A collaborative model for employee engagement initiatives…


One of the most talked-about challenges in business today centers on more fully engaging your employees. We have discussed this need on ideationz a number of times, and from a variety of perspectives. From increasing key productivity metrics, to reducing unwanted terminations, to improving the customer experience, to building a more nimble, innovative organization, there are myriad ways to measure the benefits of an engaged workforce.

Recently, I authored a White Paper, “A model for collaborative design, definition and implementation of an effective initiative to drive and sustain employee engagement.” That’s a long title! But there are a number of key factors that must be addressed, including:

  • Where do I start the process?
  • How will I set benchmarks for the current situation?
  • What are the “New Rules” of engagement?
  • How do I approach the definition and design process?
  • What are the most important variables that  make up an effective plan?
  • What about implementation? How do I approach that?
  • Where should I measure the effort and how?

You will find all these questions discussed in the White Paper. Would you like to receive a copy? Simple enough. Please just complete the form below and I will send you a .pdf. All I ask is that should you desire to republish it, that you ask for my permission and acknowledge the origin of the piece.

In 2013, virtually all of the biggest marketing and organizational challenges we face tie back, on some level, to the willingness and ability of our employees to create and deliver new value in the marketplace, and innovation within our firm. Failing that, it will be awfully hard to maximize our potential, and, in some cases, even assure the sustainability of the company over the long-term.

I hope to hear from you, and look forward to hearing your thoughts on the subject!

One response to “A collaborative model for employee engagement initiatives…

  1. This is such a brilliant post on motivation. I do agree that it is the most difficult thing to do for a manager.

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