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![The Connection Between Employment Brand and Employee Engagement [Infographic] | Retain Top Talent | Scoop.it](https://img.scoop.it/776Ztjxw0hFAIKlKlxv1fDl72eJkfbmt4t8yenImKBVvK0kTmF0xjctABnaLJIm9)
Do you want to make your brand resonate with your employees? Most companies start by using their recognition program to reinforce and explain the desired values and behaviors. But if you want to make those values come alive—–go deeper. Happy employees are more positive in telling their friends about opportunities at your company and in working with customers. Do you have happy employees who are brand ambassadors or sourpuss employees who could care less? - Barry Deutsch 
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Aon Hewitt recently released their 2012 Trends in Global Engagement. Several findings were unsurprising, but worthy of highlighting as many organizations still struggle with getting these basic factors of engagement success right. Good ideas to start improving your culture and creating an environment of employee engagement. - Barry Deutsch
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Musings at the intersection of employee recognition, company culture, and total rewards. Another great list of the value of employee recognition programs. What's holding you back from implementing just a few of these ideas? - Barry Deutsch
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High levels of employee engagement could actually be damaging for organisations if overly simplistic staff surveys mask the type of engagement at play within an organisation (Is the true nature of employee engagement more complex than surveys reveal? Duh! Top performers are more engaged. This is not an earth-shattering concept. Top performers are more emotionally connected to their employers - again these are well-founded and accepted ideas. Okay - so if they are so universal as concepts - why do most companies fail to consistently hire and retain these top performers? - Barry Deutsch
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I hear too often from managers, supervisors, “I don't have time for this.” I suspect they have time for hiring, onboarding, training? The tradeoff in time seems a no brainer. 2. Consistent Feedback. Gallup's Work Environment ... How many CEOs believe that employees are engaged, commited, excited, turned-on, passionate, and motivated by the observation that they show up for work everyday? Can you believe the percentage of employees in your workforce that are disengaged? When is the right time to start to change this declining trend? - Barry Deutsch
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Recently, my organization facilitated a roundtable session with fifteen young professionals. Their main concern was how to advance in a multi-generational workplace. Several of these young professionals felt that they didn’t belong or fit in their workplace; they were uncertain about who to trust and didn’t respect the manner in which they were being led. These young professionals were eager to learn the best ways their generation could take control, influence their workplace culture and start performing at the highest levels. They wanted to get noticed, create impact and at the same time discover how to start generating more income and accelerate their advancement. This three hour roundtable was intense, but we successfully identified what these young professionals were really looking for: how to most effectively teach their baby boomer bosses how they seek to be led. As one young professional said, “if my boss understands how I am wired to work, I will not only teach the organization’s old guard how to lead my generation, but my performance will help contribute to the organization’s success. I will make them more relevant.” This confident perspective changed the conversation and helped to define the following top five ways young professionals want to be led by their baby boomer bosses.
1. Empower us; don’t micromanage our talent
2. Sponsor us; serve as role models
3. Allow us to manage our own brand; don’t define us
4. Trust us; don’t question our intentions
5. Challenge us; don’t marginalize us
More: http://www.forbes.com/sites/glennllopis/2012/03/12/5-ways-young-professionals-want-to-be-led/
Via Chris Chan
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Engagement is not just a buzzword in corporate world alone, it’s everywhere; engage your customers in the business world, readers and viewers in the media world.
Engaging a community has become far more obvious with the emergence of social media tools like Facebook and twitter and with people effectively utilizing it. People are connected with a click of a button however distant they might be.
But why are we not able to connect or engage our own employees who we interact with everyday? Via Jean-Philippe D'HALLUIN
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Corporations are starting to embrace technologies used to monitor employee Internet use, with 60% expected to watch workers' social media use for security breaches by 2015, according to a new report from Gartner. Via Ali Godding
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Build better relationships with employeesSacramento Business JournalAs an executive coach and people strategist, I have witnessed the performance, health and cost benefits that occur when employees are satisfied and well-regarded in their jobs. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/Blog Have you read our FREE book - You're NOT the Person I Hire? This best-selling book is available as a FREE digital download on our website.
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From
phys
Breaking off the engagement: Study shows that even loyal employees become ...Phys.OrgAll businesses want "engaged" employees -- those who are committed to the success of the company and are willing to go the extra mile to see it flourish. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/Blog Have you read our FREE book - You're NOT the Person I Hire? This best-selling book is available as a FREE digital download on our website.
