Employee Engagement: individual’s investment of wisdom, skills, energies, creativity and time in the work assigned. This is the last of 5 articles exploring specifics of employee engagement. We’ve examined Wisdom, Skills, Energies and Creativity. Using Time as a factor in employee engagement is more than merely “time management.” Let’s see how. What Time Means (Definition) Concerning “work,” Time is […]
Employee Engagement: individual’s investment of wisdom, skills, energies, creativity and time in the work assigned. This is No. 4 of 5 articles exploring specifics of employee engagement. We’ve examined Wisdom, Skills and Energies. Let’s look at Creativity, a talent every individual can engage in unlimited ways. What Creativity Means (Definition) Creativity is the ability to transcend traditional ideas, rules, […]
Employee Engagement: individual’s investment of wisdom, skills, energies, creativity and time in the work assigned. This is No. 3 of five articles exploring specifics of employee engagement. We’ve examined wisdom and skills. Now let’s look at energies, which are resources every employee needs and are efforts engaged employees put forth. What Energies Mean (Definition) Energies: […]
Employee Engagement: individual’s investment of wisdom, skills, energies, creativity and time in the work assigned. We have explored wisdom. Now let’s explore employee skills and their connection to positive engagement for job, team and company. What Skills Mean (definition) Skills means application of knowledge, wisdom, and dexterity to specific elements of one’s work assignments. The […]
Employee Engagement is an individual’s investment of wisdom, skills, energies, creativity and time in the work assigned. Each of my next five posts will explore one of those components: wisdom, skills, energies, creativity, and time. For easy study, each article will follow a pattern: What It Means (Definition), What It Brings (Value), and How To […]
Company success links directly to what talent management, employee engagement and organizational culture have in common. The causal link among the three elements is powerful. It’s much like a rowing crew’s connection among rowers, oars, and scull. Previously defined, talent management is an organization’s commitment to recruit, retain, and develop the most talented and superior […]
I am pleased Joe Folkman’s article Workers Aren’t Engaged points the finger in the right direction: “Everyone appears to agree that the primary problem of engagement is a management one, not a worker one. If there is an employee engagement problem, it lies squarely at the feet of the managers and the organization that tolerates ineffective managers.” (Italics mine.) […]
Every company needs people who can lead and people who can manage. They don’t have to be the same. They are likely not the same. Some of the best leaders cannot manage very well. Some of the best managers are not even good leaders. Yet both stimulate good-to-great performance. Both generate successful, profitable results. Both contribute […]
Employee recognition is meant to boost an employee’s performance. It should motivate. It should reward. It should satisfy. Too often, however, management attention stops at deciding what the recognition will be. After that it’s just waiting for the performance to happen, for the recognition to be offered, and for the planning for the next go-round. […]
“Talent engagement” and “employee engagement” are distinctly related phrases. Talent engagement means bringing on board the talent desired. Employee engagement means workers’ emotional and intellectual investment in their work and their company. A company wants to engage true talent so it can maintain true employee engagement. The simple view: talent engagement leads to employee engagement. […]
Creative engagement and employee engagement are the chicken and the egg. Or the egg and the chicken. Impossible to know which comes first because they so strongly reinforce each other. And that’s why it’s a good idea to strive for both! Employees with the opportunity to express their creativity engage more fully in their work. Work […]
Let’s replace “time management” with time engagement. Time is a C.O.R.E.* resource for successful employee engagement. We want employees to invest time in their work assignments. We also want them to engage in the most effective, energetic, and enjoyable use of time. If they do that, they’re more likely to be engaged. Time engagement beats time management hands down. […]
Employee Engagement Opportunities make engagement happen. It helps to know what you want to happen. Every expert has a definition for “employee engagement.” Too often those definitions lack substance, measurable actions, and specific behaviors. I offer this and invite your responses: Employee Engagement: the individual’s investment of her/his time, energy, skills, knowledge, and creativity in the efforts and […]
At the core of successful employee engagement is communication. You likely think I mean communication between manager and employee. Your thinking is spot on. The most common reason an employee leaves a job is the employee’s manager. And the most common element is the communication — or lack of — between manager and employee. There are plenty of other aspects of […]
Employee Engagement (defn.): employee’s investment of time, energy, creativity, knowledge, skills and abilities to fulfill expectations of work assigned. Business/Corporate Culture (defn.): the philosophy, values, behavior, dress codes, etc., that together constitute the unique style and policies of a company. The above phrases are defined numerous ways by numerous sources. The above definitions include the […]
Every company wants increasing employee engagement. Engaged employees are good at communicating and putting forth extra effort to fulfill expectations. I’ve recently seen articles about student athletes becoming great employees. Therefore, having an athletic mentality can help grow employee engagement. You may not want flag football in your office hallway or field hockey in the foyer. Still, it’s worth […]
Would you rather think differently than others or differently than you’re used to thinking? Chances are good that doing the second will get you the first. Adapting our thinking to others’ patterns and processes is normal. We work together more smoothly. We agree more quickly. We experience comfort more often. And it may stultify. Look to […]
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