Declassified folder - Wikimedia CommonsI’m Simpson…Gregory F Simpson, Agent In Engagement.  Below is the latest briefing on employee engagement intelligence. Follow @agtinengagement to stay current with the latest updates.

 

 

“These assets have been declassified and should be distributed to fellow “Agents” for review.”

 

 

SPOTLIGHT ARTICLE

 

Is Employee Engagement Just a Reflection of Personality?

Harvard Business Review: “So if you want an engaged workforce, perhaps your best bet is to hire people who have an “engagable” personality?  The recent study we reviewed suggests that doing so will actually boost your engagement levels (as measured by surveys) more than any intervention designed to improve leadership, or to craft the perfect job for people. However, while this may look like an attractive position to take for managers, particularly if they wish to make engagement an employee problem, there are four important caveats to consider.”

 

 

 

How to Create a Balanced Culture for All Employees

Bonusly: “So how do you foster a balanced culture, a workplace that’s inclusive, providing every employee with what they need to succeed—whether that’s a quiet room or group brainstorming session?”

 

 

Bringing A 165 Year Old Company Into The 21st Century: Upskilling Employees, Utilizing AI & Data, And Creating A Meaningful Culture

The Future Organization: “My guest today is Judy Marks, President of Otis Elevator Company. Today our fascinating discussion touches on the role of AI and data in this space, how Otis is upskilling their employees including their mechanics, trends Judy is paying attention to,  how she became CEO at Otis, and much more.”

 

 

How to Calculate Employee Engagement’s Impact on Productivity

C. A. Short: “You can easily discover how employee engagement decreases turnover, improves staff morale, and reduces safety incidents. What you might struggle to find, however, is detailed information on how to measure your employees’ engagement impact on your firm’s overall productivity. We’re going to change that with today’s article! Join us as we take a closer look at how small improvements in employee engagement can lead to big changes in productivity.”

 

 

9 Trends in Employee Mood Measurement

Digital HR Tech: “Not too long ago the main instrument to gather data about the mood of the employees in various parts of the organization was the annual employee engagement survey. Once a year, or once every two years, a long questionnaire was distributed to the employees.” “Fortunately, employee mood measurement has moved on. Here are 9 trends we see.”

 

 

Difficult Conversations at Work

OfficeVibe: “While all difficult conversations are unique, it doesn’t mean you can’t prepare for them. We’ve developed a clear 5-step approach called P.A.R.E.S to help serve as a guide for structuring your thoughts and approach for whatever difficult conversation comes your way.”

 

 

Vulnerability is a Barrier to Employee Engagement

Jason Lauritsen: “When they know they can trust you.

This is why trust is so important to employee engagement. A good, healthy relationship of any type is built on trust. There is no substitute.”

 

 

#WorkTrends: How to Help People Reach Their Full Potential at Work (34:08)

Talent Culture: “In this episode of #WorkTrends, [Jason] Lauritsen shares how performance management could be the key to unlocking major wins for employers and their employees, but only if everyone is treated right. We also speak with Dr. Pamela Howze of the National Fund for Workforce Solutions to clear up misconceptions about apprenticeships, mentorship and how employers in a range of industries are embracing staff who don’t have a college degree.”

 

 

“Engagement is flawed because we count every boat the same.” (27:47)

WorkHuman: “In addition to hosting a recent tweet chat with Cy, we had the pleasure of interviewing her on WorkHuman Radio (to listen, click play below). Cy talked about the differences between accountability and engagement and how to change your perspective when it comes to internalizing feedback.”

 

 

Why Engaged Employees Require Engaged Leaders

Medium: “Transformational leaders have engaged themselves and articulate a vision for the future of their organizations, provide a model that is consistent with that vision, nurture the acceptance of group goals, and deliver personalized support. As a result, followers of transformational leaders often feel trust and respect toward the leader and are motivated to do more then they are expected to do. In this way, transformational leaders change the beliefs and perceptions of employees so that they commit to performing beyond the minimum quality levels stated by the organization. Engaged employees require engaged leaders and workplace culture.”

 

 

 

strong>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: