21 contemporary employee engagement tools and concepts — david zinger - employee engagement...

8/18/2019 21 Contemporary Employee Engagement Tools and Concepts — David Zinger - Employee Engagement Speaker

1/12

22/04/2016 21 C ontempor ar y Empl oy ee Engagement Tool s and C onc epts — D av id Z inger - Empl oy ee Engagement Speak er

http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-16491/ 1/12

21 Contemporary Employee Engagement Tools and Concepts

August 13, 2013 by David Zinger (http://www.davidzinger.com/author/david-zinger/)

I recently wrote a post that was very popular on 19 antiquated employee engagement tools and concepts

(http://www.davidzinger.com/xx-antiquated-employee-engagement-approaches-contributing-to-the-age-of-anxiety-

16386/).

It is always easier to attack, criticize, or rip apart than to o㠷er suggestions and useful tools. So this post o㠷ers 21

contemporary employee engagement tools and concepts that can make a di㠷erence in employee engagement in

2013 and beyond.

The image below is the pyramid model of employee engagement (Click on the image to download a document

outlining a model demonstrating that employee engagement is never more than 10 blocks away).

http://www.davidzinger.com/wp-content/uploads/Zinger-Pyramid-of-Employee-Engagement-Booklet-Augsut-2012.pdfhttp://www.davidzinger.com/xx-antiquated-employee-engagement-approaches-contributing-to-the-age-of-anxiety-16386/http://www.davidzinger.com/xx-antiquated-employee-engagement-approaches-contributing-to-the-age-of-anxiety-16386/http://www.davidzinger.com/xx-antiquated-employee-engagement-approaches-contributing-to-the-age-of-anxiety-16386/http://www.davidzinger.com/wp-content/uploads/Zinger-Pyramid-of-Employee-Engagement-Booklet-Augsut-2012.pdfhttp://www.davidzinger.com/xx-antiquated-employee-engagement-approaches-contributing-to-the-age-of-anxiety-16386/http://www.davidzinger.com/author/david-zinger/


2/12



(http://www.davidzinger.com/wp-content/uploads/Zinger-Pyramid-of-Employee-Engagement-Booklet-Augsut-2012.pdf)

Contemporary approaches to employee engagement:

http://www.davidzinger.com/wp-content/uploads/Zinger-Pyramid-of-Employee-Engagement-Booklet-Augsut-2012.pdf


3/12



Web PageBlocked!

You have tried to access a web

page which is in violation of your internet usage policy.

URL:www.slideshare.net/slideshow/eCategory: File Sharing andStorage

21 contemporary employee engagement tools and concepts david zinger

(//www.slideshare.net/davidzinger/21-contemporary-employee-engagement-tools-and-concepts-david-

zinger) from David Zinger (//www.slideshare.net/davidzinger)

1. Viewing employee engagement as a rich experience and opportunity that will benet the employee,

organization, management, leadership, customer, and society.

2. Starting all employee engagement work by thinking about what needs to stop or end so that there is capacity

and energy for engagement.

3. Ensuring that engagement denitions and measure are inextricably woven into performance and results.

http://www.slideshare.net/davidzingerhttp://www.slideshare.net/davidzinger/21-contemporary-employee-engagement-tools-and-concepts-david-zingerhttp://www.slideshare.net/davidzinger/21-contemporary-employee-engagement-tools-and-concepts-david-zingerhttp://www.slideshare.net/davidzinger/21-contemporary-employee-engagement-tools-and-concepts-david-zingerhttp://www.slideshare.net/davidzingerhttp://www.slideshare.net/davidzinger/21-contemporary-employee-engagement-tools-and-concepts-david-zinger


4/12



4. Extending employee engagement invitations and “letting” employee engagement occur.

5. Determining the smallest most signicant thing we can do to enhance engagement and then building in

structures to ensure it happens again and again and again…

6. Co-creating our surveys with employees (yes, ask employees what questions should be asked on the survey)and o㠷ering real time feedback with the courage to face the challenges and the joy to celebrate the wins.

7. Not holding, but rather acknowledging, that we are all responsible for engagement at a certain level.

8. Using current social media tools to craft strategy and ensure everyone is on the same page by letting everyone

write on that page. I love the line from positive deviancy, “never do anything about me without me.” This

statements is especially true for all engagement work and actions.

9. Amplifying employee voice so that we can be heard by all and working together to respond to what we hear.10. Using any signs of disengagement as a trigger for a meaningful conversation with the person who is

disengaged.

11. Ensuring that engagement enriches the wellbeing and energy of the employee both inside and outside of work.

12. Recognize that engagement and e㠷ort is always under the discretion of the employee and working together to

enhance their inherent discretion for work.

13. Ensuring senior leadership knows they are employees too, and working with them to keep them fully engaged.14. Ensuring employees have their own dashboard of engagement which keeps them updated daily or even hourly.

15. People are very engaged with their smart phones so ensure we use smart phones as a primary tool for

engagement information, measurement, and intervention.

l l

David Zinger - Employee Engagement Speaker

http://www.davidzinger.com/


5/12



. e us ng to treat employee engagement wor as a a or an wagon an ntegrat ng engagement so t g tly nto

work, management, and leadership that we seldom feel the need to use the term employee engagement

anymore.

17. Making the workplace so safe that no one hesitates to sign their name to their work or their engagement

measure. We don’t foster engagement with anonymous approaches and survey invisibility cloaks.

18. Treating all performance variance conversations and interventions as engagement work rather than as another

number, tick box, form, or something to avoid.

