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Casual Articles - Career Success Through Engagement at Work
When viewers associate a name, slogan or a design with a product/ service, it marks the formation of a brand. The degree of brand recognition being induced by such name/ mark henceforth determines the popularity of a brand. However, the transformation of a name/ mark to a brand takes time. Brand recognition is a process that is not built overnight. It is created with continued use of such products or services along with advertising and media promotions. A brand is a recognizable symbol that relates to a particular product/ service and creates a certain degree of anticipation around it. The representation of brand particularly plays a major role in def
• In the last year, have you had opportunities at work to learn and grow?
While these questions may seem rather basic, Q12 has created quite a stir in the human resources community. Consider an environment in which an employee and his or her manager have discussed these questions. Just airing them provides an atmosphere of trust, open conversation and a forum for addressing issues directly that often impede productive work.
Hiring for content and context
There are two important factors in any job: the content of the work (what the em
Online work at home jobs is a new trend, and this new work trend is growing day after day. Many people are looking for a better and new lifestyle. With the internet today is possible to work from home and enjoy more time with the family.With Online work at home jobs you can be your own boss, you decide if you want to work part time or full time, basically you decide how and when you want to work. The most important advantage is the flexibility and the freedom that online work at home jobs can offer to you.There are numerous online work at home jobs available, there are also many no fees online work at home jobs, but you need to b
Curious about what the workers were doing, the traveler approached the first worker and asked, “What are you doing with these stones?” Without hesitation the worker quickly responded, “I am a stone cutter and I am cutting stones.” Not satisfied with this answer, the traveler approached the second worker and asked the same question. The second worker paused for a moment and explained, “I am a stone cutter and I am trying to make enough money to support my family.”
The sojourner then asked the third worker, “What are you doing with these stones?” The third worker stopped what he was doing, bringing his chisel to his side. Deep in thought, the worker slowly gazed toward the traveler and shared, “I am a stone cutter and I am building a cathedral!”
This story has been told in many variations, yet it highlights the situation employers face each day in every organization: How are you going to engage your employees in their work so that they are intrinsically motivated?
Worker engagement basics
Seven years ago, The Gallup Organization created an opinion-based tool that identifies and measures elements of worker engagement most powerfully linked to improved business outcomes — sales growth, productivity, customer loyalty, and more.
To identify the elements of worker engagement, Gallup conducted hundreds of focus groups and thousands of worker interviews in all kinds of organizations, at all levels, in most industries and in many countries. From these inquiries, researchers pinpointed 12 key employee expectations that, when satisfied, form the foundation of strong feelings of engagement. The result was a 12-question survey in which employees rate their response on a scale of one to five. These are Gallup’s 12 questions, known as “Q12”:
• Do you know what is expected of you?
• Do you have the materials and equipment you need to do your work correctly?
• Do you have the opportunity to do what you do best every day?
• In the last week, have you received recognition or praise for doing good work?
• Does your supervisor, or someone at work, seem to care about you as a person?
• Is there someone at work who encourages your development?
• Do your opinions seem to count?
• Does the mission/purpose of your company make you feel your job is important?
• Are your fellow employees committed to quality work?
• Do you have a best friend there?
• In the last six months, has someone at work talked to you about your progress?
• In the last year, have you had opportunities at work to learn and grow?
While these questions may seem rather basic, Q12 has created quite a stir in the human resources community. Consider an environment in which an employee and his or her manager have discussed these questions. Just airing them provides an atmosphere of trust, open conversation and a forum for addressing issues directly that often impede productive work.
Hiring for content and context
There are two important factors in any job: the content of the work (what the em
“But we’ve always done it this way.” “We’ve tried other things and they don’t work.” Sound familiar? This is the theme song of many companies and their managers. New and innovative methods shake the status quo and threaten comfortable patterns of thought. Looking at individual problems and processes in new ways is a start but to truly bring development and innovation to your business you have to look at everything in a new light—a critical light.Reflective skepticism is defined as approaching every element of a process as if you were starting from scratch. With no established protocol to follow you have to create from the ground up. A cr
This story has been told in many variations, yet it highlights the situation employers face each day in every organization: How are you going to engage your employees in their work so that they are intrinsically motivated?
Worker engagement basics
Seven years ago, The Gallup Organization created an opinion-based tool that identifies and measures elements of worker engagement most powerfully linked to improved business outcomes — sales growth, productivity, customer loyalty, and more.
To identify the elements of worker engagement, Gallup conducted hundreds of focus groups and thousands of worker interviews in all kinds of organizations, at all levels, in most industries and in many countries. From these inquiries, researchers pinpointed 12 key employee expectations that, when satisfied, form the foundation of strong feelings of engagement. The result was a 12-question survey in which employees rate their response on a scale of one to five. These are Gallup’s 12 questions, known as “Q12”:
• Do you know what is expected of you?
• Do you have the materials and equipment you need to do your work correctly?
• Do you have the opportunity to do what you do best every day?
• In the last week, have you received recognition or praise for doing good work?
• Does your supervisor, or someone at work, seem to care about you as a person?
• Is there someone at work who encourages your development?
• Do your opinions seem to count?
• Does the mission/purpose of your company make you feel your job is important?
• Are your fellow employees committed to quality work?
• Do you have a best friend there?
• In the last six months, has someone at work talked to you about your progress?
• In the last year, have you had opportunities at work to learn and grow?
While these questions may seem rather basic, Q12 has created quite a stir in the human resources community. Consider an environment in which an employee and his or her manager have discussed these questions. Just airing them provides an atmosphere of trust, open conversation and a forum for addressing issues directly that often impede productive work.
