyre's curator insight, March 30, 2015 1:44 PM

Ever wonder what the benefits are of having engaged employees? Check out this infographic. By the way they all affect your bottom line and future business.

Rescooped by Jean-Philippe D'HALLUIN from New Leadership
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The Top 10 Ways Leaders Erode Trust

The Top 10 Ways Leaders Erode Trust | "employee engagement enhancement" | Scoop.it
Irresponsible, unreliable, and undependable make for great words in a song, but if those adjectives describe your leadership style then chances are your people don’t trust you.
Now, I believe most people strive to be honorable and trustworthy in their leadership roles. There aren’t too many people who wake up in the morning and on their way into the office exclaim to themselves, “I think today is a fabulous day to break someone’s trust!” Most leaders unintentionally erode trust through what I call “trust busting” behaviors. Despite our best intentions, we sometimes get in our own way and bust trust without even realizing it.

Via Roger Francis
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Rescooped by Jean-Philippe D'HALLUIN from New Leadership
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Increase Employee Engagement With Young People

Increase Employee Engagement With Young People | "employee engagement enhancement" | Scoop.it
Engaging young people will not only show to them that they are an important part in the business but will result in increased productivity, higher performance, and less of a chance of them quitting or being absent.

Via Alexis Assimacopoulos, Roger Francis
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Rescooped by Jean-Philippe D'HALLUIN from Employee Engagement
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Employee Engagement: 4 Basic Human Needs

Employee Engagement: 4 Basic Human Needs | "employee engagement enhancement" | Scoop.it
RT @helenbevan: Another great @tnvora sketch on the basic needs of people at work that leaders must address http://t.co/zg32ML2jNs http://t…

Via Insightlink Communications
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Rescooped by Jean-Philippe D'HALLUIN from Engaging Staff to Excel
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15 Employee Engagement Truths Employers Ignore at Their Own Peril

15 Employee Engagement Truths Employers Ignore at Their Own Peril | "employee engagement enhancement" | Scoop.it

Via Anne Leong, Marc Wachtfogel, Ph.D., Roger Francis, Margaret Driscoll, Learning Organization Librarian
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Rescooped by Jean-Philippe D'HALLUIN from About leadership
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Discover the Power of Potential Quotient - PQ

Discover the Power of Potential Quotient - PQ | "employee engagement enhancement" | Scoop.it

Have you ever measured your Potential Quotient? Do you even know that PQ is?

Everyone is familiar with IQ and what it measures, and EQ (Emotional Intelligence) is a common term in personal development. Now we are turning our focus not only to products and services, but to people and purpose. In order to do this the world needs to understand potential … specifically Influence Potential, known as your Potential Quotient or PQ.

In a recent Time cover article, Questions to Answer in the Age of Optimized, Eliza Gray points to the newest trend in hiring: personality testing for all applicants. Gray writes:

“The New Rage for personality testing is being driven by a collision of two of the business world’s hottest trends. The first is Big Data [collecting as much data as possible]…the second…is called analytics [wherein data patterns are analyzed] to optimize performance.”


Via John Lasschuit ®™
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John Lasschuit ®™'s curator insight, October 27, 2015 2:38 PM

#PQ can be measured through a unique, scientifically validated assessment called the Keller Influence Indicator®.

Rescooped by Jean-Philippe D'HALLUIN from Acting for Change
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Is your employee engagement strategy too employee focused?

Employee engagement is more than endless perks. Most of us know that. However, there’s a risk brewing with our employees – and Internal Communication may be helping to fuel it. By linking our engagement strategies to purpose, we’ll create the most valuable kind of engagement, and reduce the risk of a one-sided approach.

Via Celine Schillinger
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Rescooped by Jean-Philippe D'HALLUIN from Just Story It! Biz Storytelling
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Changing the story: How an Accounting Firm Convinced Its Employees They Could Change the World

Changing the story: How an Accounting Firm Convinced Its Employees They Could Change the World | "employee engagement enhancement" | Scoop.it

It’s a fabled story about a janitor’s exchange with President Kennedy during the early days of NASA: “What do you do?” the president supposedly asked the man with a broom during a visit to Cape Canaveral.“Well, Mr. President, I’m helping to put a man on the moon.” This meeting may not have actually taken place. But there’s a good reason it’s one of the most commonly-repeated management anecdotes: it illustrates the idea that a workforce motivated by a strong sense of higher purpose is essential to engagement. A survey by Calling Brands found that working for an organization with a clearly defined purpose is second only to pay and benefits in importance for employees, and ranks ahead of promotion opportunities, job responsibilities, and work culture. Two-thirds said a higher purpose would motivate them to go the extra mile in their jobs. A similar study by Net Impact showed that almost half of today’s workforce would take a 15% pay cut to work for an organization with an inspiring purpose.


