We often get to read about progressive companies that invest in and also get their employee engagement strategies right. But rarely do we talk about companies that don’t get it quite so right. It just so happened that I started reading Inferno recently (not the Dan Brown version), and it eventually got me thinking. We often have traits of Bosses from Hell, Employers from hell. But what would a hell of Companies who get employee engagement wrong look like.
Let’s take a look at how companies enter Employee Engagement Hell, shall we?
“Abandon all hope, ye who enter here”
First Circle: Limbo – Organizations go through this state as leaders aren’t quite sure if they want to get into employee engagement. “We do parties and town-halls, isn’t that…
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You drag it around like a ball and chain/ You wallow in the guilt/ you wallow in the pain/ You wave it like a flag / You wear it like a crown/ …The more I think about it/ Old Billy was right /Let’s kill all the [lawyers]managers / kill ’em tonight : Get Over It, Eagles.
‘Get Over It’ was a song that Don Henley, lead singer of the Eagles wrote to vent his frustration over people blaming their failures, frustrations, mental breakdowns and financial problems on others, and believing that the world owes them a favour. (Trivia: The song references Shakespeare’s Henry VI, Part II. And the line that I used with creative freedom “Old Billy was right: let’s kill all the lawyers – kill ’em tonight”, echoes Shakespeare’s line “The first thing we do, let’s kill all the lawyers”.)
If you read most of the popular literature on how…
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So you say that you can’t go on / Love Work left you cryin’/ And you say all your hope is gone/And what’s the use in tryin’/What you need is to have some faith/Shake off those sad blues/Get yourself a new view (Time,Love and Tenderness; Michael Bolton)
I took some liberties with Bolton’s lyrics and plugged work instead of love in there, but it would seem he knew much more about employee engagement, that one would have given him credit for.
Sigal Barsade, a professor at Wharton, believes that “compassionate love” at the workplace is key factor to boosting employee morale, teamwork and customer satisfaction.
So what exactly is compassionate love you ask? According to professor Barsade, it is when “Colleagues who are together day in and day out, ask and care about each other’s work and even non-work issues. They are careful of each other’s feelings. They show compassion…
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“WFH!” came the terse reply from an engineer I had asked for a time to meet up and go over a rather tricky problem. The engineer in question worked for a large telecom company and I was then working for an IT services firm where “working from home” was severely frowned upon. Today that large telecom company is defunct and the IT services firm is a giant in its space. The flexibility of working from anywhere is pretty high on employee’s opinion of perks that a company can give to engage with them better. But increasingly companies seem to be turning ‘off’ that option – what gives?
With a quick hat tip to the near mandatory mention of Merissa Meyer’s decision to drastically curb working from home privileges of employees at Yahoo!, with a nod to the decision of Best Buy to follow suit I point towards Unilever which has…
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No jazz. No sounds. No animation.
Just 126 Slides on how Netflix transformed itself by a no-nonsense walk-the-talk approach to building an amazing culture and nurturing talent.
Understated. Mostly common sense. No claims of “thought-leadership”. If you haven’t seen the deck, drop everything and see it now!
This Saturday get your coffee and stretch your legs out on the sofa and meet up with an author!
Anirban Das talks about his first book, the joy (and pain) of writing one with a full time job and will also answer your questions in the Feb ’14 ‘kwench Author-Connect webcast.
Advance registration is required. To register for this session of Author Connect please click [here].
Take a sneak peek at what the book is all about:
And some sample chapters [here]
I posted this on the ‘kwench blog today. It’s a continuation of my opinion that annual performance reviews are flawed and should be stopped. It’s a carry-forward from the Industrial Era and really has no meaning in the present Knowledge Era.
The professor in charge of teaching us the nuances of what was quite a difficult topic, used to rate the pop-quizzes he gave us on a range of zero to one in increments of 0.1. He gave one to answers that got to the point correctly with little or no fluff (‘Maximum Signal and little noise’ as the prof said) and zero to those that beat around the bush and got no where in particular (‘All Noise, No Signal’). Most of us, unsurprisingly, clustered around 0.5.
Years later, I ran into my professor again. Now retired, he was more chatty that he ever was in the classroom and we got reminiscing about those much dreaded pop-quizzes. “I have a confession,” he said, laughing out loud, “there was far…
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The Immovable Ladder (Hebrew: סולם הסטטוס קוו, literally: The status quo ladder) is a wooden ladder located above the facade, under the window of the Church of the Holy Sepulchre in the Old City of Jerusalem. Made of cedar wood, possibly from Lebanon, it was first mentioned in 1757 and has remained in the same exact location since the 18th century, aside from being temporarily moved on two occasions. The ladder is referred to as immovable due to an understanding that no cleric of the six ecumenical Christian orders may move, rearrange, or alter any property without the consent of all six orders.
Reminds me of the reasons behind the policy paralysis currently prevailing in the country.
Image and Quoted Text source: Wikipedia.