Comments on: If You Can Only Go to One: ERE Fall Expo http://smartblogs.com/leadership/2009/09/03/if-you-can-only-go-to-one-ere-fall-expo/ Engage. Innovate. Discuss. Fri, 25 May 2012 08:07:41 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: perry http://smartblogs.com/leadership/2009/09/03/if-you-can-only-go-to-one-ere-fall-expo/#comment-42596 perry Tue, 08 Sep 2009 08:10:04 +0000 http://smartblogs.com/workforce/?p=2285#comment-42596 I think of engagement just like marketing. Rule #1 is know your audience. We cannot approach everyone the same and I agree with Roberta that it can be a complex process at times. The best way to simplify is the remember that we are dealing with human beings and, at the core, we are more alike than different. I think we psyche ourselves out sometimes into thinking "we just don't those people" when I bet we do. They are us at a different point in our lives. I think of engagement just like marketing. Rule #1 is know your audience. We cannot approach everyone the same and I agree with Roberta that it can be a complex process at times. The best way to simplify is the remember that we are dealing with human beings and, at the core, we are more alike than different. I think we psyche ourselves out sometimes into thinking "we just don't those people" when I bet we do. They are us at a different point in our lives.

]]> By: Roberta Hill http://smartblogs.com/leadership/2009/09/03/if-you-can-only-go-to-one-ere-fall-expo/#comment-42595 Roberta Hill Mon, 07 Sep 2009 10:00:24 +0000 http://smartblogs.com/workforce/?p=2285#comment-42595 I could not agree with you more that it takes time and each person is different. While I agree with intent of what is written, I feel the use of the term "engagement" rather vague. When you finally define it as: individuals performing at their best - I think you have really missed the point. People can perform at their best and not be engaged and vice versa. Just because a boomer chooses not to leave as quickly or not to discuss his or her concerns more broadly does not imply they will remain performing at his or her best. They may be just as disillusioned but not as vocal. Engagement is more more complex and includes issues of involvement, ownership and commitment rather than performance. Performance may be the by product of engagement (as is a motivated employee) but I most certainly would not but stay and engage together. I could not agree with you more that it takes time and each person is different. While I agree with intent of what is written, I feel the use of the term "engagement" rather vague. When you finally define it as: individuals performing at their best – I think you have really missed the point. People can perform at their best and not be engaged and vice versa.

Just because a boomer chooses not to leave as quickly or not to discuss his or her concerns more broadly does not imply they will remain performing at his or her best. They may be just as disillusioned but not as vocal.

Engagement is more more complex and includes issues of involvement, ownership and commitment rather than performance. Performance may be the by product of engagement (as is a motivated employee) but I most certainly would not but stay and engage together.

]]> By: Derek Irvine, Globof http://smartblogs.com/leadership/2009/09/03/if-you-can-only-go-to-one-ere-fall-expo/#comment-42594 Derek Irvine, Globof Sat, 05 Sep 2009 10:39:04 +0000 http://smartblogs.com/workforce/?p=2285#comment-42594 What to do when merit increases are cut? Try a solution that works across all generations, all cultures, when applied strategically -- recognition. Strategic recognition accomplishes these additional critical goals not fully possible through compensation: • Telling employees how their efforts matter – how they are not just working for the company, but with it. • Encouraging cooperation and teamwork • Encouraging people to notice and acknowledge stellar efforts of their peers • Offering a “360° review” performance mechanism • Offering a means for constant feedback throughout the year • Making the rate of reward equivalent to rate of effort, employee by employee More on this here: <a href="http://globoforce.blogspot.com/2009/02/motivating-employees-when-merit.html" rel="nofollow">http://globoforce.blogspot.com/2009/02/motivating...</a> What to do when merit increases are cut? Try a solution that works across all generations, all cultures, when applied strategically — recognition.

Strategic recognition accomplishes these additional critical goals not fully possible through compensation:
• Telling employees how their efforts matter – how they are not just working for the company, but with it.
• Encouraging cooperation and teamwork
• Encouraging people to notice and acknowledge stellar efforts of their peers
• Offering a “360° review” performance mechanism
• Offering a means for constant feedback throughout the year
• Making the rate of reward equivalent to rate of effort, employee by employee

More on this here: http://globoforce.blogspot.com/2009/02/motivating…

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