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Research is clear, organizational cultures where conflict is ignored or managed poorly are sure to experience higher levels of absenteeism, presenteeism (absent even while at work), accidents, lowered productivity, turnover, ... What's the old adage - You are what you tolerate? Do you allow or encourage uncontrolled conflict within your organization? - Barry
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NeuroEngagement: Using Insights from Brain Science to Heighten Employee Engagement | Leader's Beacon
This is a facsinating article looking at engagement through a neuro-science lens.
As well as being in the employee engagement profession I am also an avid reader of the new scientist and a Neuro Linguistic Programming master practitoner so exploring engagement from this perspective made it a brilliant for me. It takes further steps forward in explaining the 'why'' of employee engagement. If you are interested in getting under the skin of this topic then this is a great place to start.
Well worth a read. Via Ali Godding
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I just came across this post in Baseline that states: More Workers Don’t Care About Work . I found this appalling. When so much of our lives are tied up into something – how can someone not care about it? Another survey talking about declining employee motivation, morale, and engagement. As productivity plunges in most companies, when will the pain become so great that CEOs wake up and start to implement programs to raise employee satisfaction, morale, engagement, and passion? - Barry Deutsch
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see photosTony Avelar/Bloomberg via Getty ImagesClick for full photo gallery: Steve Ballmer Vanity Fair has an article in its August issue that tells the story of how Microsoft (Bad management = poor employee performance = downfall of major company... This is a good example of how a company policy that might have worked at one stage of the company's growth, not longer is appropriate. It's an example of a policy that forces outcomes based on how employees compete with each other, not one that encourages a culture of risk taking, innovation, and new ideas - which pretty much spells decline or death in the technology space. How can bright executives allow this to happen to their company? - Barry Deutsch
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Employee engagement is not a strategy, an organizational competence, a morale booster, and so much more. What is it then? (Employee Engagement Strategy - Inconceivable! Unknown said...I'm not sure I agree with the author's claim that employee engagement cannot be a strategy. By itself, I do agree employee morale, engagement, motivation, and satisfaction must come from the employee. However, employers can create cultures or environments that encourage or discourage satisfaction, morale, motivation, and engagement. Employers can implement a strategy that encourages employees to take ownership, be engaged, be motivated, passionate, and satisfied with their job. Employers can also create strategies (or accomplish the same thing through neglect) that turn off their workforce. Without strategies, tactics, goals, measurement, and plans - the engagement of the workforce becomes random and arbitrary - more a function of luck than an organized effort. - Barry Deutsch
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Why is an employee recognition scheme essential? Engaged employees are up to 43% more productive. Engaged employees are twenty times more likely to improve your customer satisfaction and loyalty, productivity... Are you shocked that your company doesn't have a formal recognition program? - Barry Deutsch
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We need to create environments that cultivate employee engagement and passion; think of it as gardening. What can we do to create these kinds of environments? Via Jean-Philippe D'HALLUIN
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The emphasis on how HR uses information has become much more strategic and in this economic climate the use of information may form the distinction between the organisational winners and losers. Does your employee survey stack up?
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"Who owns employee engagement?" More than half of the leaders surveyed said the organization does. But 100% of the highly engaged employees said they owned their own engagement.
What are the factors that create a highly engaged employee, and how do you become one? Via Charney Coaching & Consulting, Jean-Philippe D'HALLUIN
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"It is an important part of the employer/employee relationship. Effective onboarding programs promote a number of benefits, including greater employee satisfaction, better job performance, greater commitment to the company, ... Another article on the importance of onboarding which many companies - especially in the small business and entrepreneurial sector IGNORE - Barry Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/Blog Have you read our FREE book - You're NOT the Person I Hire? This best-selling book is available as a FREE digital download on our website.
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Managers cite performance evaluations as one of their most disliked tasks, and employees aren't usually fond of them either. But what if you could turn evaluations into a tool that would unleash the power of performance in ...
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Paul Alofs recently wrote a strong piece on Fast Company's blog regarding what he believed to be the 8 rules for creating a passionate work culture. These rules touch on everything from hiring, to work/life balance and even ... The key is how to engage your entire workforce continually to be passionate. What steps are you taking? Do you have a structured and organized plan for accomplishing this task? What's your first step in the next 90 days? - Barry
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Strong guidelines not rules - 13 key considerations in starting an employee engagement program. Via Jean-Philippe D'HALLUIN
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Many companies struggle with designing the right programs to effectively orient employees to the many facets of their roles.
"Not integrating or on-boarding new employees can easily lead to lost productivity, poor performance, mixed results, and a hiring failure. The vast majority of companies stink at rigorous and systematic on-boarding of new employees - Barry" Via emonalytics
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