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"employee engagement enhancement"
Trust and empowerment create engaged colleagues
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Employees rising – The next generation of employee engagement

Employees rising – The next generation of employee engagement | "employee engagement enhancement" | Scoop.it

Are your employees posting about your company online? What are they saying and doing online? Can you help impact what they share? These questions and their answers are at the heart of recent research.


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Sandeep Gautam's curator insight, July 28, 2014 4:46 AM

Employee activism as the next level of employee engagement and tips on how to leverage that!

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Motivation revamped: A summary of Daniel H. Pink's new theory of what motivates us

Motivation revamped: A summary of Daniel H. Pink's new theory of what motivates us | "employee engagement enhancement" | Scoop.it
  Business books aren’t always the most riveting reads. However this week I became unexpectedly enthralled in Daniel H. Pink’s Drive: The Surprising Truth About What Motivates Us. I read the b...

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How Do You Build Trust In A Trust-Deficient World?

How Do You Build Trust In A Trust-Deficient World? | "employee engagement enhancement" | Scoop.it

Trust is the operating system of every organization and every relationship.

Think about that metaphor.

If the operating system on your computer is flaky, nothing seems to work right. Even if you have the best software programs, an unreliable operating system will cause you constant grief.

The same goes for the trust levels in organizations and relationships. Where trust is fragile, people are always looking over their shoulders. They’re reluctant to share information, collaborate, or accept accountability for results. In low-trust environments, everything seems to slow down. Nobody seems willing to do much of anything without a lot of hoop-jumping and multiple approvals.


Via John Lasschuit ®™
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donhornsby's curator insight, July 16, 2014 6:16 PM

(From the article): Finally, aside from the fact that it’s simply the right thing to do, here are ten benefits of being trustworthy.

Psychological well-beingMeaningful friendships and business relationshipsFaster, more efficient decision makingGreater personal effectiveness in groupsGreater support for your decisionsCareer promotionsWin/win opportunitiesRole modeling trustworthy behaviorMore time for creativity and relaxationMore money in your pocket (people want to do business with those they trust)
Ivon Prefontaine's curator insight, July 16, 2014 9:35 PM

Trust is not an operating system. It is not a commodity. It cannot be manufactured. It is earned in the daily relationships we have with other people. It is situational and contextual. When I consider the ten key elements of servant-leadership, they are the hard work used in entering relationships and building trust in the daily give and take.

AlGonzalezinfo's curator insight, July 16, 2014 11:58 PM


I really appreciate the following trust benefits listed in the article:


  1. Psychological well-being
  2. Meaningful friendships and business relationships
  3. Faster, more efficient decision making
  4. Greater personal effectiveness in groups
  5. Greater support for your decisions
  6. Career promotions
  7. Win/win opportunities
  8. Role modeling trustworthy behavior
  9. More time for creativity and relaxation
  10. More money in your pocket (people want to do business with those they trust)
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Employers Engage on Engagement

Employers Engage on Engagement | "employee engagement enhancement" | Scoop.it
Companies lean heavily on recognition, work-life balance and wellness to promote engagement, yet undervalue such factors when it comes to measurement.
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Get A Grip And Engage Yourself | The Survey Initiative

Get A Grip And Engage Yourself | The Survey Initiative | "employee engagement enhancement" | Scoop.it

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The Survey Initiative's curator insight, July 8, 2014 9:59 AM

Believe it or not, organisations are not the only ones responsible for ensuring that their workforce are engaged in their work, it’s also down to the people themselves – shared accountability.

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AUCHAN mise sur de nouvelles pratiques managériales « le servant leadership » ou le »management agile »

AUCHAN mise sur de nouvelles pratiques managériales « le servant leadership » ou le »management agile » | "employee engagement enhancement" | Scoop.it
Par Marielle Thomas Le bonheur est-il dans Auchan ? Il y a un an, nous recevions 15 directeurs de magasin Auchan venus découvrir ce management révolutionnaire qu’est la Libération. Les échanges ava...

