Tag Archives: employee engagement

Develop and Leverage Employee Strengths – On Any Budget

One of the questions I am frequently asked is how to develop and leverage employee strengths on a limited budget. It’s really quite doable; most employees want to get better at what they do, to be stronger contributors, and more qualified to advance to greater responsibilities. I have found the most productive and effective organizations, […]
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An Organization Built on Strengths:
Creating Multi-discipline Teams

Have you noticed how people are often paired together because they are similar, rather than because of their diverse strengths? It really doesn’t make sense to me, when teams composed of individuals who vary in their strengths, skills and personalities, feed synergy and motivation. I have seen leaders achieve tremendous results by creating well–rounded, multi-discipline […]
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An Organization Built on Strengths

As a leader, have you noticed how employees who are encouraged to use their strengths are more interested in what they’re doing and apply themselves more fully? They are more productive, inspired, and loyal. It’s really no surprise. When organizations lead people through their strengths, they benefit in many ways: higher sales and profits, lower […]
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Employee Engagement Grows with Equality

Do you actively, and equally, engage all of your employees? Would they all agree? In my work as a coach, I have seen some of the best leaders destroy unity with favoritism. It’s easy to do, especially if you have not identified or acknowledged feelings of partiality to certain employees. (If you have trouble with […]
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Employee Engagement:
It’s Business, and it IS Personal

When it comes to employee engagement, it is not strictly business, it’s personal. While providing resources and information enhances relationships, it takes more to strengthen them: a personal connection with people and an investment in their lives. I’ve been writing about this in recent posts. What I’ve found to be true is that the most […]
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Employee Engagement: A Partnership Mindset

Do you have a partnership mindset? Nothing extinguishes employee engagement more than feeling controlled, used or disrespected. But when employees are regarded as partners rather than subjects, they have the highest sense of value. Their performance matches their engagement, and they can accomplish amazing feats. I wrote about this sense of value in my last […]
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Creating a Culture of Engagement

Do you have a culture of engagement in your organization? I wrote about measuring employee engagement in my last post, here. Adopting a philosophy that puts people first, strengthens engagement, provided it’s backed by actions. In my work as a coach, I’ve seen enthusiasm skyrocket when leaders create a positive environment, promote helpfulness, value their staff, and provide the resources necessary […]
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How Do You Measure True Employee Engagement?

How do you measure true employee engagement in your organization? Surveys and studies indicate global job dissatisfaction is at a two-decade high. Disengaged employees account for nearly 70 percent of the workforce, which significantly affects the bottom line, according to data from Towers Watson. They cause corporate income, earnings and profits to suffer to the tune […]
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Tackling Employee Engagement
with Technology

I’ve been reviewing the latest employee engagement survey results published by Gallup that show only slight improvements over the last decade. With so many organizations focusing on Employee Engagement, why aren’t engagement levels across the world increasing? Here is the last of seven trends in engagement programs as reported by David Mizne, on 15five.com in […]
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7 Trends in Employee Engagement

The annual statistics on employee engagement have been released by the Gallup Organization, with only slight improvements in what is considered to be an important driver of business performance. With so many organizations focusing on Employee Engagement, why aren’t engagement levels across the world increasing? According to Gallup, companies that focus on measuring engagement rather […]
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