While the EE/EX topic makes for interesting discussions, there is no proof that transformations occur. For example, how many people would work if they didn't need to survive? Most would pick another way to spend their days. So, where did we come up with the expectation that employees should be engaged? The EE/EX industry continues to perpetuate the need to improve engagement; they collect billions annually in revenue from fanning the engagement flames. Here's a simple truth, there are no meaningful studies, white papers, or even examples of the leading solution providers using their client's business results to support their EE?EX solutions. . It's all about giving HR hope and not about EE/EX transformation. Do the research and find examples of companies harvesting the silly numbers quoted above from EE/EX initiatives. The only winners here are the service providers. The best way to bring on the change everyone wants is to pick vendors who base their fees on the business outcome of their services. Not many of those out there. Also, notice the absence of CEO involvement in the EE/EX area. If they thought there was any upside, they would be involved. Sadly, the optics of doing something in the EE/EX area are sufficient to support the endless attempts at improvement. Everything changes when you attack this with the CEO asking the question and a third party collecting the data and challenging the blockers from the culture, politics, and siloed leaders. Take another look at the Gallup surveys. They make no claim that EE is the cause for their ubiquitous 21% more profitable. Instead, they are only observing that successful companies seem to have more highly engaged employees. The $500 billion loss is beyond silly. Imagine trying to sell that to a board of directors.
Who is "they"? Unhappy employees tend to be disengaged and not care about their job. They become frustrated and show apathy. Worse of all, they start to miss work because they just don't want to come in.
My first Boss was my Mentor, Friend and Leader, bless her soul. Today I am trying to live the values she taught me in the years I worked with my boss.
Greatly put . Thank you all very much
well said And a good one. Thank u all very much
Good on Employee Engagement. Learnt new word - "Frientorship". Thanks
Brilliant 🎊🙏🏾
I just had my first job and this video really help me, thanks a lot Claudia!
Amazing. Definitely bringing this video to my workplace.
What a great concept Claudia, when we gave best friends at work we surely look forward to being there.
While the EE/EX topic makes for interesting discussions, there is no proof that transformations occur. For example, how many people would work if they didn't need to survive? Most would pick another way to spend their days. So, where did we come up with the expectation that employees should be engaged? The EE/EX industry continues to perpetuate the need to improve engagement; they collect billions annually in revenue from fanning the engagement flames. Here's a simple truth, there are no meaningful studies, white papers, or even examples of the leading solution providers using their client's business results to support their EE?EX solutions. . It's all about giving HR hope and not about EE/EX transformation. Do the research and find examples of companies harvesting the silly numbers quoted above from EE/EX initiatives. The only winners here are the service providers. The best way to bring on the change everyone wants is to pick vendors who base their fees on the business outcome of their services. Not many of those out there.
Also, notice the absence of CEO involvement in the EE/EX area. If they thought there was any upside, they would be involved. Sadly, the optics of doing something in the EE/EX area are sufficient to support the endless attempts at improvement. Everything changes when you attack this with the CEO asking the question and a third party collecting the data and challenging the blockers from the culture, politics, and siloed leaders. Take another look at the Gallup surveys. They make no claim that EE is the cause for their ubiquitous 21% more profitable. Instead, they are only observing that successful companies seem to have more highly engaged employees. The $500 billion loss is beyond silly. Imagine trying to sell that to a board of directors.
Thank you Claudia Williams for such a profond and humbling talk 🙌
Thank you Claudia. I learnt a lot from this video
Nice Claudia!
Great. Practical. Gem.Thanks so much Claudia.
Thanks, Arise!
Actually, most of them say that an employee who is happy doesn't necessarily be an engaged employee
Who is "they"? Unhappy employees tend to be disengaged and not care about their job. They become frustrated and show apathy. Worse of all, they start to miss work because they just don't want to come in.
Great lecture. Lots of good advice.
Thank you, Jim!
Great presentation! Thank you for sharing your knowledge.