I’m Simpson…Gregory F Simpson, Agent In Engagement. Below is the latest intelligence briefing on employee engagement. Follow @agtinengagement to stay current with the latest intelligence.
“These assets have been declassified and should be distributed to fellow “Agents” for review.”
SPOTLIGHT ARTICLE
Website: LinkedIn Pulse
Article: Why You Don’t Need Your Boss At All–Ever
Link: https://www.linkedin.com/pulse/why-you-dont-need-your-boss-all-ever-rick-conlow?inf_contact_key=47a99c33ce202741f3504d5e9aa1a8abdacee91c73952fd3d0ff3bbdb514bfe3
Author: Rick Conlow
Comment: “Do you really need your boss? I have been thinking about this for some time. Leadership derailment studies say over half of managers fail. Too many are bad bosses. Worse yet, so many managers fade into the woodwork, making little impact. They are just washed out watercolor. Of course, this isn’t news to you. You have had to tolerate these kinds of managers. What if you didn’t really need any of them? What if, regardless of the kind of boss you work for, good or bad, you didn’t really need that person?”
Website:
Article: What Shelter Dogs Taught Me about Employee Engagement
Link: http://www.tlnt.com/2015/03/13/what-shelter-dogs-taught-me-about-employee-engagement-2/
Author: David Lee
Comment: “engagement is NOT a one-size-fits-all experience. Engagement is an individual experience. It takes place one employee at a time.“
Website: Portal Solutions
Article: 3 Internal Communications Tips For Improving Employee Engagement
Link: http://www.portalsolutions.net/blog/3-internal-communications-tips-for-improving-employee-engagement
Author: Daniel Cohen-Dumani
Comment: “Here are three internal communications tips for engaging employees, helping your company to grow and improve.” “1) Develop a balanced communications strategy,” “2) Matching communication tools to company culture,” and “3) Accountability for adoption.”
Website: Business News Daily
Article: 5 Ways to Get the Most Out of Employee Feedback
Link: http://www.businessnewsdaily.com/7851-valuable-employee-feedback.html
Author: Chad Brooks
Comment: “To help make sure the feedback is helpful, Sumanth and David Hofmann, a professor at the University of North Carolina at Chapel Hill, developed five tips for getting more useful employee responses.”
Website: Harvard Business Review Blog
Article: Engage Your Long-Time Employees to Improve Performance
Link: https://hbr.org/2015/03/engage-your-long-time-employees-to-improve-performance
Author: James Harter
Comment: “Let this be a wake-up call for business leaders: The employees with the longest tenures in your company are also the least likely to be engaged.” “It might be tempting to say this is their problem, but in fact it’s yours. In today’s knowledge-based economy, companies and products are intricately specialized and experience counts for a lot. Retaining long-tenured, highly capable employees might be challenging, but minimizing their turnover is more practical than churning through new hires who, even after costly training, might or might not turn out to be a fit for the complex requirements of a role.”
Website: SHRM
Article: Weekly Conversations May Boost Employee Engagement
Link: http://www.shrm.org/hrdisciplines/employeerelations/articles/pages/workplace-honesty-.aspx
Author: Dana Wilkie
Comment: “More-frequent check-ins can engender trust, create openness.”
Website: Business Legal Resources – Human Resources (HR.BLR)
Article: 4 ways to build and retain employee trust
Link: http://hr.blr.com/HR-news/HR-Administration/HR-Management/4-ways-to-build-and-retain-employee-trust#
Author: Editor
Comment: “And now that the economy and job market have improved, companies are shifting their focus from doing more with less to strengthening their workforces, especially their executives and managers.”
Website: Disney Institute
Article: Spring Into Action: Catch Employees Doing ‘It’ Right
Link: https://disneyinstitute.com/blog/2015/03/spring-into-action-catch-employees-doing-it-right/334?CMP=SOC-DI-Twitter-PaidCampaign-03-20-15
Author: Bruce Jones
Comment: “As spring is the season of new beginnings, now is the perfect opportunity to refresh and renew your focus on cultivating recognition within your organization. Just as a freshly planted seedling must be nurtured with water and sunlight, so must employee engagement be fostered through consistent recognition and genuine care.”
Website: Forbes
Article: 5 No-Cost Ways All Managers Can Boost Productivity
Link: http://www.forbes.com/sites/victorlipman/2015/03/19/5-no-cost-ways-all-managers-can-boost-productivity/
Author: Victor Lipman
Comment: “All managers want their employees to be as productive as possible, a goal that – given the chronically high levels of employee disengagement across the workforce – would seem none too easy to attain. Yet despite undeniable challenges, there are some simple, fundamental managerial steps that can position you for productive success.”
Website: Just Means
Article: Use Organizational Values to Drive Employee Engagement
Link: http://www.justmeans.com/blogs/use-organizational-values-to-drive-employee-engagement
Author: TINYpulse
Comment: “Every company has organization values, but not every company understands how to leverage them. An organization’s values have the power to drive employee engagement, culture, and productivity. They’re the concepts that your company considers most important, and they’re in place to shape the behaviors and priorities of everyone in the workplace.”
Website: Globoforce
Article: An eBook for the International Day of Happiness
Link: http://www.globoforce.com/gfblog/2015/an-ebook-for-the-international-day-of-happiness/?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+globoforce%2FNkqn+%28Globoforce+Blog%29
Author: Darcy Jacobsen
Comment: “Since a good portion of our live is spent at work, the importance of work happiness is a critical component of promoting these ideas and improving all our lives. Issues like employee well-being, development and recognition are fundamental to the creation of a happier workplace and a happier world and things that we, as managers and leaders, should be measuring and promoting.” “In that spirit, we are offering this e-book for you to read and share.”
Fellow Agents, what are your thoughts on this intelligence? What do you have to add? What other sources should be consulted? Make entries in the comments log below.
Let’s Engage!
I’m Agent in Engagement Simpson…Gregory F Simpson.
Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.
You can follow me @agtinengagement.
Email me at g…@a…t.com.
Learn more about me at www.gregoryfsimpson.com.
P.S. First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.
Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:
- Veteran Employee Engagement Operative Insights: 03.09 – 2015.03.13
- The 5 Languages of Appreciation in the Workplace
- In the News— Employee Engagement Connotations
- The Wheel of Employee Engagement: Opportunity for Advancement
- The Wheel of Employee Engagement: Growth & Development
- The Wheel of Employee Engagement: Recognition & Rewards
