21 Transitions to the New Employee Engagement - PowerPoint PPT Presentation

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21 Transitions to the New Employee Engagement

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  1. 21 Transitions to the New Employee Engagement 21 Transitions with David Zinger Site: www.davidzinger.com Email: david@davidzinger.com

  2. The New Employee Engagement Good work done well with others every day There is no way to engagement, to engage is the way The New Employee Engagement Good work done well with others every day There is no way to engagement, to engage is the way

  3. Achieve Results Build Relationships Cultivate Wellbeing Achieve Results Build Relationships Cultivate Wellbeing

  4. Engage the Revolution End engagement circling around work, management, leadership Have engagement in the in the center of work, management, and leadership Engage the Revolution End engagement circling around work, management, leadership Have engagement in the in the center of work, management, and leadership

  5. Begin with the End in Mind – Stephen Covey

  6. Change Begins with Transition – William Bridges Ending ------- Neutral Zone ------- Beginning Change Begins with Transition – William Bridges Ending ------- Neutral Zone ------- Beginning

  7. 1 End our work on engagement if we are not prepared to really work at engagement 1 End our work on engagement if we are not prepared to really work at engagement

  8. 2 End uncritical examination of employee engagement End trust, experts, and best case to being skeptical, relying on employees, and test case 2 End uncritical examination of employee engagement End trust, experts, and best case to being skeptical, relying on employees, and test case

  9. 3 End mechanical metaphors of levers and drivers to enablers 3 End mechanical metaphors of levers and drivers to enablers

  10. . 4 End engagement as something we do to or for employee to what we do with employees

  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. . 6 End our search for answers and pursue good questions

  13. . 7 End jargon and complex definitions to something everyone can understand Good work done well with others every day

  14. . 8 End iatrogenic disengagement… i.e. Fantastic Place to Work

  15. . 9 End the false term discretionary effort, it is all discretionary

  16. . 10 End seeing disengagement as a punishable offence

  17. . 11 End anonymous surveys

  18. . 12 End failing to go to employee to ask them what we should be asking “never do anything about me without me”

  19. . 13 End a focus on attitudes and emotions to focus on actions and behaviors

  20. . 14 End asking survey question that you cannot or will not respond to

  21. . 15 End spending our engagement money while giving our data away

  22. . 16 End failing to use surveys as engagement triggers

  23. . 17 End depriving employees of their own engagement data

  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. . 19 End seeing engagement as an additional extra Engagement is how we lead, manage, and work

  26. . 20 End housing engagement in HR

  27. . 21 End the use of the phrase employee engagement To engage is how we work, manage, and lead

  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. . 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?