Can One be Overly Engaged at Work?

sucking-up-to-boss3What is just the right amount of engagement or is there just no such thing? Either one is engaged or not. There are no shades of gray. However, I wonder how others may view this thought.

I don’t ever want to be that person who is always “sucking up” to the boss, and yet, there are some who might misinterpret a good working relationship between a boss and a subordinate. I don’t think you should ever have to make excuses or explain to anyone why you have that good working relationship unless it’s just to say that you have good karma, while still being very much engaged.

“Sucking up” to the boss also doesn’t mean you’re engaged. In fact, in many cases it can mean the opposite because a person’s motives for buddying up to their boss could mean they want a promotion, more money, or special favors. Who knows? Brown-nosing does not equate to employee engagement. Brown-nosing or “sucking up” is all about the person doing it. They have the “me syndrome.” It may seem like they are engaged, but their motives are very deceptive.

An employee who is truly engaged, does great work and is recognized with a pat on the back by their boss, deserves accolades – not favors. Anyone witnessing the pat on the back may just be envious, while at the same time, happy for that person who deserves the merit. Envy of someone’s situation is not jealousy. Jealously harbors resentment. Envying someone for doing a good job with recognition should only inspire others to achieve success at work.

I believe that the notion of someone being “overly” engaged is only in the mind of the observer. Either one is engaged or one is not. Anyone who believes that any of their coworkers are overly engaged is perhaps mistaking them for being enthusiastic or passionate about their work.

 

TNS Brings Exciting Ideas to LeadingAge Annual Conference and Expo

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TNS has done a great deal of research and thought leadership when it comes to the essence of employee engagement and what it’s all about. We research employee engagement by industry which in our clients’ minds, shows how engaged we are with them!

We strongly feel that engagement entails a sense of belonging, loyalty, or an emotional attachment to the organization or a particular job. TNS believes the essence of employee engagement is energy; more specifically, PRODUCTIVE ENERGY. Engaged employees go above and beyond the call of duty. “The call of duty” is defined as their job description and goals the organization has outlined for their position. Provided employees’ basic duties are satisfactory and they can afford the time to involve themselves with other company business, then these employees are truly engaged.

Personally, I maintain that engaged employees THINK differently about their work. First, they consider their job as a CAREER. Second, they think as though they have ownership with the company. And if they are allowed to have stock in the company, then they literally have ownership. Continue Reading →

Got Chops? Open up at Meetings!

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After reading a great blog from Roz Usher, a leadership, image and branding specialist, entitled, “Silence is NOT Golden or When and How to Speak Up During A Meeting,” I naturally want to embellish even more into the heart of employee engagement.

Roz touches on employee engagement by noting how the silent people at meetings may appear to be disengaged by not participating. However, in my experience it is more the case of very much engaged employees afraid to speak out or interrupt a filibuster conducted by a chatty manager or a bloviated bulldozer.

We know that communication is 80% listening. The listener decides if communication is to take place. However at meetings, participation is mandatory in order to accomplish the meeting objectives. You were invited to the meeting for a reason. If you were in doubt that you should attend, ask the meeting coordinator what your purpose is at the meeting so you can prepare for it as Roz suggests in her blog.

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Tip 6 – Build a Customer Focused Team

Intro: This blog is written to further elaborate with my own views on the  “8 Tips to Engage Your Employees” booklet written by our experts.

customerfocusThe best businesses employ best practices. One of the basic practices is to ensure customer satisfaction in order to keep them buying more from you and not wander off to competitors.

I can see why this is the #6 tip in our booklet. When you have engaged employees, from practicing the previous tips, you will have more satisfied customers.

Always treat your employees exactly as you want them to treat your best customers.”  Stephen R. Covey

When employees are truly engaged in their work and the company, they too, have invested themselves emotionally and physically primarily because they BELIEVE IN THE MISSION. How did they come to believe in it? Great leadership? Company cheerleaders? Infectious enthusiasm from coworkers? Belief in their abilities from their managers? Perhaps a little of each.

