Key links -
coping with a difficult boss -http://thebookshare.blogspot.com/2007/12/seven-planning-questions-for-coping.html
leading and influencing mindful change – http://blogs.msdn.com/jmeier/archive/2008/01/02/counterintuitive-conclusions.aspx
- reward yourself in the moment – http://blogs.msdn.com/jmeier/archive/2008/01/01/reward-yourself-in-the-moment.aspx
- outlook reminder for leadership – http://blogs.msdn.com/jmeier/archive/2007/12/04/outlook-reminder-for-leadership-practices.aspx

I thought the video was produced well.

My major concern with the topic is that employee engagement is not seen as organizational initatives to suck out more discretionary effort from people within organizations.

When employee engagement is done well it is based on workplace engagement for the benefit of all: employees, leaders, organization and customers.

All 4 are responsible and accountable.

My previous article about employee engagement has generated some amazing conversation, and for those who haven’t read the video, click over and check out some employee engagement.
One of the things that came through LOUD and CLEAR is that the vid…

To be continued shortly…

You want to engage employees? Don’t treat them like the stock photos in this video. Don’t expect that they’re going to react to portray a false enthusiasm about where they work. Most people show up to where they work because they need to get paid and they will do the work the company needs them to do to get paid. Most people are NOT going to care about where they work except insofar as they will continue to get paid, and that is simply “survival” and not “success” level.

I love reading Slacker Manager, mainly because I see so many of the absolute failings my own managers engage in posted here on a regular basis. i.e. Slacker Manager just shows that my own managers don’t read something or anything LIKE slacker manager to have ideas about why their jobs are made so difficult by disaffected employees like me. (Who don’t leave because they are working toward pension plans. Leading to even more apathy. It’s pretty vicious.) However, a video like this would probably nudge the manage in exactly the wrong direction I would want to see them go. It would draw out all of the wrong behaviors from a poor or misguided manager instead of serving as a personal impetus toward making large, sweeping necessary changes to make the employees’ jobs more interesting and thus more engaging.

The “FISH!” program was a flop where I work. And they tried other programs for a while – all died! All these programs are superficial and don’t get to the root problems. And now just about everyone is disengaged and upper management don’t care so long as they make their numbers.