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21 Transitions to the New Employee Engagement


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Here are the slides from a presentation on the new employee engagement. This was from a webinar delivered January 10, 2018. Change begins with an end. Not all these transitions are applicable for everyone but hopefully they get you thinking about your approaches to employee engagement.

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21 Transitions to the New Employee Engagement

  1. 1. 21 Transitions with David Zinger Site: Email:
  2. 2. The New Employee Engagement Good work done well with others every day There is no way to engagement, to engage is the way
  3. 3. Achieve Results Build Relationships Cultivate Wellbeing
  4. 4. Engage the Revolution End engagement circling around work, management, leadership Have engagement in the in the center of work, management, and leadership
  5. 5. Begin with the End in Mind – Stephen Covey
  6. 6. Change Begins with Transition – William Bridges Ending ------- Neutral Zone ------- Beginning
  7. 7. 1 End our work on engagement if we are not prepared to really work at engagement
  8. 8. 2 End uncritical examination of employee engagement End trust, experts, and best case to being skeptical, relying on employees, and test case
  9. 9. 3 End mechanical metaphors of levers and drivers to enablers
  10. 10. 4 End engagement as something we do to or for employee to what we do with employees
  11. 11. 5 End a focus on engagement as a general feel good, satisfaction thing. Ask: Who is engaged with what for how long and for what purpose?
  12. 12. 6 End our search for answers and pursue good questions
  13. 13. 7 End jargon and complex definitions to something everyone can understand Good work done well with others every day
  14. 14. 8 End iatrogenic disengagement… i.e. Fantastic Place to Work
  15. 15. 9 End the false term discretionary effort, it is all discretionary
  16. 16. 10 End seeing disengagement as a punishable offence
  17. 17. 11 End anonymous surveys
  18. 18. 12 End failing to go to employee to ask them what we should be asking “never do anything about me without me”
  19. 19. 13 End a focus on attitudes and emotions to focus on actions and behaviors
  20. 20. 14 End asking survey question that you cannot or will not respond to
  21. 21. 15 End spending our engagement money while giving our data away
  22. 22. 16 End failing to use surveys as engagement triggers
  23. 23. 17 End depriving employees of their own engagement data
  24. 24. 18 End believing someone is responsible for engagement other than the employee themselves and end failing to educate employee on the benefits and the skills of engagement
  25. 25. 19 End seeing engagement as an additional extra Engagement is how we lead, manage, and work
  26. 26. 20 End housing engagement in HR
  27. 27. 21 End the use of the phrase employee engagement To engage is how we work, manage, and lead
  28. 28. Begin The New Employee Engagement The 10 Blocks ① Achieve Results ② Maximize Performance ③ Path Progress ④ Build Relationships ⑤ Foster Recognition ⑥ Master Moments ⑦ Leverage Strengths ⑧ Make Meaning ⑨ Enhance Wellbeing ⑩ Enliven EnergySMALL SIMPLE SOCIAL STRUCTURAL SUSTAINABLE Employee Engagement is: Good work done well with others every day. SPECIFIC STRATEGIC
  29. 29. End our webinar. Ask and answer the following question: What can I do right now to improve engagement for myself or someone else in the organization?