Employee engagement models provide nice tools to assess and pigeonhole employees into categories. The most praised category is the engaged employees’ for engaged people finding satisfaction and the organization their best performers. The models and studies state that engaged employees contribute more to the organization’s goals than lesser engaged employees. Yet I wonder if the … Continue reading Faking empoyee engagement?
employee engagement
Beyond disengaged: actively disengaged
Disengaged employees are passionless and unmotivated about their job. They are at the lowest level for both own satisfaction and contribution to the organization’s goal / performance. >Lisez cet article en français There is another category known as “actively disengaged” that goes beyond the disengaged. Those employee are unhappy and unproductive at work and have … Continue reading Beyond disengaged: actively disengaged
Low career libido
Feeling like slipping into disengagement? It may only be a low in career libido. The slideshare is provided by Bernard Marr, in an original post on Linkedin:
Employee Engagement Model as self-assessment tool
In a previous post, I presented the Employee Engagement Model as guidelines for management. In this post I take the other side’s view (employee’s) and consider it as a self-assessment tool. Self-assessment Regardless to position and job, everyone can self-assess his/her satisfaction/contribution level on a more or less arbitrary High/low scale. Of course this self-assessment is … Continue reading Employee Engagement Model as self-assessment tool
Employee Engagement Model as guidelines for management
The Employee Engagement Model provides a framework for understanding employee’s behaviors and the balance between contribution and satisfaction as well as guidelines for management. For a manager, his team can be seen as a portfolio of resources who need differentiate care, depending on their engagement level. Engaged need to be kept in their state as … Continue reading Employee Engagement Model as guidelines for management
Disengaged? Really?
Before suspecting disengagement, it is wise to check if the employee’s behavior is not a low in motivation or fatigue than can be mistaken for disengagement. Everybody can have a period of low motivation, be discouraged, worried or just tired. It should not negatively influence the job, but humans are humans with their ups and … Continue reading Disengaged? Really?
Employee engagement – Disengaged
Disengaged employees are at the lowest level for both own satisfaction and contribution to the organization’s goal / performance. How and why employees slipped into this segment is probably a personal story, very different in each case. But as nobody would hire someone showing warning signs about near future disengagement, disengaged didn’t join with this … Continue reading Employee engagement – Disengaged
Employee engagement – Engaged and Almost Engaged
Engaged employees are those having their personal interests aligned with their organization’s interest. “They contribute fully to the success of the organization and find great satisfaction in their work”. Engaged employees are committed and do not hesitate to pay additional effort, adapt to needs and stay highly flexible. Engaged employees are a pleasure to see, … Continue reading Employee engagement – Engaged and Almost Engaged
Employee engagement – Crash & Burners
According to the BlessingWhite ‘X’ model of employee engagement, Crash & Burners rank among the top producers with medium to high contribution but get low satisfaction for themselves. They are described as disillusioned and potentially exhausted, critical regarding decision making (management) and colleagues having / taking it easy. In consulting, junior consultants are good candidates … Continue reading Employee engagement – Crash & Burners
Employee engagement – Honeymooners
This post is part of a series based upon the BlessingWhite’s ‘X’ model of employee engagement. Honeymooners basically come in two models: the absolute beginners and the newcomers. Absolute beginners either just graduated or embraced a new career. As they just got hired they achieved a personal objective thus have maximum satisfaction. In their integration … Continue reading Employee engagement – Honeymooners
Chris HOHMANN 