Free Ebook Report: Employee Engagement Advice for Organizations
January 8, 2009 by Phil Gerbyshak
Filed under employee engagement
Need a little more employee engagement where you work? Who doesn’t!
Former co-editor of Slacker Manager David Zinger compiled 52 of the most powerful sentences for employee engagement and put them into a free employee engagement ebook. All the tips are from the amazing folks in the Employee Engagement Network, facilitated by David, and now over 680 people strong!
For those scoring at home, that’s 1 tip, per week that you could read and put into action, to greatly improve your company’s employee engagement.
Here’s a few of my favorites:
To connect “head and heart” connect every person’s daily activities (and results) to the organization’s goals. – Skip Reardon
Recognize contributions made by team members by telling them what they did, how it made a difference and “Thank you.” – Karl Edwards
Treat people with sincere courtesy and respect. - Jean Douglas
Easy to understand, and relatively easy to put into action.
Start today, start small, and start with your team. You can make a difference!
5, courtesy of cappellmeister & 2 courtesy of den99
Thank you!
Hi Phil:
We are so overloaded with so much it was helpful to reduce or focus employee engagement within one sentence. I am glad you liked it.
And yes, even though I have a lot of things on my plate, I miss being a regular Slacker!
David
I like the approach of a sentence for each week of the year.
This is my favorite sentence from the bunch:
“Ask them what do they think is to be done, and how it is to be done.”
Good tips. But I wonder if it can ever be that simple. We have these big IS get togethers to talk about accomplishments, goals, and outstanding players. Sadly, they are long, boring, and the same folks always get recognized.
Not immediate feedback either for those that are recognized.
CK - You’re welcome.
David - You’re always welcome here. Your voice is missed.
J.D. - That’s a great one too. Thanks for pulling it out.
Todd - The action of thinking about something and taking action on just your team, and managing up for your manager, is that simple. Implementing department-wide can be VERY hard.
Non-immediate feedback is not nearly as effective as immediate feedback. Stop back tomorrow for one suggestion on making it a weekly habit with limited time.