Employee Engagement

Employees = humans = equals. Engage them as such in change by Karen Walker

Dignity is intrinsic to being human, to be valued and respected equally. Categorising individuals or groups as nonequivalent stakeholders, bruises people and change initiatives.

When we don't treat employees as humans, as part of organisational change

A love affair with reducing change in organisations to something that is rational, translates to believing it can be planned, controlled and managed.

Is your HR Leadership System set up for success? by Kashmir Birk

I learned about the concept of Muri at Toyota. 

I was surprised to find that many Lean practitioners either never use it or barely pay it lip service. It is one of the most crucial lead productivity measures of all.

Muri means overburden

Muri is a Japanese word used in The Toyota Way. It means the unnecessary and unreasonable struggle in a system. Just as materials should flow seamlessly with minimum fuss and effort, the same should be true for people.

The Alternative to Annual Performance Appraisals by Kashmir Birk

Following my recent article about why performance management systems need to change, many people have messaged me asking how they can make the shift from batch-processing of annual employee appraisals to a continuous-flow of performance development.

To begin, let us undress what people are seeking to move away from. 

Led Right & Grew by Shea Heaver

The fact that you are here today reading this, is proof that (at various stages throughout your life) significant people helped guide you along the appropriate path resulting in you becoming a better person.

From early years, through troubled teens, seemingly endless college days and now the world of work, we all grew personally and professionally because we were led the right way by parents, relatives, teachers, peers, managers and various other mentors.

Employee Engagement 101

When engagement is a key component of a company’s approach to success, it can deliver high value to business and people-related objectives—from financial performance—to greater employee happiness, productivity, retention, and more. Understanding what drives employee engagement—and how to measure it effectively—helps organizations identify and meet their employees’ needs at work.

Read on to learn about the benefits of employee engagement, what drives engagement, and how leaders can measure and improve employee engagement across the enterprise.

Why Managers Don't Act on Employee Engagement Data (as much as we'd like)

Managers play a critical role in increasing employee engagement. The best data and programs in the world won’t improve engagement without manager participation.

It has been identified that managers that are directly involved in their employee engagement create stronger teams, that perform at a higher level, so why is no-one embracing it?

The Dangers of Not Engaging Employees with the Value Chain by George Kemish

I am seeing numerous examples whereby organizations are haemorrhaging money due to the fact that employee engagement has been limited to the job on which the person is employed and the department in which they work; but having little, if any, knowledge of the Value Chain (working back from the Customer) or of the inter-departmental interactions that support it. Here are two examples:

Sodexo's humble journey around experience design and impacts on the future of work

In this talk, Nicolas Petitjean will share the questions that keep him awake at night with the audience: What is experience design? How do we approach it? Why do systems matter in it and the Futurespective of work?

What exactly is ‘experience design?"

How to turn managers into employee engagement champions

Employee engagement is critical and getting it right is often difficult, which is often made harder with the effect of the various dynamics of different team cultures. Each team has and requires their own engagement DNA, making a one-size fits all strategy to employee engagement near on impossible.

Manager-led employee engagement can be encouraged in 3 simple steps: 

1. Quantify: Give them the data they require

2. Diagnose: Help them understand it

3. Improve: Encourage action

 

Reverse the Disengaged Employee's New Year's Resolution by Shea Heaver

It’s that time of year when we reflect on the last 12 months and turn our attention to changing for the better in 2019. Promises of getting fitter, eating healthier, visiting somewhere new and being less stressed are just a few of the popular ideas that get pencilled in.

And for many the New Years Resolution list also includes finding a better and more rewarding job. They have become despondent and disengaged with their current situation and have decided that it’s time for a change.