Comments on: Promoting Employee Engagement in the Workplace http://LearnThis.ca/2008/06/promoting-employee-engagement-in-the-workplace/?utm_source=rss&utm_medium=rss&utm_campaign=promoting-employee-engagement-in-the-workplace A personal development site for self learning career, leadership and life improvement tips. Wed, 16 May 2012 12:02:20 +0000 hourly 1 http://wordpress.org/?v=3.3.2 By: vp nathan's corporate recognition gifts http://LearnThis.ca/2008/06/promoting-employee-engagement-in-the-workplace/#comment-15892 vp nathan's corporate recognition gifts Mon, 06 Dec 2010 08:42:13 +0000 http://LearnThis.ca/?p=400#comment-15892 Well said. Human Diversity, Open Communication, Common Goals / Visions, Commitment, Training and Make it Part of The System. These are the keys in promoting employee engagement in each and every workplace. Because mostly these are just behavioral issues, so settle that concern and follow the steps and we're good to go. Thank you very much for the informative post. Well said. Human Diversity, Open Communication, Common Goals / Visions, Commitment, Training and Make it Part of The System. These are the keys in promoting employee engagement in each and every workplace. Because mostly these are just behavioral issues, so settle that concern and follow the steps and we’re good to go. Thank you very much for the informative post.

]]> By: Rob Fox http://LearnThis.ca/2008/06/promoting-employee-engagement-in-the-workplace/#comment-5836 Rob Fox Fri, 31 Oct 2008 15:11:43 +0000 http://LearnThis.ca/?p=400#comment-5836 Hi, Readers might like to chek out www.engagingideas.co.uk. Have a quick look too at the "Good Things" page and get involved. Thanks. Rob Hi,

Readers might like to chek out http://www.engagingideas.co.uk.

Have a quick look too at the “Good Things” page and get involved.

Thanks.

Rob

]]> By: A Girl's Guide to Managing Projects http://LearnThis.ca/2008/06/promoting-employee-engagement-in-the-workplace/#comment-5129 A Girl's Guide to Managing Projects Thu, 03 Jul 2008 17:53:49 +0000 http://LearnThis.ca/?p=400#comment-5129 <strong>Carnival of Project Management #21...</strong> Welcome to the June/July 2008 edition of carnival of project management. Yes, we’re going bi-monthly, so the next edition will be August/September. To tide you over until then, here are the entries for this edition. Rich Maltzman, PMP presents ... Carnival of Project Management #21…

Welcome to the June/July 2008 edition of carnival of project management. Yes, we’re going bi-monthly, so the next edition will be August/September. To tide you over until then, here are the entries for this edition.
Rich Maltzman, PMP presents …

]]> By: Mike King http://LearnThis.ca/2008/06/promoting-employee-engagement-in-the-workplace/#comment-4806 Mike King Mon, 16 Jun 2008 05:24:50 +0000 http://LearnThis.ca/?p=400#comment-4806 These are excellent points Michael. I agree about the training needing to be specific if the training itself is what you are wanting to have people improve on. However, my point (with this article anyway) is that the training is not that important itself but the engagement you get from it by having a large group is where the real benefit is. I have learned that large generic training sessions with a whole department (my department is fairly small still in a small company) helps you identify the ways that each person needs to really learn new content. You can study how individuals take to the training and have a better idea of what will work for them. In any case, you get them engaged at some level, which is often more valuable than even the training. You don't have to tell people that the goal of a training course is to engage everyone, but that certainly helps as well! Thanks for the additional thoughts! These are excellent points Michael. I agree about the training needing to be specific if the training itself is what you are wanting to have people improve on. However, my point (with this article anyway) is that the training is not that important itself but the engagement you get from it by having a large group is where the real benefit is.

I have learned that large generic training sessions with a whole department (my department is fairly small still in a small company) helps you identify the ways that each person needs to really learn new content. You can study how individuals take to the training and have a better idea of what will work for them. In any case, you get them engaged at some level, which is often more valuable than even the training. You don’t have to tell people that the goal of a training course is to engage everyone, but that certainly helps as well!

Thanks for the additional thoughts!

]]> By: Michael L. Gooch http://LearnThis.ca/2008/06/promoting-employee-engagement-in-the-workplace/#comment-4801 Michael L. Gooch Sun, 15 Jun 2008 18:54:09 +0000 http://LearnThis.ca/?p=400#comment-4801 This is a great and timely article. If you don't mind, I would like to add my two-bits. In these trying times of finding adequate labor and skills to run the operations, we certainly are spending much more on training costs. However, I have get frustrated with the organizations that throw training at a crowd as if one size fits all. This is a horrible waste of these training resources. Choosing the right audience sounds like a simple endeavor; however, we hardly ever get it right. In many training sessions, you have a few who really would benefit more from a synopsis or a quick email rather than the full-blown course. As you choose your audience, try to get away from the group or department mindset. Training the wrong person not only wastes your time and the company’s money, but it also aggravates the person you have at gunpoint. As a whole, we all developed our training model after old Mrs. Snodgrass in the third grade. She was the teacher, you were the pupil, and you better sit there and be quiet as she drones on about the ABCs. Adult learners are quite different. Unlike third-graders, most adults see themselves as responsible for their own decisions and lives. Adult need to know why they need to learn something. In addition, each class may have a wide variety of ages in attendance. As much as it hurts me, I will be the first to confess that the older people need more time to learn than the younger set. People in their fifties, sixties, and seventies can learn new techniques and acquire new knowledge just as well as younger people. However, the older ones will need a little more time. When you mix your training class with both young and old, you will have some who are bored and some who are struggling. Be aware of this and come up with creative solutions. Michael L. Gooch, SPHR Author of Wingtips with Spurs: Cowboy Wisdom for Today’s Business Leaders http://www.michaellgooch.com This is a great and timely article. If you don’t mind, I would like to add my two-bits. In these trying times of finding adequate labor and skills to run the operations, we certainly are spending much more on training costs. However, I have get frustrated with the organizations that throw training at a crowd as if one size fits all. This is a horrible waste of these training resources. Choosing the right audience sounds like a simple endeavor; however, we hardly ever get it right. In many training sessions, you have a few who really would benefit more from a synopsis or a quick email rather than the full-blown course. As you choose your audience, try to get away from the group or department mindset. Training the wrong person not only wastes your time and the company’s money, but it also aggravates the person you have at gunpoint.

As a whole, we all developed our training model after old Mrs. Snodgrass in the third grade. She was the teacher, you were the pupil, and you better sit there and be quiet as she drones on about the ABCs. Adult learners are quite different. Unlike third-graders, most adults see themselves as responsible for their own decisions and lives. Adult need to know why they need to learn something. In addition, each class may have a wide variety of ages in attendance. As much as it hurts me, I will be the first to confess that the older people need more time to learn than the younger set. People in their fifties, sixties, and seventies can learn new techniques and acquire new knowledge just as well as younger people. However, the older ones will need a little more time. When you mix your training class with both young and old, you will have some who are bored and some who are struggling. Be aware of this and come up with creative solutions. Michael L. Gooch, SPHR Author of Wingtips with Spurs: Cowboy Wisdom for Today’s Business Leaders http://www.michaellgooch.com

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