To kick off this week’s LEED Edition, we have a great piece by Suzanne Dowd Zeller in Fortune on the importance of leaders motivating and inspiring their teams and how they can do it. Among others, we have another great piece on how more and more companies are taking Employee Engagement digital and ensuring that employees have a great and open way to connect with each other easily and seamlessly. Finally, we have an article by Sylvia Vorhauser-Smith from Forbes on how to get Employee Engagement right. Hope you enjoy these.
The One Question You Should Be Asking Yourself at Work
By Suzanne Dowd Zeller @AllianzLife
"The most important qualities a leader can demonstrate are motivation and inspiration. While some may think these qualities are simply aspirational, I find myself applying them in very tangible ways. Inspirational leaders listen and are open to the ideas and opinions of others. Simply surveying and getting feedback isn’t enough. True listening involves taking action on the feedback given."
"I was never a big fan of former U.S. Secretary of Defense Robert McNamara (one of the architects of the Vietnam War), but on one matter I thought he was dead right: He always felt a primary responsibility of management was, as he put it, to be “more Catholic than the Pope.”
4 Practices Essential for Strong Employee Engagement
By Meredith Falb @WorkStride
"We are living in a time when technology and social media has democratized information and put it at everyone’s fingertips. Almost anything can be posted, read, rated, and commented on. Employees now expect the same access to information and ability to give feedback from their own employers."
"HR systems need to operate optimally to avoid the workplace frustrations which ends up discouraging participation. Fortunately, digital engagement platforms improve talent management programs that consequently improve organizational performance. It combines big data and gamification analytics to ensure information is captured from the existing processes to help in decision making."
"It is made up of two arguably unremarkable words; yet, employee engagement is deceptively complicated. Just look at the diversity of questions used to measure employee engagement: from gauging an employee’s perceptions about role clarity or the level of support they receive from their manager, to their belief in the organization’s mission."