Declassified folder - Wikimedia CommonsI’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

David Zinger: Are You Prepared for the End of Employee Engagement?

Comment: “Some of my thinking has changed in the past 4 years and I use a different model of engagement based on the 10 elements of engagement but I encourage you to read this chapter as it can help you prepare for a happy ending!”

 

 

 

 

Greenhouse: Step Up Your Game in 2016! 11 Influencers to Follow in the HR Space

Comment: “Maintain your competitive advantage! Stay on top of industry trends and stories and make adjustments to your work and strategy accordingly. Following these 11 HR and recruiting influencers can help you do just that.”

 

 

Tiny Pulse: What the Next Generation Craves in the Workplace [Infographic]

Comment: “Here’s an infographic put together by NELSON that maps out the changes and how your organization can adapt to them”

 

 

 

Daily Herald: Work culture: Orem business schooling CEOs on how to improve employee happiness

Comment: “There are three pillars to creating and maintaining a company culture, according to Johnson. The first pillar is meaning — employees need to feel a sense of purpose in what their company is accomplishing and that they are a meaningful part of that. The second pillar is appreciation — employees are recognized weekly for their efforts, either by co-workers or management. The third is pillar is friends — employees have friendships at work that tie people together, even across departments in large companies.”

 

 

 

Tiny Pulse: 5 Large Group Icebreaker Games for the Workplace

Comment: “Planning on gathering a bunch of folks who don’t know each other in one place? Icebreaker games are your friend. Quite simply, icebreaker games are designed to break down barriers amongst a group of adults by forcing people to talk to one another. The games capture everyone’s attention, wake people up, get folks involved, and help drive overall employee engagement.”

 

 

 

Recognize This!: 3 Challenges for Creating Authentic Engagement

Comment: “Employees who engage their authentic selves at work contribute to unparalleled employee and customer experiences.”

 

 

 

CIPD: Are employers missing the full potential of digital learning?

Comment: “People Management asks Andy Campbell, HCM strategy director at Oracle, how managers can implement digital learning tools to make the most of any time any where mobile accessibility.” “Digital learning is about employee engagement. Without employee engagement organisations are not making the best of their people.”

 

 

 

Forbes: 7 Leadership Mistakes To Avoid In 2016

Comment: “So we’ve got a different take on resolutions. What if you focus on breaking old bad habits instead? We’ve compiled a list of mistakes you won’t want to make next year if being a better leader is on your list of resolutions, and we challenge you to avoid these seven leadership mishaps throughout 2016.”

 

 

 

Tiny Pulse: 11 Fatal Ways to Kill Employee Engagement

Comment: “Believe it or not, your management style or your policies may be working against employee engagement — even if it’s not your intention. If you find yourself guilty of any of the following, you’ll have to make some changes to improve engagement.”

 

 

 

Tiny Pulse: How to Respond to Negative Employee Feedback

Comment: “Don’t forget: great managers not only listen to feedback; they’re receptive to it and they act upon it — both the good and the bad. If you’re on the receiving end of negative feedback from your staff, these tips should help you better absorb and respond to it.”

 

 

 

Allen Communications: Engagement Weekly: Engagement Tips For The New Year

Comment: “Learn about the latest in employee engagement within various industries. This week’s influential authors look into how to motivate employees for long-term engagement, ways to promote a peer recognition program and how to boost morale during the winter months.”

 

 

 

Diginomica: Three more ways HR in the cloud makes sense for business today

Comment: “HR is joining the transition, and here are three concepts that go beyond the oft-heard messages of cost savings, flexibility, and agility that have been catalysts to drive more HR leaders to shift processes to the cloud.”

 

 

 

Forbes: The Best Managers – Always – Develop Their Employees

Comment: “Indeed, it’s hard to think of a key management function that’s more highly valued – and more commonly overlooked – than employee development.”

 

 

 

Washington Post: Feeling stuck in your job? Blame management consulting

Comment: ““The biggest driver of disengagement is people feeling like they’re stuck in a job, and there’s nothing for them there,” says Brian Kropp, HR practice leader at the Arlington-based CEB Inc., which surveys employees and corporate leaders annually. “It’s easier to quit your company and find a new job than find a new job within your own company.” If they don’t get a new job elsewhere, they might just stick around, doing just enough to not get fired — a meaningful drag on productivity.”

 

 

 

Human Capital: A Recipe for Employee Engagement

Comment: “The Secret Secret Menu Challenge that McDonald’s Canada launched last year has borne fruit, crowning one of its frontline workers as a culinary master but not before upping employee engagement across its Ontario restaurants.”

 

 

 

Globoforce: The Case for Getting Emotional at Work

Comment: “If we want to build workplaces that are fit for humans, rather than programmable robots, we should start by taking a closer look at the role emotions can play in curating culture, motivating our people, and even driving productivity.”

 

 

 

Forbes: A Framework For How Any Company Can Design Amazing Employee Experiences

Comment: “The employee experience is not a static thing, it’s a moving target and in fact there is no single experience for every employee, there are many experiences. So how can organizations create this continuous cycle? The best way to think about designing employee experiences is as a never-ending infinity loop or a type of continuum that has four parts FIDE (but keep in mind they don’t have to follow this order).”

 

 

 

Marketing Land: Think Social’s NSFW? Not Any More: How Employee Engagement Really Works

Comment: “Are you tapping into your best brand ambassadors, your employees? Columnist Maggie Malek explains why making employee engagement a priority will bolster your brand’s visibility.”

 

 

 

Harvard Business Review: The Trickle-Down Effect of Good (and Bad) Leadership

Comment: “We wanted to know how such “social contagion” affects leaders. We already know that good leadership creates engaged employees and that leaders influence a variety of outcomes such as personnel turnover, customer satisfaction, sales, revenue, productivity, and so on. But if you’re a good leader, do you make the people around you more likely to become good leaders as well?”

 

 

 

Huffington Post: The Secret to Making an Impact on Society, the Environment and the Bottom Line: Employee Engagement

Comment: “Opportunities for employee engagement do not live in a single department or within a single program. They can, and should be integrated throughout a company. Well-designed employee engagement initiatives are sound investments, reaping economic benefits in addition to increased individual productivity and decreased turnover.”

 

 

 

Gallup: What High-Quality Job Candidates Look for in a Company

Comment: To identify and hire great workers — especially in tight labor markets — hiring managers need to ask smart questions and know what to listen for in candidates’ responses. To do this, hiring managers must understand what attracts top talent. Then they should systematically analyze candidate responses to see what differentiates high-quality candidates from the rest.”

 

 

 

Gallup: Leadership Mistake: Promoting Based on Tenure

Comment: “After studying 2.5 million manager-led teams in 195 countries, Gallup discovered five attributes that predict managerial success.”

 

 

 

Harvard Business Review: Want to Be an Outstanding Leader? Keep a Journal.

Comment: Research has documented that outstanding leaders take time to reflect. Their success depends on the ability to access their unique perspective and bring it to their decisions and sense-making every day.

 

 

 

 

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.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at 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: