Dis-Un-Engagement is the process of removing those things that un-engage people and teams in workplace performance and motivation.
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Solutions to performance improvement are not always obvious and apparent and selecting an optimal approach often requires careful analysis and planning. Sometimes, the solution requires training of a skill while other times, it is simply about choosing an implementation strategy that is more effective in supporting behavior change. In the case of workplace engagement, we […]
I got involved and engaged in a LinkedIn thread this morning, one that I had actually been trying NOT to be involved in! But they wore me down so I posted this up around the theme that some leaders actually make things worse by being involved. I will just post up what I thought about […]
People need support. On the playing field, the players have each other pushing them in their efforts, being congratulated when they make a good play and cheering for them, often along with thousands in the stands, cheerleaders, students in their classes during the week, etc. Players also have coaches, videotape analysis of their efforts and […]
I got engaged in a discussion on LinkedIn, on a discussion page for HR professionals, where the question focused on, “How one can keep an employee motivated.” The comments, again from HR people, focused on motivating employees through appreciation and recognition, having “a good environment,” having good morale where motivation, environment, management and employee relations […]
Dis-Un-Engagement? Really? Yep! I was reading all the comments on a long LinkedIn thread – “I’m looking for ideas on how to improve employee engagement? Any ideas will be greatly appreciated” and saw Judi Adams’ starting comment, “As you know, each person has different needs so there is no one bullet solution” and I had […]
A series of different LinkedIn posts in my lists have focused on the general theme of “employee engagement.” Some focus on asking about reactions to definitions of engagement, some focus on the relevancy of focusing on improvements and their relation to profitability and results, while others seem to just be information or publicity-focused and do […]
An overview of how Square Wheels can improve engagement and communications within a workgroup. It is a simple process that always generates results.
An overview of the about-to-be-released VIRTUAL version of The Search for The Lost Dutchman’s Gold Mine team building simulation.
David Riklin caught my attention a while ago with one of those quotes that says a lot more than it says. So, I added it into my catalog of Square Wheels® Posters and something to add to our Culture Wall idea of motivational and developmental Square Wheels themes. Organizational alignment and culture change can look […]
Performance Management Company is the designer and main distributor of the team building simulation, The Search for The Lost Dutchman’s Gold Mine. We started using the exercise in 1993 and decided to package and sell very usable designs of this game without the normally required certification or annual licenses or per-participant fees. Users would buy […]
An email from Mercer/Sirota today was headlined, “Employee Engagement is so over! Ok, maybe not quite” and I was somewhat thrilled by that statement and the recognition of a new reality. I say this because for so many managers, the term “employee engagement” really translated into, “doing a survey and then having to do something […]
We can start this blog with the simple thought that: Motivation and collaboration require improvement in most organizations and making those improvements offer Big Impacts on actual measurable results. Even in the very good, highly collegial workplaces, one can always make additional improvements or re-energize things, generating even more alignment to shared goals and objectives. […]