Sustainable Engagement isn’t an Event, It’s an Experience

Image courtesy of SummerHill Group http://www.summerhillgroup.ca/employee-engagement.phpJust when you’re thinking you are wrapping your arms around engagement, there is a new ( or not so new, depending on your point of view) and robust approach to engagement. There is no doubt that there is a clear relationship between high levels of employee engagement and improved financial and operational results.

The question — and challenge — for organizations, then, is how to continuously draw out that coveted discretionary effort from employees so that it becomes an ingrained workplace practice or behavior. And so what we’re seeing is that engagement is not just an event… it’s an experience that shapes employee behavior and performance in positive ways. And it  presents a new definition of engagement — sustainable engagement — designed for the  21st-century workplace.

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Company Culture the Biggest Hurdle to Becoming a Social Business

Image courtesy of Moleskin.comTo find out what people actually think about social, cloud enablement technology company, Appirio recently conducted a survey with 300+ international (UK and US) respondents where they  focused on end-users of social and what they think of it. Interesting findings include:

  • People’s bosses uses social tools twice as much as they do
  • Brits are more social at work than people in the US
  • Everyone generally recognizes the potential of social and wants their company to invest more in it
  • People think culture and having an owner for social are more important for success than budget

Mark Fidelman, Forbes, on Appirio’s study:

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Is Engagement Keeping Your CEO Up at Night?

As an HR practitioner, employee communications professional or even just an employee engagement advocate in general, most often your most challenging audience to engage is not your employees themselves, but your organization’s leaders — the C suite. To know how to successfully engage your executives means that you must also understand what is their motivation and what are their primary areas of concern.

Simply put, it’s highly unlikely that you’re going to get executive level support of your engagement programs unless those programs are solving for what the C suite currently sees as organizational issues or needs.

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