Hiring for content and context
There are two important factors in any job: the content of the work (what the em
Career transitions are stressful, especially if you have little experience dealing with them and don’t know how to leverage the stress they present to your future career advantage. Whether your employment loss was your choice or someone else’s, unavoidable feelings of anxiety and panic can prevail. If you find yourself in a career transition, you need to understand your own stress “profile” to minimize its potential negative interference with your daily life and personal health.Understand What “Stress” Is for YouSelf awareness of your own stress symptoms is a critical first step in dealing with a career transition. You need to kn
To identify the elements of worker engagement, Gallup conducted hundreds of focus groups and thousands of worker interviews in all kinds of organizations, at all levels, in most industries and in many countries. From these inquiries, researchers pinpointed 12 key employee expectations that, when satisfied, form the foundation of strong feelings of engagement. The result was a 12-question survey in which employees rate their response on a scale of one to five. These are Gallup’s 12 questions, known as “Q12”:
• Do you know what is expected of you?
• Do you have the materials and equipment you need to do your work correctly?
• Do you have the opportunity to do what you do best every day?
• In the last week, have you received recognition or praise for doing good work?
• Does your supervisor, or someone at work, seem to care about you as a person?
• Is there someone at work who encourages your development?
• Do your opinions seem to count?
• Does the mission/purpose of your company make you feel your job is important?
• Are your fellow employees committed to quality work?
• Do you have a best friend there?
• In the last six months, has someone at work talked to you about your progress?
• In the last year, have you had opportunities at work to learn and grow?
While these questions may seem rather basic, Q12 has created quite a stir in the human resources community. Consider an environment in which an employee and his or her manager have discussed these questions. Just airing them provides an atmosphere of trust, open conversation and a forum for addressing issues directly that often impede productive work.
Hiring for content and context
There are two important factors in any job: the content of the work (what the em
When searching for a job, you must begin with the end in mind. Job placement success does not happen by magic, but by making smart, strategic moves to make sure you find the right fit for your interests and abilities.This is especially important when looking for a part-time job, because whether you’re working to get initial experience, for a little extra cash, or to re-enter the job market, you want a job that you can do and do well; and you want some level of satisfaction from it. Whatever your reason for seeking a part-time job, there are a couple of general ideas to keep in mind during the stages of the job search process.
• Do you have the materials and equipment you need to do your work correctly?
• Do you have the opportunity to do what you do best every day?
• In the last week, have you received recognition or praise for doing good work?
• Does your supervisor, or someone at work, seem to care about you as a person?
• Is there someone at work who encourages your development?
• Do your opinions seem to count?
• Does the mission/purpose of your company make you feel your job is important?
• Are your fellow employees committed to quality work?
• Do you have a best friend there?
• In the last six months, has someone at work talked to you about your progress?
• In the last year, have you had opportunities at work to learn and grow?
While these questions may seem rather basic, Q12 has created quite a stir in the human resources community. Consider an environment in which an employee and his or her manager have discussed these questions. Just airing them provides an atmosphere of trust, open conversation and a forum for addressing issues directly that often impede productive work.
Hiring for content and context
There are two important factors in any job: the content of the work (what the em
Publicity is a great way to reach a lot of people with a limited budget. The key is to have a message that is newsworthy, which obviously changes all the time. Years ago it was enough to launch a new website. Nowadays that’s too common. As I’m writing this, there’s a 12-year old girl making news because of an experiment she conducted for her school’s science fair: she had fast-food ice samples tested for bacteria and compared those test results with samples of toilet water from those same fast-food restaurants (about 30% of the ice samples had more bacteria in it than the toilet water).Besides ordering your next soft drinks sans ice, this illus
• In the last year, have you had opportunities at work to learn and grow?
While these questions may seem rather basic, Q12 has created quite a stir in the human resources community. Consider an environment in which an employee and his or her manager have discussed these questions. Just airing them provides an atmosphere of trust, open conversation and a forum for addressing issues directly that often impede productive work.
Hiring for content and context
There are two important factors in any job: the content of the work (what the employee does specifically) and the context in which this work is accomplished.
Many employers hire for content, with much of the interview focused on whether or not the potential employee is capable of doing the activities that make up the majority of the job. Yet many potential employees come to the employment interview wondering whether this organization will provide a positive environment in which they can do their work.
As organizations face their very survival today, whether an employee is engaged often gets put to the sidelines. However, nothing can be more important to the organization and the individuals within it.
Companies using Gallup’s Q12 have seen a direct correlation between worker satisfaction and their bottom line. Engagement process requires employee, employer involvement It doesn’t matter whether your organization has a formal program designed by Gallup. No matter who you are or where you are in the organization, you can begin to focus on the important issue of providing a meaningful work environment. Employee engagement requires both employer and employee involvement.
As a manager, you can explore the questions underpinning Gallup’s Q12 with your team. A good way to set the stage for this discussion would be for all to read the book First Break All the Rules: What the World’s Greatest Managers Do Differently, by Marcus Buckingham and Curt Coffman. The authors are members of The Gallup Organization and have closely aligned their methods to Gallup research.
If you would like to engage your manager in a discussion of improving the context in which you operate, raise the Q12 questions at an appropriate meeting time. You might even clip this article and put it on his or her desk with a note suggesting that you want to talk about these issues. It is time to confront bringing the greatest satisfaction and meaning to your work. Like that stone worker who sees his work as part of a much larger purpose, you can feel the satisfaction of leaving your mark every day in your job.
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