Via Frédéric Brutier, Anne-Laure Delpech
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When You Don't Like People in the Office

When You Don't Like People in the Office | "employee engagement enhancement" | Scoop.it
You don't like everyone you work with. Now what? Relationships within organizations depend on your ability to tolerate weaknesses in others. How many: How many of the people in your office do thing...
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Want Peak Performance? - increase the ‘meaning quotient’ of work | McKinsey

Want Peak Performance? - increase the ‘meaning quotient’ of work | McKinsey | "employee engagement enhancement" | Scoop.it

Through a few simple techniques, executives can boost workplace “MQ” and inspire employees to perform at their peak. A McKinsey Quarterly article.


Via Annette Swann, David Hain
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David Hain's curator insight, July 6, 2014 4:12 AM

Some practical ideas from McKinsey  to unlock the engagement that makes a difference.

Graeme Reid's curator insight, July 6, 2014 9:11 PM

Good article on how the create meaning in the workplace.

Lisa McCarthy's curator insight, July 7, 2014 9:06 PM

Musicians talk about being “in the groove,” sportsmen about being “in the zone.” Can employees in the workplace experience similar performance peaks and, if so, what can top management do to encourage the mental state that brings them about?

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The Most Important Word In Leadership | Switch and Shift

The Most Important Word In Leadership | Switch and Shift | "employee engagement enhancement" | Scoop.it

If you had to sum up everything you believe about leadership, your core philosophy, in just one word, what word would you choose? 


Via John Lasschuit ®™
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John Lasschuit ®™'s curator insight, July 1, 2014 2:54 PM

#Trust of course. And Ted Coiné explains why. #leadership

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5 Ways To Keep Your Rock Star Employees From Quitting

5 Ways To Keep Your Rock Star Employees From Quitting | "employee engagement enhancement" | Scoop.it
Your highest-performing employees are also your most demanding, and if you don't learn how to keep them happy, they won't stick around long.

Via Anne Leong
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Proven Ways to Earn Your Employees' Trust

Proven Ways to Earn Your Employees' Trust | "employee engagement enhancement" | Scoop.it

Trust is often talked about as the bedrock of a company’s success. Most people think about the issue in terms of customers: They have to believe in you and your products and services. But trust within the organization is just as important: Your employees must believe in each other. When they don’t, communication, teamwork and performance inevitably suffer. After New York Times publisher Arthur Sulzberger fired the newspaper’s editor, Jill Abramson, in May, he explained that he’d repeatedly warned her that she was losing the trust of the newsroom. But how do you build trust in the workplace?


Via Roger Francis
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The Leadership Freak Code of Leadership

The Leadership Freak Code of Leadership | "employee engagement enhancement" | Scoop.it

Leaders without a code follow the course of least resistance. Life becomes unstable, stressful, and frustrating. Leaders without guiding principles are undependable followers. 

Jean-Philippe D'HALLUIN's insight:

From article : "Accept the fact that we have to treat almost anybody as a volunteer".

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Ivon Prefontaine's curator insight, July 3, 2014 1:03 PM

People are not tools is a key point made. When we think they are, we become managers rather than combining managing and leading.

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50 Employee Engagement Tips | Free eBooks

50 Employee Engagement Tips | Free eBooks | "employee engagement enhancement" | Scoop.it

Get 50 employee engagement ideas based on research by Dale Carnegie Training. Download Today!


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3 Things you Forgot About Motivating People

3 Things you Forgot About Motivating People | "employee engagement enhancement" | Scoop.it
When we think about motivation we tend to imagine people bounding around, smiling and excited to make things happen. That's not a bad thing, but it's not much

Via Anne Leong
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Yves CINOTTI's curator insight, July 22, 2014 3:50 AM

Il faut parfois revenir à des méthodes simples.

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3 Secrets to Loving What You Do (Part I) - Fulfillment Daily

3 Secrets to Loving What You Do (Part I) - Fulfillment Daily | "employee engagement enhancement" | Scoop.it
It's odd how negatively people often relate to work. Shouldn't you enjoy what you spend half of your life doing? Here are 3 secrets to loving what you do!

