Comments for Life by Design

Comment on The HR Insanity Test by Ian Hutchinson

Ian Hutchinson — Wed, 22 Feb 2012 08:47:00 +0000

Most people know what they don’t want, fewer know what they really do want. If we can all get more clarity we can usually control a lot more than we think we can. This clarity, then control, is self-leadership. They are many processes that we have developed for getting people clear.

Comment on Has Engagement Research Made It Too Hard – and Paralyzed Effective Action? by Ian Hutchinson

Ian Hutchinson — Wed, 22 Feb 2012 08:42:00 +0000

Nice take-away, but keep in mind, just because they might be your motivational drivers doesn’t assume they are everyone elses.

Comment on How to Make Performance Reviews Your Motivational Ally, Not a Demotivating Time Waster by Life by Design

Life by Design — Wed, 22 Feb 2012 04:44:00 +0000

Agreed Cori, in a perfect world that would be ideal. Some managers/leaders though, if it useful and comforting to have some structure and a format – espcially around Motivational Performance Reviews or PEP when looking at people’s engagement drivers.

Comment on Why Is Traditional Employee Engagement Research Flawed? by Ian

Ian — Tue, 21 Feb 2012 20:57:45 +0000

Is it really a time issue, or is it just that some ‘managers’ are genetically humanistically impotent and don’t have the skills, tools or confidence to do PEP’s?. The good news is that the new bread of ‘People Leaders’ are liberating talent through understanding their people better via PEP’s. The last resort is getting others to do PEP’s – e.g Some professional services organisations get the HR team to do all the PEP check-ins.

Comment on Why Is Traditional Employee Engagement Research Flawed? by Ian

Ian — Tue, 21 Feb 2012 20:50:09 +0000

Sure, understanding your team’s drivers are the next step – this becomes the Team Engagement Plan (TEP). But the TEP becomes much more powerful if PEP are done prior as all your people will have real clarity on what motivates them first. Cheers Ian

Comment on The Problem with Existing Models of Employee Engagement (Turning Engagement Upside Down Part 1) by Anonymous

Anonymous — Mon, 20 Feb 2012 06:26:00 +0000

Thanks Lola, glad you found this useful and we were able to reboot your thinking on the topic - Happy Engaging! Ian

Comment on The Problem with Existing Models of Employee Engagement (Turning Engagement Upside Down Part 1) by Anonymous

Anonymous — Mon, 20 Feb 2012 06:23:00 +0000

Personal Engagement Plans (PEP) can be implemented at any time – interviews, stay interviews, performance reviews even BBQs. Employees really appreciate being asked what motivates them. Grab a copy of People Glue or the Engagement Driver Card System – they are great 101 tools to get started straight away. Thanks for your question. Happy Engaging! Ian

Comment on The Problem with Existing Models of Employee Engagement (Turning Engagement Upside Down Part 1) by Anonymous

Anonymous — Mon, 20 Feb 2012 06:17:00 +0000

Everyone is engaged and motivated by different things. There are 7 key drivers. Perks are “nice to haves” but don’t cut to the core of what really engages someone. Just giving perks can create a whinge entitlement culture – which is what you want to avoid at all costs. Cheers & thanks for your comments – Ian

Comment on Has Engagement Research Made It Too Hard – and Paralyzed Effective Action? by Muhammad Zafar

Muhammad Zafar — Fri, 17 Feb 2012 19:08:00 +0000

If I could take anything out of this blog to help me out as a company owner that will be.
1. Leadership
2. Purpose
3. Relationship
4. RewardsThis is how I rank it. There need to be a strong purpose and relationship which engages employees more than anything. If you have good relation with your employees they will always be ready to go an extra mile for you.

Comment on How to Make Performance Reviews Your Motivational Ally, Not a Demotivating Time Waster by Muhammad Zafar

Muhammad Zafar — Fri, 17 Feb 2012 19:00:00 +0000

Cori whilst frequent chats makes you think you know what is going on but you need hard core stats and figures to evaluate if the time you invested in those chats is worthwhile or not and if the employees are really taking it seriously and giving more output so I think it is equally important.