Employee Engagement: Let The Fakery Begin - InformationWeek

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Employee Engagement: Let The Fakery Begin
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Michael Endler
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Michael Endler,
User Rank: Author
11/26/2014 | 12:25:47 PM
Re: Obvious but worth a mention
"In my experience the social sciences tend to point toward stuff we knew all along."

Indeed, there's ample evidence from recent studies that the way a lot of employers operate is soul-crushing and completely antithetical to the goal of building camaraderie or employee investment. Not that the people who should be paying attention to this stuff always do so.
Michael Endler
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Michael Endler,
User Rank: Author
11/26/2014 | 12:05:04 PM
Re: "HCM" lingo has to go
"Do you think this whole dehumanizing of people began when mass layoffs came into vogue and cutting employees was viewed as one of the easiest ways to improve results for shareholders?"

I think that's some of it, which raises the question of how much social pressure shareholders deserve for this kind of practice. Once upon a time, a decent number of employees at these companies actually were shareholders, but statistics tell us that today, this is far, far from the case. Some shareholders have experienced this sort of disrespect themselves, I imagine, but one also wonders at many companies how many people executing  or benefiting from dehumanizing policy are even aware of - let alone troubled by - their actions. If we're talking about someone who gets a higher dividend or some executive who gets a bonus due to these sorts of policies, I think they have an ethical obligation to think about where their good fortune came from.
kstaron
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kstaron,
User Rank: Ninja
11/26/2014 | 11:24:12 AM
Obvious but worth a mention
In my experience the social sciences tend to point toward stuff we knew all along. We all know honey get more flies than vinegar. Are we really surprised it's different in business? If a kid feels listened to they are less likely to engage in bad behavior to get attention. If a friend feels like you care they will share the latest gossip,  help you with your next move and in general be a help to you. If an employee feels like they matter to the company, they feel like part of the company and will work harder and take pride in their work. This is nothing new. But as often as it is forgotten, it's always good to be reminded. How you treat others always counts for something. Which leads to the question If you have disengaged employees what can you do about about it? (Not what can you tell them about it.)
Shea Heaver
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Shea Heaver,
User Rank: Apprentice
11/26/2014 | 10:54:48 AM
Engage Employees in the Engagement Process
No pulled punches in this article....and kudos for calling it as you see it.

As mentioned, the biggest problem is that the engagement process is still viewed as a management or HR function.  

Yet todays employee expects a more agile and empirical approach to workplace culture improvements rather than periodic (usually annual) directives from above.  Staff need to be empowered to identify and correct their own areas of concern.  

As the article points out "..start trusting us", because once this happens the rolled eyes become rolled-up sleeves with increased morale, loyalty and productivity.
Alison_Diana
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Alison_Diana,
User Rank: Author
11/26/2014 | 10:54:06 AM
Re: "HCM" lingo has to go
Do you think this whole dehumanizing of people began when mass layoffs came into vogue and cutting employees was viewed as one of the easiest ways to improve results for shareholders? 
Alison_Diana
IW Pick
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Alison_Diana,
User Rank: Author
11/26/2014 | 10:49:17 AM
Re: The key to engagement: a team-building exercise [Ack!]
The best "team building exercise" is working together on a real problem and coming together to a solution, often using really boring tools like email or Dropbox or Google Docs or a conference call, if managed skillfully so the usual person or three people don't dominate the conversation. It's a great feeling when a team -- whether it's the entire department or a small group -- comes up with the answer to something or figures out a new source of revenue, new feature, or other opportunity. You automatically feel a bond with your peers that no forced exercise ever comes close to recreating. So the best thing managers (or HR) can do is improve transparency and encourage top brass to throw open problems -- even the biggest problems -- to employees. By making employees part of the solution, they buy into the ultimate resolution and build tighter bonds than any consultant could ever come up with.
MedicalQuack
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MedicalQuack,
User Rank: Moderator
11/26/2014 | 10:40:29 AM
People Don't Work that Way...
This is good to see someone besides me take on Algo Duping.  That's what it is and I have written about it many times..read this..."People Don't Work that Way" inspired by one of the smartest Quants and professors out there who wrote black box code for Goldman for years..

http://ducknetweb.blogspot.ch/2014/05/people-dont-work-that-way-world-of.html

If you want more on algo duping, collection at the Killer Algorithms page with videos created by people a lot smarter than me will tell you all about it..

http://www.ducknet.net/attack-of-the-killer-algorithms/
Lorna Garey
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Lorna Garey,
User Rank: Author
11/26/2014 | 10:28:02 AM
Re: The key to engagement: a team-building exercise [Ack!]
So true. Why no, I do not want to spend a day doing pointless whiteboard exercises with coworkers, some of whom are way more skilled than I at feigning enthusiasm, thus throwing in a dash of inferiority angst. I don't care what that $200 an hour HCM consultant told you.
David F. Carr
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David F. Carr,
User Rank: Author
11/26/2014 | 10:00:18 AM
The key to engagement: a team-building exercise [Ack!]
My own most hated practice is the team-building exercise, something I've encountered in volunteer organizations as well as at work. If at all possible, I find a way to be abscent while this sort of farce is underway.

Team-building exercises do not build teams. Working together productively on work that actually accomplishes something: much better.
D. Henschen
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D. Henschen,
User Rank: Author
11/26/2014 | 9:50:06 AM
"HCM" lingo has to go
I completely agree with these points. The dehumanizing first offense is calling this category "human capital management." It's like somebody made this up just so it could be a three-letter acronym and cost more money. Whenever a writer wants to make sure people understand, the just call them "HR apps," because everyone knows what that means. I don't mind being thought of or described as a "resource," but please don't call me "human capital." I've bought into the "HCM" TLA in a lot of my coverage of that category, but this column has me thinking I should boycott and just call them HR apps.
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