Employee Engagement Sites Visual Tour
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A visual tour of leading employee engagement sites.
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1. Manager Engagement
Middle managers hold the key to employee engagement. As the conduit between employees and senior management, middle managers have the power to create an environment that fosters employee engagement.
2. Recognition Ambassadors
Riding shot-gun for middle managers, recognition
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See number 1! As the masters of engagement, it only makes sense to invest in recognition training for middle managers to truly achieve a culture of recognition within any organization.
6. New Rules of Engagement
Four generations populate the workforce, each with their
own likes, dislikes, values, attitudes and receptivity to engagement. Savvy companies know how to make good recognition programs flexible to captivate every age group.
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The only way to please everyone all the time is to offer a diverse, eclectic and encompassing array of awards including merchandise, travel, entertainment and experiences.
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The old saying of “what gets measured gets done” still rings true in the second decade of the 21st century. Great enterprises have the data to back up their successes.
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The employment cycle involves 3 stages: 1) Establishment where organizations identify staffing needs, conduct job analysis, recruit applicants, and select candidates. 2) Maintenance through induction, training, skills tracking, pay/benefits. 3) Termination of voluntary resignations or retirements, and involuntary dismissals or layoffs. The cycle helps organizations align employment with business strategy over time through planning, attracting talent, developing skills, and managing turnover.
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1. Manager Engagement
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3. Social Recognition
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of their lives and crave the opportunity to share not only what’s going on in their personal lives, but also in their professional endeavors.
4. Mobile Recognition
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for success.
5. Manager Training
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6. New Rules of Engagement
Four generations populate the workforce, each with their
own likes, dislikes, values, attitudes and receptivity to engagement. Savvy companies know how to make good recognition programs flexible to captivate every age group.
7.Award Selection
The only way to please everyone all the time is to offer a diverse, eclectic and encompassing array of awards including merchandise, travel, entertainment and experiences.
8. Global Recognition
Few companies operate only in the United States anymore. Workforces are scattered around the world, each with their own idea of what constitutes appropriate and engaging recognition. Adept organizations know how to incorporate cultural influences to maximize employee engagement.
9. Measurement & Accountability
The old saying of “what gets measured gets done” still rings true in the second decade of the 21st century. Great enterprises have the data to back up their successes.
10. Expansion & Consolidation
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Highly visual pdf explaining why employee engagement matters, what it means and what an 'engaged' employee looks like. The evidence infographic, how we get there and some key ingredients for success. As well as pointing to further resources. Use as is or pick out the bits you need.
Please use as you see fit - this exists to help you have quality conversations about engagement and that lead to positive action.
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So, why not teach creative processes? When a teacher determines to creatively teach they are role modelling the behaviours they want to see reflected in their students. Saves time. Saves energy.
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We've developed an ebook to help you think about ways to optimize processes, systems and technology—from hire to retire.
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2013 Trends Report - The State of Employee Engagement by Quantum Workplace
The document is a report from Quantum Workplace on employee engagement trends in 2013. It discusses Quantum Workplace's employee engagement survey methodology and model. The report finds that after declining during the recession in 2008-2010, employee engagement levels among organizations participating in Quantum Workplace's Best Places to Work program have been increasing since 2010 and in 2013 reached 70.6%, approaching pre-recession levels. The report provides an overview of engagement trends and a detailed examination of survey results regarding different engagement factors.
Employee engagement
The document contains a report on measuring employee engagement at a steel manufacturing company. It includes a survey of a factory supervisor to gather data on engagement related to their job, coworkers, superior, department and company. The data is then analyzed which found high levels of emotional attachment and involvement among employees who felt their work was important and they had opportunities to grow. Areas for further improvement were not identified.
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You spend too much time and energy to get the right people on your team to just stop worrying about them once they're on. This slideshare looks at employee turnover and how you can minimize it.
What is Employee Engagement?
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
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2013 Trends Report - The State of Employee Engagement by Quantum Workplace
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15 Employee Engagement activities that you can start doing now
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More from David Zinger
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The document provides a collection of short career advice pieces or "zingers" from David Zinger. It aims to give small nudges of advice, direction, and perspective to help people with career development when they are feeling lost or wanting to advance their career. Each zinger is 1-2 paragraphs and covers topics such as not comparing yourself to others, appreciating the present moment of your career, framing career changes as personal invitations, and knowing that one's career is always under construction. The document encourages taking action in your career while also being kind to yourself.