Via Sandeep Gautam
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Sandeep Gautam's curator insight, July 21, 2014 1:04 AM

Not three, but four secrets: engagement or autonomy (self focus) ; excellence or competence (task focus) ; ethics or relatedness (other focus) ; meaningfulness or purpose (life focus) ; if your work provides opportunities for all 4, you are blessed:-)

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Stakeholder Mapping for Collaboration

Stakeholder Mapping for Collaboration | "employee engagement enhancement" | Scoop.it

Collaboration is an important factor for successful innovation and change. Indeed, collaboration is an imperative for most organizations today, including any organization undergoing change. Innovation requires collaboration between individuals, as well as systemic forms of collaboration that span silos, networks and surprising connections. And yet collaboration cannot be mandated. Collaboration just doesn’t work like that.

 

 


Via Kenneth Mikkelsen, Frank J. Papotto, Ph.D.
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Claude Emond's comment, July 14, 2014 9:13 AM
Most stakeholder «management» tools and techniques are based on measuring (whatever it means) Power and Influence. This is mostly done without open discussion with the stakeholders and highly manipulative in its intent. It does not either consider meta game and alliance among unlikely collaborators. The model you found, Kenneth is thus a pace towards a better way, something that «engage» stakeholders instead of «managing/trying to manipulate» them. Thanks a lot :)
Claude Emond's curator insight, July 14, 2014 9:20 AM

Most stakeholder «management» tools and techniques are based on measuring (whatever it means) Power and Influence. This is mostly done without open discussion with the stakeholders and highly manipulative in its intent. It does not either consider meta game and alliance among unlikely collaborators. This model is thus a pace towards a better way, something that «engage» stakeholders instead of «managing/trying to manipulate» them.

Frank J. Papotto, Ph.D.'s curator insight, July 15, 2014 1:36 PM

Collaboration is an organizational necessity; effective organizations excel at and continuously strive to improve it

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The Connection Between Employee Engagement and Emotional Intelligence

The Connection Between Employee Engagement and Emotional Intelligence | "employee engagement enhancement" | Scoop.it
 
In today’s marketplace, business leaders can’t succeed without the ability to communicate effectively with others, manage their emotions and collaborate on finding solutions to pressing challenges.

Via Margaret Driscoll, Learning Organization Librarian
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The Employee Engagement Hoax - Forbes

The Employee Engagement Hoax - Forbes | "employee engagement enhancement" | Scoop.it


Somewhere around the late 1980s or early 1990s we stopped talking about employee morale and started talking about Employee Engagement instead.


Via David Hain, Frank J. Papotto, Ph.D.
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Frank J. Papotto, Ph.D.'s curator insight, July 7, 2014 10:01 AM

      I like the engagement concept, but it has been twisted to suit a management perspective that is unhelpful. It is helpful to think of engagement as behavioral and emotional commitment; this results in loyalty to the company a willingness to stay and provide discretionary effort. A prerequisite to engagement is employee satisfaction and positive morale.

 

      The problem with engagement arose because it was presented in many instances as a tool for driving performance. Consultants and pollsters latched onto the idea that if you measured engagement you could then take various actions to change it with a variety of employee focused HR tools. All of sudden then HR had the means, it believed, to drive, employee performance-- and, of course, how could this not be valuable for business and management.

     In fact, engagement is useful because it begins to address the complexity of motivating organizational behavior. It helps us understand that both intrinsic and extrinsic factors should be considered, that the social conditions are important as well. Engagement points to the fact that a whole person approach is needed to fully enlist individual efforts on behalf of the organization.

 

      To obtain a truly engaged workforce, enterprises must start with choosing people who see it as more than simply a place to work;who see it as a valuable, useful means to a positive end for themselves and the broader community of which they are a part. Enterprises must come to the realization that supporting individuals in reaching their goals is the cost of getting individuals to support the organization's.

 

Ivon Prefontaine's curator insight, July 7, 2014 10:08 AM

The one that gets me is the empowerment racket. As if we have the power to give someone else power. I hear this in education all the time. We are going to empower students as if we do their learning for them. Creating a positive and healthy learning environment with reciprocal relationships is the key.

Miguel Paul Trijaud Calderón's curator insight, July 9, 2014 6:38 AM

Engagement - 12 ideas to listen to your employees

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Nine HR Policies That Drive Good People Away - Forbes

Nine HR Policies That Drive Good People Away - Forbes | "employee engagement enhancement" | Scoop.it

Forbes Nine HR Policies That Drive Good People Away Forbes There is a particular, awful feeling you get working in a company that is sinking. You can tell the minute you walk in the door that the energy is off.