Via Bonnie Hohhof, Lianne Picot
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Lianne Picot's curator insight, October 8, 2015 10:59 AM

Fantastic example of how engaging your employees in crafting and telling your higher purpose story can change the world of your business! The key takeaways here are that employees were involved in sharing how they contributed and the data on how employee engagement actually increased. Serious ROI here.


This review was written by Lianne Picot for her curated content on business storytelling at www.scoop.it/t/just-story-it. You can find Lianne growing story at the Story Powered® Institute

Rescooped by Jean-Philippe D'HALLUIN from Leadership
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How to Hold People Accountable without using Authority | Leadership Freak

How to Hold People Accountable without using Authority | Leadership Freak | "employee engagement enhancement" | Scoop.it
If you didn’t have authority, how would you hold people accountable? Don’t demand what must be given. Authority as a hammer: Maslow said, "I suppose it is tempting, if the only tool you have is a hammer, to treat everything as if it were a nail." Accountability is the nail when a leader's hammer is authority. "You have to hold people…

Via Anne Leong
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Tony Palmeri's curator insight, October 25, 2015 9:40 AM

I chose this resource because I was intrigued and I do not envision myself as an authoritarian-style leader. However, I acknowledge that sometimes directive leadership needs to be applied, based on the situation. Working on the underpinnings of accountability, like the commitment of staff is certainly important. Also, effectively communicating expectations in a detailed way is important. Staff must know exactly what is expected and exactly what they accountable for. Also, we must be purposeful. Our staff needs to see the vision clearly to have "buy in" that motivates them. Encouragement and positive feedback are ways to strengthen commitment - and then you can expect individuals to hold themselves accountable to a greater degree. 

Rescooped by Jean-Philippe D'HALLUIN from Employee Engagement
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How Connection Drives Employee Engagement

How Connection Drives Employee Engagement | "employee engagement enhancement" | Scoop.it
How connection drives employee engagement is discussed in this post from award-winning author, Tracy Maylett. Read about the three types of connection and more.

Via DecisionWise
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DecisionWise's curator insight, September 24, 2015 11:03 AM

Watch for employees using words like, "we" and "us." Those are typically the employees that are satisfied and feel connected. Dissatisfied employees will use words like, "they" and "them" when referring to the company. 

Rescooped by Jean-Philippe D'HALLUIN from New Leadership
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The 7 Secrets for Sustaining Motivation

The 7 Secrets for Sustaining Motivation | "employee engagement enhancement" | Scoop.it

The startling truth is that a recent Gallup poll indicates 70% of us are disengaged at work – checked out. That means that 7 out of 10 of you at work right now are either reading this article or playing Candy Crush on your mobile phone. Amongst those 70%, 20% are actually actively disengaged, which means they are partaking in sabotaging behaviors at work. And you probably just thought of the cross functional “partner” on your team that fits that bill.

All of this is a real dilemma for companies trying to do more with less, which is all of them. The answer to winning back the disengaged, (and keeping the engaged, engaged), isn’t pay, perks, or promotions. It’s meaning – that is, giving work a greater sense of significance, and thus, making work matter. Finding meaning in and at work produces engagement, fulfillment, and performance that sustains over the long haul – it is the motivational tour de force of our times.


Via Roger Francis
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10 employee recognition ideas for small budgets and a big impact

10 employee recognition ideas for small budgets and a big impact | "employee engagement enhancement" | Scoop.it
Leaders understand that recognition impacts engagement, productivity and retention, here are 10 budget-friendly ideas for making employees feel appreciated.

Via Kudos
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Kudos's curator insight, September 8, 2015 5:54 PM

Creative ideas to have a little fun with recognition. The little things that are simple, personal and timely work best. Like Kudos. What Kudos also does is make recognition public so a recognition moment can be shared with everyone. That is when recognition becomes really powerful. 

Bridget's curator insight, September 9, 2015 9:10 AM
If only every person in a management role knew how much they could accomplish by striking a balance between insincere overkill and genuine but regular recognition of their employees...
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How does engaged feel? Employee engagement has the answer

How does engaged feel? Employee engagement has the answer | "employee engagement enhancement" | Scoop.it
When somebody engages you, what do you actually feel? It can be difficult to describe, but the employee engagement field can help. Learn to trigger these 4 feelings to become a more generous, inspiring speaker.

Via Kevin Watson
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Why Happy Employees Are 12% More Productive

Why Happy Employees Are 12% More Productive | "employee engagement enhancement" | Scoop.it
New research suggests we work more effectively, creatively, and collaboratively when we're happy at work.

Via Sandeep Gautam, David Hain
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Sandeep Gautam's curator insight, July 23, 2015 4:28 AM

more creative, more collaborative, more engaged: what else do you want?!?

David Hain's curator insight, July 23, 2015 4:30 AM

Empirical evidence for treating people like human beings to develop performance!