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Talking About Engagement with John Hollon

I talked to John Hollon today about employee engagement.  John’s a VP at and a longtime board member at the Workforce Institute.  He’s spent a lot of time thinking and writing about the importance of employee engagement, including in his chapter in Elements of Successful Organizations.

Here at Kronos, we recently received the results of our annual employee engagement survey.  Our results place us in the Aon Hewitt “High Performance / Best Employers” category.  As an employee here,  I’m not surprised by the top drivers of engagement identified in the survey – coworkers, a culture that encourages a diversity of ideas, a sense of accomplishment and satisfaction with our management.  It’s been my privilege to work with a great group of people for the six years I’ve been here, and I hope to continue that streak.

According to Gallup, in world-class organizations the ratio of engaged to actively disengaged employees is 9.57:1.  In average organizations, the ratio of engaged to actively disengaged employees is 1.83:1.  Even though there is plenty of quantitative evidence liking higher employee engagement to higher organizational performance,  many organizations and managers still ignore it as an issue.  And among those that do measure engagement, many struggle to implement changes that will improve it.

John’s given this topic a lot of thought and has some practical advice that managers can implement to improve employee engagement.  You can listen in on our conversation here: 7.17.12 Conversation with John Hollon.

Sue Meisinger on Creating a Culture of Innovation

I recently interviewed former SHRM CEO and Workforce Institute board member Sue Meisinger about the chapter she wrote for our book, Elements of Successful Organizations. In her chapter, Sue discusses the role that HR leaders can and should play in creating a culture that encourages and facilitates innovation in their organizations.

She cites a 2010 IBM CEO survey in which CEO’s identified creativity as the most critical factor required for the future success of their organizations. Leveraging her decades of experience leading and counseling large organizations, Sue shares a number of practical strategies for creating opportunities for creativity and innovation to flourish.

One very important point Sue makes is that meaningful innovation isn’t limited to the Apples and Googles of the world. She encourages managers and employees to look for transformation in process improvements and the elimination of interdepartmental barriers. I encourage you to read the book to learn more, but you can hear the highlights of her advice by listening to the podcast of our conversation:

Podcast with Sue Meisinger 7/2/12

What is your organization doing to encourage creative breakthroughs?