Via Michael VanDervort, Roger Francis, David Hain
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David Hain's curator insight, July 6, 2014 4:07 AM

Pleased to see that this list of bad but very prevalent practices include bell curve thinking and stack ranking!

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Leading the Unwilling

Leading the Unwilling | "employee engagement enhancement" | Scoop.it

It can be exhausting to feel that you are dragging your people behind you as if they were dead weight.  Their lack of enthusiasm or the fact that they are unwilling to make a sincere effort to move in the direction you’ve identified as important may be a danger sign you need to address.

 

It is no fun to catch yourself nagging your people to do what you need them to in order for team expectations to be met.  Leadership should be a process of encouraging and supporting your people and supporting their growth and efforts.

 


Via Roger Francis
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5 Ways to Win Back Your Employees' Trust

5 Ways to Win Back Your Employees' Trust | "employee engagement enhancement" | Scoop.it
Layoffs, scandal, and office gossip can all take a toll--but there are always ways to win back your workers.

Via Kevin Watson
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Employee Engagement is not enough. It's too much.

Employee Engagement is not enough. It's too much. | "employee engagement enhancement" | Scoop.it

Employee Engagement is not enough. It's sometimes irrelevant. Focus on the input factors and go back to basics. And don't be disappointed. That's life.


Via Bobby Dillard
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9 Core Behaviors Of People Who Positively Impact The World

9 Core Behaviors Of People Who Positively Impact The World | "employee engagement enhancement" | Scoop.it

People who positively impact the world demonstrate 9 core behaviors that set them apart.

 


Via Kenneth Mikkelsen, John E Smith
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John Michel's curator insight, June 4, 2014 10:59 AM

It’s critical to note that people who’ve made a real difference aren’t all privileged, advantaged or “special” by any stretch.  Many come from disadvantaged families, crushing circumstances and initially limited capabilities, but have found ways to pick themselves up and rise above their circumstances (and their genes) to transform their own lives and those around them.

Sandeep Gautam's curator insight, June 6, 2014 2:37 AM

All good behaviors and traits to imbibe, if you really want to have a positive impact!

Rémy Ginoux's curator insight, June 7, 2014 7:20 PM

Interesting from my view point, just read them for inspiration, and you will see the link with #KM...“the more you give, the more you get.” !

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Four Leadership Trust Busters

Four Leadership Trust Busters | "employee engagement enhancement" | Scoop.it

Trust. Your ability to lead is severely hampered without it, and the more of it you have, the easier leadership becomes. 


Via donhornsby
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donhornsby's curator insight, June 25, 2014 5:04 PM

(From the article) The Blind CC. Imagine this . . . Someone sends an email to a group and bcc’s someone. Then the bcc’er replies to all, not noticing that they were blind-copied. If you were on the To: or CC: lines, wouldn’t you immediately wonder why the other person was bcc’d to start with? And more importantly, wouldn’t you start to wonder how many times the original person sends emails to you and they are bcc’ing someone else? We all want leaders who are transparent, authentic and genuine – and it seems to me that using the bcc flies in the face of that goal. There might be a time to email something separately to someone and give them additional information or perspective, but why make it a blind copy leaving everyone at risk for miscommunication and misunderstanding?

Kimberley Richardson's curator insight, June 26, 2014 8:45 AM

Trust is the key to building genuine relationships and without it, performance, productivity and loyalty will suffer.

Amy Melendez's curator insight, July 25, 2014 11:26 AM

These days, "trust", "authentic" and "genuine" seem to be turning into buzz words. This though provoking article leads us to look beyond the current culture and examine our actions.

 

From the article:

 

In the end, the other person decides if you are worthy of their trust based on their view of your intent, not your actual intent.

 

One way to read this would be to nod your head and agree, thinking about the people these behaviors remind you of.

 

A much better way to read this would be to reflect on how those behaviors impacted your trust and relationship with those people and then ask yourself the harder question – how often am I compromising trust by doing these things or things like them?