21 Transitions to the New Employee Engagement
This document outlines 21 ways to end the traditional approach to employee engagement and begin a new approach. It advocates ending engagement surveys, focusing on emotions over actions, seeing engagement as extra work, and housing engagement solely in HR. Instead, it calls for engagement to be how work itself is done, with a focus on achieving results through building relationships and cultivating well-being. The document presents a new framework for employee engagement consisting of 10 blocks and defines engagement as "good work done well with others every day."
21 contemporary employee engagement tools and concepts david zinger
The document discusses 21 contemporary employee engagement tools and concepts that can improve engagement in 2015 and beyond. It provides approaches such as co-creating surveys with employees, using signs of disengagement as triggers for meaningful conversations, and maximizing employee autonomy and strengths. The final concept is to measure engagement less and engage more through enthralling employees often. The document also provides background on the author, David Zinger, who is a global expert in employee engagement.
The 7 Questions of Employee Engagement
Questions Engage. This is a colorful and well-designed 7 question resource to ignite and sustain employee engagement through the application and asking of a daily question.
Make it a practice where you work to ask and respond to a daily engaging question. Use these 7 questions and also use the question to develop your own questions.
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Iatrogenic disengagement is the employee disengagement that is caused inadvertently by our efforts to improve employee engagement.
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A very tiny course in how to make your day by finding your up. Find Your UP uses the word UP to help you discover what helps you soar or navigate through life, work, and career. Take the idea from just one slide and apply it in the next 24 hours to make your day.
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The Manager's Pyramid of Employee Engagement
The document describes the "Pyramid of Employee Engagement" which is made up of 12 building blocks that form a pyramid structure. At the base are blocks like enhancing wellbeing, enlivening energy, and leveraging strengths. Higher blocks include fostering recognition, building relationships, and path progress. Achieving results and maximizing performance sit at the top of the pyramid. The pyramid framework can be used to climb and improve levels of employee engagement by focusing on the different blocks.
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David zinger reach 2010 (2)
The document discusses employee engagement and provides strategies for increasing engagement. It introduces an employee engagement model called REACH that stands for Results, Enabling/Efficacy, Appreciation and Recognition, Connection through Conversation, and High Quality Interaction. The document advocates that respectful engagement through powerful listening, task enabling behaviors, and building trust can help increase employee engagement by 20% by the year 2020. It provides contact information for David Zinger to discuss employee engagement strategies further.
Zinger Employee Engagement Model
David Zinger created an employee engagement model with symbols located in different areas to represent key aspects of engagement. The model focuses on achieving results through crafting strategy, enlivening roles, and performing work. It also emphasizes getting connected, being authentic, and living recognition to fully engage. Additional areas identify with the organization, build community, and serve customers. The model further develops employees personally by leveraging their energies and attaining happiness.
Today At Work...(Cartoons)
A new cartoon series about work has been created by John Junson. To follow the cartoon series "Today at Work...", people can visit www.davidzinger.com on Saturdays or www.employeeengagement.ning.com on Wednesdays and Saturdays. The document advertises websites to follow a new cartoon series about work created by John Junson.
This Is David Zinger
David Zinger is a consultant who works on employee engagement, leadership development, and performance management. He has over 25 years of experience in counseling psychology and managing employee assistance programs. Zinger founded the Employee Engagement Network with 600 members worldwide. He frequently speaks on topics like employee engagement and energy management, and has trained on crucial conversations. Zinger offers articles, resources, and a monthly newsletter on his website to help organizations and individuals.
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The author discusses how the tightening credit market has squeezed people financially and stopped making sense. They suggest either shrinking or expanding in response, and offer their two cents: instead of heads or tails, create a different tale by determining values, connecting with friends, turning off screens, letting go of screams, and remembering that if you can laugh, you can last through difficult times. The author encourages people not to get too caught up in close-up tragedy and to get a long shot perspective for comedy, and to give themselves credit instead of letting the credit crunch crunch them.
Employee Engagement Is
Employee engagements is based on connections. View this slideshare to see the important connections that create fuller and richer levels of employee engagement
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21 contemporary employee engagement tools and concepts david zinger
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