It’s easy to make fun of employee engagement based on how some companies approach it. They proclaim “employees are our greatest asset” — it says so in our annual report! — but it’s all lip service. They conduct an employee engagement survey or two, but don’t respond to the results. They may even appoint an employee
When it comes to getting employees involved with customer satisfaction and retention, it’s not as difficult as some managers believe. Smart employees, including those who don’t have direct customer contact, have a vested interested in customer care. They get the reality that no customers = no business, and no business = no jobs. Here are
I recently shared why it’s important to commit time for strategic marketing planning. Based on my combined experience as a marketer and planning facilitator, here are my top three tips for developing a successful planning session. 1. Be Mission-focused. The basis for your strategic marketing plan is rooted in your organization’s mission. If your marketing
How do you manage working with others when you’re responsible for a project they’re involved with, yet you’re given limited or no authority to get the work done? While I do not recommend this approach, I’ve observed it in many organizations due to reasons that involve internal politics, lack of role clarity, and unshared commitment
What is your organization’s mission (purpose) and where is it headed (strategy and goals)? What is expected of employees in helping the company achieve its goals? Who are your customers and why do they choose to do business with you? Also, how do employee efforts impact customer satisfaction? What is your brand promise and what’s
One of the best descriptions between employees who are engaged and those who are not comes from Blessing White: ” … engaged employees stay for what they give (they like their work) [whereas] disengaged employees stay for what they get (favorable job conditions, growth opportunities, job security).” Given the choice, most companies would prefer their workforce be
I’m not talking about “I” as in “individual” – people are responsible for their own engagement. I’m talking about “I” as in “inertia.” You can’t have an engaged workplace in the presence of management inertia. Engagement is a two-way proposition that involves both the employee and the organization’s management. However, people can show up at
Does your organization’s management suffer from a credibility gap? They bring out program after program – jumping on the latest management bandwagon – then fail to follow through. Meanwhile, you and your fellow employees invest countless hours in these short-lived special initiatives on employee engagement, recognition, talent management or other fill-in-the-blank trendy topic. With an