Comments for über engagement

Comment on Re-birth of the conference by Unlent 18: Talent convergence « über engagement

Unlent 18: Talent convergence « über engagement — Sat, 10 Mar 2012 11:15:20 +0000

[...] in Through The Looking Glass and Harrison Owen introduced us to the Un-conference through Open Space Technology. As I pondered what I should sacrifice for Lent I thought about what I could do more of, not less [...]

Comment on Re-birth of the conference by Unlent 17: PR v HR; for fork’s sake, make peace. « über engagement

Unlent 17: PR v HR; for fork’s sake, make peace. « über engagement — Fri, 09 Mar 2012 19:15:42 +0000

Comment on UnLent 14: Who really eats change for breakfast? by Sean

Sean — Fri, 09 Mar 2012 08:25:32 +0000

mmm…’threepenny bit’ or ‘two a penny?’ Sounds like IC is starting to lose it’s currency and value.
The thing is, IC is either a profession on its own right or its not.
If it is, then professionals with a mindset that considers the best way to engage colleagues will affect change.
If it isn’t, then the people employed to do IC tasks will always struggle to define what it is they do.

Comment on UnLent 14: Who really eats change for breakfast? by Kevin Ruck

Kevin Ruck — Thu, 08 Mar 2012 22:17:03 +0000

Internal communication and employee engagement are also two sides of the same coin. We need a three sided coin now. Would that be a threepenny bit?

Comment on Re-birth of the conference by Unlent 16: Social Media Policy for Employees « über engagement

Unlent 16: Social Media Policy for Employees « über engagement — Thu, 08 Mar 2012 22:12:17 +0000

Comment on Unlent 15: Employee Surveys; Catalysts for Communication by Sean

Sean — Thu, 08 Mar 2012 21:18:50 +0000

“The games people play”. That sounds like a great book title Kevin. The contents no doubt explaining Adult – Adult relationships and the origins of organisational rituals like surveys.

Comment on UnLent 14: Who really eats change for breakfast? by Sean

Sean — Thu, 08 Mar 2012 21:14:42 +0000

If change programmes rarely achieve set objectives because of poor communication, why do IC practitioners chose to associate themselves with failure?
Watch this space, the next thing they will want to associate themselves with is employee engagement. Oops too late. ; )

Comment on Unlent 15: Employee Surveys; Catalysts for Communication by Kevin Ruck

Kevin Ruck — Thu, 08 Mar 2012 20:48:32 +0000

Sean,

I’ve known senior managers to put pressure on internal comms people to get the response rate up for their department on the basis that the people with more moderate views are the ones who don’t do it. Or, they just want a higher response rate than other senior managers. Then they ignore what employees actually say in the survey. The games people play!

I reckon I could predict the employee engagement index score for any large organisation. It would be plus or minus 3 percentage points compared to last year.

Why pay hundreds of thousands of pounds to find out something anyone can predict and then do very little about the results?

Kevin

Comment on UnLent 14: Who really eats change for breakfast? by Kevin Ruck

Kevin Ruck — Thu, 08 Mar 2012 20:36:51 +0000

Sean,

Internal communication and change are two sides of the same coin, but objectives in change programmes are rarely achieved…because of poor communication.

The root cause of this is internal comms being thought of as something that is done when others have decided what the change is rather than something that is intrinsic to it from the start.

This is hardly surprising if you look at Kotter’s model on change, where communication seems very one-way.

Kevin

Comment on Re-birth of the conference by Unlent 15: Employee Surveys; Catalysts for Communication « über engagement

Unlent 15: Employee Surveys; Catalysts for Communication « über engagement — Wed, 07 Mar 2012 15:31:08 +0000