#TechHR16 is Asia’s largest conference and you shouldn’t be missing it. Use the discount and register today. Continue reading Exclusive discount of 10% for #TechHR16
Talent is the biggest challenge organizations are facing in today’s environment where the millennials are taking charge. Employers all over the world are looking to find ways to keep employees engaged. Gallup research shows that only 13% of employees around the world are actively engaged at work, and more than twice that number are so disengaged, that they are likely to spread negativity to others. If people are not engaged, how can leaders attain those business objectives that are critical to improving organizational performance? And, at the same, we need our leaders to engage employees. An engaged employee becomes an … Continue reading Driving talent engagement through social
The problem lies at a very deeper and basic level – right in the minds of our leaders. The ‘change’ has been painful and agonizing.. Here’s one example: continuing to rely on email is the ‘only’ or preferred way to work. Email, corporate intranets and knowledge management solutions are clearly not ‘old’ technologies, but in the context of true collaboration they are outdated, old school, and rely on rigid methodologies, hierarchy and structures that don’t take full advantage of the free-form approach of enterprise social collaboration. Continue reading If it Clicks, it’s Social!
Why employee engagement is so low, although organizations are spending time and money on it? What is missing? is there a way to make our Monday mornings more vibrant? Continue reading Are you a Walter Mitty?
Performance evaluation without the culture of feedback is like learning to swim on your bed. You may master the moves but it won’t help you swim. – Khalid Raza Nobody is perfect, you, your manager, your employees, your spouse, kids, or your organization. Being able to receive and utilize feedback can be the difference between greater level of success and deeper personal satisfaction and/or mediocre performance and unhappy personal state. Annual performance management is a key component of employee development. An employee evaluation is the assessment and review of a worker’s job performance. Most companies have performance evaluation system wherein … Continue reading You know the moves, but can you swim?
A captain is as good as his team, says MS Dhoni, Captain, Indian Cricket team. I do not agree. For me this statement reflects low confidence but not necessarily lack of ability. I am a big fan of MS Dhoni, though!
Now, this is not a surprise to many who follow sports where team work is essential to meet the desired goal. In a scenario where employees are needed to perform certain tasks and take actions, the onus lies on each individual. Each team member knows what is expected and how their performance impacts the big goal.
Yet, when the team fails, the knife-sharp critics dig deep into the flesh of the leader and make him bleed to satisfy the urge to hold him accountable. Sometimes leaders are asked to step down and sometimes the situations are manufactured to force them to step down. But, is it as simple as it looks?
What employee engagement means to me
Employee engagement is the outcome of a work experience. In aggregate, it is a two-way exchange of energy between an employer and their employees that benefits key business metrics and a great customer experience. For the individual, employee engagement is the personal connection between their value as a human (their holistic talents, skills, and experiences) being leveraged in a role which supports a company’s vision and mission. To an external observer, employee engagement looks like a never ending carnival of collaboration, networking, engaging with colleagues without boundaries, learning and reinventing in an organization which makes it possible. This view of employee engagement not only foments a great experience for employees, but also contributes to client engagement – building bonds with customers that result in greater loyalty, spending, and advocacy. That’s what employee engagement means to me.
Khalid and I are prime examples of how two employees can collaborate across organizational and geographical boundaries (we are separated by a mere 9,000 miles or so!), using social business tools, to encourage other employees to boost productivity and camaraderie, thus creating an engaging workplace.
What were YOU born to do?
When my good friend and colleague Khalid asked me to be a guest blogger, I was delighted! This is truly an assignment reflective of social glamour because I’ve never met Khalid, yet we are socially connected. Khalid is in India. I’m in Detroit. We’ve spent hours and hours of time together, and our efforts have had a positive impact on our universe. I’m going to use this blogging opportunity to prove to you that two people committed to a better future, combined with the use of social media, can change the world. It can also help you figure out what you were put on this earth to do.
How did we start?
Let me take a step back and talk about how the two of us teamed up. Continue reading “Strengths, Social & Employee Engagement – the Perfect Formula!”