Culture to Engage

This Week's C.O.R.E.

Value to the C.O.R.E.

I had great fun assembling this week's four C.O.R.E. ideas.

Here are my wrap-up thoughts:

Figures prove that about 1/4 of an employee population actively engages in the work to be performed and the situation in which to perform.

Interviews and surveys demonstrate that the primary stimulus for engagement--esp. for those employees who do not come to the table ready to engage--is the manager and her/his interaction with the employee.

My C.O.R.E. concept is that four factors contribute to a manager's ability and success in such interaction.

Communication -- Opportunity -- Resources -- Engagement (her/himself)

These last three week's I've traced that sequence, offering one specific C, O, R, or E tactic each day.

Feel free to review them. Feel free to contact me with your additional thoughts.

Have a great weekend.

This week's C.O.R.E.

Communication

Opportunity

Resources

Engagement

For more info: You don't want to miss next week. We'll look at the connection(s) between Creativity and Employee Engagement. Lots of suggestions!

This week's C.O.R.E. wrap-up

The C.O.R.E. is not always to toss out.

We've looked at each element of the C.O.R.E. of employee engagement this week.

I encourage you to click on any/all of these, review them, revise them, and implement the ones that will benefit your business as you increase your employee engagement.

Communication: a  short, lively, focused Meeting-A-Day.

Opportunity: a Neighborhood gathering bringing together various teams, departments, units.

Resource: look to teleseminars as quick, low-cost ways to support your employees' desire to engage by learning.

Engagement: a partnering-up recommendation to help you (both) synergize your engagement learning and efforts.

Have a wonderful weekend.

I'm looking forward to next week.

The R in C.O.R.E.: Resources

Lunch & Learn?

Today we look at the Resources you can and should provide to further encourage your employees desire to engage and to improve.

Resource: Local Experts

Experts are prime resources to stimulate engagement among your employees. Bringing in people-in-the-know from outside your company demonstrates that you care about your people's engagement, you believe in providing them resources to support their development, and you recognize that not all the knowledge exists within the company.

Ask an expert to give you and your team an hour of her/his time. Suggest a lunch-and-learn or an abbreviated workshop after hours.

You can find and recruit local experts with a single phone call. Think Chamber of Commerce, Better Business Bureau, SCORE. And respect that your employees probably know quite a few potential guest speakers.

For more info: Come back tomorrow for the fourth element of C.O.R.E....engagement by the manager!

C.O.R.E. Resources: Information to Improve Engagement

Provide employees the information, tools...

Monday we looked at Communication. Yesterday at Opportunity. That brings us to the Resource component of the C.O.R.E. of Engagement.

Teleseminars
The focus of the R(esources) in C.O.R.E. is to ensure that employees have the information, tools, equipment, and wherewithal to engage. A hammer without nails cannot serve its primary purpose. 

Determine the success results you seek for your company: increased market share, higher profit margin, more revenues, less expenditure, greater productivity. Identify how improved engagement by your employees can lead to the results desired. Gain clarity on the specific type or nature of employee engagement you want: individual job performance, project team success, corporate goals and objectives... 

An inexpensive, time-effective resource for engagement stimulation and results generation is the teleseminar. In 60-90 minutes and for no other expense than the telephone, you can bring in an expert to provide information, build awareness, explain skills and procedures to your employees.

It's easy to locate an abundance of teleseminar sources on the internet. Feel free to contact me (tim@wrightresults.com) if you wish more specific information.

 For more info: Tomorrow I'll offer you more than one suggestion to heighten (and celebrate!) your role as an Engagement Manager. That's the E in C.O.R.E.. Don't miss it.

 

Leaders, Are You Conscious of Your Engagement C.O.R.E.?

Communication doesn't have to be formal.

Yesterday I sat in a workshop on e-mail marketing.  (Don't worry. This posting is not about e-mail marketing!)

I believed I knew about what would be covered. I hoped I would learn a few new things. I was surprised by how much there was for me to learn. And not all of it was new.

It's ironic. Last week I worked with the Conscious Competence Theory; yesterday's experience smacked me with evidence of my unconscious competence.

For just about anything except maybe emptying the dishwasher, I do not like being in the unconscious competence quadrant. Unconscious Competence lets me take things

for granted; taking things for granted prevents performing at the sharpest level.

Why all that about unconscious competence? I'm offering you 4 suggestions that may reside in your Unconscious Competence quadrant (yes, we all have one). They may

be among the things you learned to do, you know to do, you've done so long or so often that you've become unconscious of doing them.

And so you just may not do them. Or not as often as you might.

Today's economy demands consistent attention to engagement among your employees, your managers, and your leadership team. Conscious attention.

Communication.
Commit to some minimum amount of daily communication with employees. Doesn't have to be formal presentation or meetings. Informal how-are-you-doing-and-how-are-things-in-your-part-of-our-business conversation is fine. Employees who see and talk to the business's leaders have higher engagement. Always.

Opportunity.
Expect your managers to generate opportunities in which their employees can engage, learn about engagement, see benefits from engagement...whatever. Be sure you clearly communicate those expectations to your management team.
 
Resources.
Bring in outsiders to engage employees (and managers) in learning situations. Two key notes: 1. The learning does not have to be about engagement. It can be about anything. You can be satisfied that employees engage in the learning and in applying what they learn. 2. You can afford it. There are plenty of experts eager to come in and talk to your people at a lunch-and-learn. Most of them will do it gratis.

Engagement.
I'm referring to your engagement. Implementing the three above actions is engagement. Celebrate that. Congratulate yourself. Talk to others about what you are doing because your managers and employees really do look to you as behavior model.

 

For more info: Tomorrow I'll offer tips for managers to apply to your company's CORE of Engagement. Thursday we'll take the tips to the employee level of the CORE of Engagement. Hope you'll be here for both. And I encourage you to recommend these postings for your managers and your employees.