A "leader" has for a long time been defined as someone who, without necessarily being a manager of a group of people, influences them by their own example. One way organizations can create engagement is to facilitate the emergence of leaders.
Will never forget being bullied, threatened, and blackmailed to participate in an experimental medical procudure to keep my job. Never Forgeting and the organisation has lost all my trust, respect, contributions, enthusiasm, connections, etc forever. Forever now disengaged.
A disengaged employee couldnt care less about stupid surveys, meetings or training to be more engaged. Actually your charades about trying to help actually makes things far worse.
Employee engagement is an enterprise/culture problem. Managers are no more engaged than the employees. YOu cannot change a culture from the middle, it's like trying to push a string. Employees are not interested in HR listening, HR has been listening to employees since 1920. Listening isn't the problem, taking action is the only thing likely to impact employees' engagement. Here's the simple, albeit uncomfortable test. HR should ask the employees a simple question. "based on your experiences with our past engagement surveys, what are your expectations for future surveys"? The constant problem is that neither the vendors, HR Thought Leaders, HR Tech, and HR have little influence over disinterested leadership. With regard to "onboarding' no matter what is done during the onboarding process, the minute the new employees are faced with the job and their leader, the onboarding becomes irrelevant. Here's something to consider, what is the ratio of trained and experienced HR staff, those who have as much leadership experience, as the total number of managers and leaders they are supposed to coach? A herculean effort to be sure. EE/EX has evolved over 100 years, and nowhere do we see the needle moving to the extent business metrics were impacted. Billions are invested each year and the needle doesn't move. "Very small actions" have zero impact.
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A "leader" has for a long time been defined as someone who, without necessarily being a manager of a group of people, influences them by their own example. One way organizations can create engagement is to facilitate the emergence of leaders.
Will never forget being bullied, threatened, and blackmailed to participate in an experimental medical procudure to keep my job. Never Forgeting and the organisation has lost all my trust, respect, contributions, enthusiasm, connections, etc forever. Forever now disengaged.
Thank you gentlemen.
It's important to know how employees see you as a "Leader."
I enjoyed this video very much very helpful and informative.
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Nice explanation video
Nice
Hi there. Just want to ask, how many times do we have this survey in a year?
Nice video
TQVM
A disengaged employee couldnt care less about stupid surveys, meetings or training to be more engaged. Actually your charades about trying to help actually makes things far worse.
Employee engagement is an enterprise/culture problem. Managers are no more engaged than the employees. YOu cannot change a culture from the middle, it's like trying to push a string. Employees are not interested in HR listening, HR has been listening to employees since 1920. Listening isn't the problem, taking action is the only thing likely to impact employees' engagement. Here's the simple, albeit uncomfortable test. HR should ask the employees a simple question. "based on your experiences with our past engagement surveys, what are your expectations for future surveys"? The constant problem is that neither the vendors, HR Thought Leaders, HR Tech, and HR have little influence over disinterested leadership. With regard to "onboarding' no matter what is done during the onboarding process, the minute the new employees are faced with the job and their leader, the onboarding becomes irrelevant. Here's something to consider, what is the ratio of trained and experienced HR staff, those who have as much leadership experience, as the total number of managers and leaders they are supposed to coach? A herculean effort to be sure. EE/EX has evolved over 100 years, and nowhere do we see the needle moving to the extent business metrics were impacted. Billions are invested each year and the needle doesn't move. "Very small actions" have zero impact.
Now I know why everyone is quitting there job after watching this video.