When sales people make a pitch for a product, they have to truly believe in it or it won’t sell. And when their belief system clicks with enthusiasm, they can sell ice cubes to snow men! The same belief has to be at the heart of all employees in order to be completely customer-focused.

Tip 3 – Develop Your People

Age should not be a factor

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Intro: This blog is written to further elaborate with my own views on the  “8 Tips to Engage Your Employees” booklet written by our experts.

Tip #3 from our new booklet, “8 tips to Engage Your Employees,” discusses developing people in order to achieve success as a manager. “Opportunities for growth and development are a key driver of employee engagement as well as organizational success.”

Just when you think you have all the experience you need to be successful in your career, you might find yourself needing more education and training. Ugh! The thought of going back to a classroom may be pretty daunting in your forties and fifties. I remember my father having to go to management school for 3 years while he was in his forties in mid-stream of his working career with the Northern Illinois Gas Company. My father had no formal education other than high school. The Gas Company cared enough about him to send him to college for management training. He forced himself to read book after book on management and writing assignments every night until he graduated. The hard work paid off. The education was a great boost to his career and eventually led him to a much better stipend and a company vehicle.

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Good Leadership Drives Employee Engagement

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I read a great “bloggicle” (blog-article) written by Justin Locke which posted today, May 21, 2014. It’s entitled, “The Flip Side of Employee Engagement.” The title tells me a lot already and then after reading it, learned just how vital leadership’s role is.

You can have plenty of engaged employees but if management cannot or will not foster a healthy work environment in order for engagement to thrive, you will soon have a toxic environment that can lead to exiting employees.

Yes, good leadership drives employee engagement, and as Locke puts it, “…’engagement’ is no longer a nice thing to have, it is now essential to your bottom line.” To that end, wouldn’t it be wise to train managers to acquire more people skills? Nowadays, many managers not only have to manage their people, but they too, are doing the work alongside them. Do they have time to work on people skills? Perhaps they should make the time. Even having a manager’s forum or meeting once a month to discuss issues with HR or the organization’s top leaders could provide them with the soft skills required to invoke employee engagement.

Get Your FREE Employee Engagement Tips Booklet!

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We are happy to announce our brand-new, freshly printed, “8 Tips to Engage Your Employees,” written by our experts in the field.

Call us for a booklet today!

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Employee Engagement – What is It? How Do You Improve It?

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Engaged employees are more productive, contribute more to the bottom line, generate higher customer ratings and help you attract new talent.  On the flip side, actively disengaged employees cost the US approximately half a trillion dollars per year.  This webinar will focus on 10 best practice tips on how to design employee engagement surveys, how to measure them and, most importantly, how you can improve engagement in your organization.

Presenter:  Mike Schroeder, TNS Employee Insights

Date:  April 23 or 24 – 1:00 p.m. Central Time

Join Us!

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And So…What Have You Done?

Xmas81_Lennon“And so this is Christmas. And what have you done? Another year over, and a new one just begun.” I love those lyrics from John Lennon’s “Happy Christmas – War is Over.” If you listen carefully to them, it was written during the Vietnam War in the 1970s. The tone is generally to bring peace on earth to all the strife of that era, including racism. Indeed, strife is still perpetuating itself in every era, and every generation.

That’s not exactly why I’m writing this blog. Every year when I hear this song on the radio, the lyrics, “…And what have you done? Another year over, and a new one just begun,” always stop me in my tracks and I think, what have I done this year? In general, I think I’ve been pretty good to my neighbor, gave to charities I can afford, gave to the church, gave time to my folks and grandchildren. I think I’m doing all I can to be a good citizen. Am I just doing the status quo? I hear of great things other people do, whether they can afford to do them or not, such as Hollywood movie stars making gigantic contributions to charities, volunteers at church and community, and just recently, an extremely generous man gave away his millions he won playing the lottery! Continue Reading →