19. Ensuring that we maximize the amount of autonomy and freedom within work and that we encourage

employees strengths to come to the surface, to shine, and to make our organization stronger.

20. Structuring work so that at the end of the day employees report that overall work is an energy gain for them not

a constant energy drain.

21. Measure less, engage more, and enthrall often.

Engage along with me, the best is yet to be.

(http://i0.wp.com/www.davidzinger.com/wp-content/uploads/speaking-of-

experts21.gif)

David Zin er is an ex ert lobal em lo ee en a ement s eaker and consultant who uses the ramid of

http://www.davidzinger.com/wp-content/uploads/Zinger-Pyramid-of-Employee-Engagement-Booklet-Augsut-2012.pdfhttp://i0.wp.com/www.davidzinger.com/wp-content/uploads/speaking-of-experts21.gif


6/12



l l l l

employee engagement (http://www.davidzinger.com/wp-content/uploads/Zinger-Pyramid-of-Employee-Engagement-

Booklet-Augsut-2012.pdf) to help leaders, managers, and organizations increase engagement.

Share this:

Print (http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-16491/#print)

Email (http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-16491/?share=email&nb=1)

LinkedIn 114 (http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-16491/?share=linkedin&nb=1)

Twitter (http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-16491/?share=twitter&nb=1)

Google (http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-16491/?share=google-plus-1&nb=1)

Facebook 26 (http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-16491/?share=facebook&nb=1)

Related

http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-16491/?share=facebook&nb=1http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-16491/?share=google-plus-1&nb=1http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-16491/?share=twitter&nb=1http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-16491/?share=linkedin&nb=1http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-16491/?share=email&nb=1http://www.davidzinger.com/wp-content/uploads/Zinger-Pyramid-of-Employee-Engagement-Booklet-Augsut-2012.pdf


7/12



David Zinger

78 Harry Wyatt Place

Winnipeg, MB Canda (http://maps.google.com/maps?z=16&q=78+harry+wyatt+place+winnipeg,+mb+canda)1-204-254-2130

http://www.davidzinger.com/employee-engagement-my-daily-discipline-of-strengths-14600/http://www.davidzinger.com/xx-antiquated-employee-engagement-approaches-contributing-to-the-age-of-anxiety-16386/http://www.davidzinger.com/21-tools-and-concepts-for-employee-engagement-18810/http://maps.google.com/maps?z=16&q=78+harry+wyatt+place+winnipeg,+mb+canda


8/12



Comments

Amanda Veinott (http://www.sirota.com) saysAugust 13, 2013 at 9:00 am (http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-

16491/#comment-6991)

David, as always, this is a great article. I want to push back on one point – # 21. I think the “easy” solution to

the misuse of surveys is for an organization to survey or measure less. However, a doctor wouldn’t simply

stop taking blood pressure readings of a patient with high blood pressure because another practitioner was

measuring how quickly the patient’s hair was growing or how many times a minute the patient blinks.

Granted, there may be a time and a place for these two ancillary measurements but the point I’m trying to

make is that, when done correctly and with the right intent and execution, surveying and measuring the

status of an organization’s engagement levels is not only good practice but it is vital to the health of an

organization. If an organization is experiencing “survey fatigue” they should seriously consider whether a)they’re measuring the right thing and b) if they’re doing anything productive with the ndings.

http://www.sirota.com/


9/12



David Zinger (http://www.davidzinger.com) says

August 13, 2013 at 9:04 am (http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-

16491/#comment-6992)

Amanda:

Fine point about measurement. I actually in some ways would like to see few measures done more often and

believe we will see in the future daily dashboards of both organizational and individual engagement coming

through our smart phones. I have always liked Walt Whitman’s line: “Do I contradict myself, very well I

contradict myself. I am large, I contain multitudes.” Thanks for the comment Amanda.

David

Amanda Veinott (@thehipocoach) (http://twitter.com/thehipocoach) says


16491/#comment-6993)

David – I think that’s an awesome idea. Real-time engagement measurement would be extremely benecial

to an organization, much like how Google uses Google Analytics to track user engagement on websites.

ll l l ll l

http://twitter.com/thehipocoachhttp://www.davidzinger.com/


10/12



Especially with the rise of big data, organizations could literally have a living, breathing measurement of

engagement. Hmm…I think we’re on to something.

David Zinger (http://www.davidzinger.com) says


16491/#comment-6994)

And perhaps at an experimental level it is not all that di‰cult with ability to create an app for iphone orandroid.

Amanda Veinott (@thehipocoach) (http://twitter.com/thehipocoach) says

August 13, 2013 at 9:22 am (http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-16491/#comment-6995)

Building apps are the easy part – it’s guring out the right “stu㠷” to include that will make it catch on for the

typical user. I love morning brainstorming sessions

http://twitter.com/thehipocoachhttp://www.davidzinger.com/


11/12



l I l

Madu (http://www.twitter.com/maduratnayake) says

October 10, 2013 at 4:01 am (http://www.davidzinger.com/21-contemporary-employee-engagement-tools-and-concepts-

16491/#comment-7065)

you create a mood-o-meter of sorts with the activity feed of your internal social platform. We use Yammer

and do sentiment analysis to do something close to a real time index

http://www.twitter.com/maduratnayake


12/12



DAVID ZINGER EMAIL : [email protected] OM

(https://www.facebook.com/davidzinger/)

(https://twitter.com/davidzinger/)

(https://www.linkedin.com/in/davidzinger/)

(https://vimeo.com/https://vimeo.com/user6322199/)(https://plus.google.com/u/0/+davidzinger/)

PHONE 204 254 2130

COPYRIGHT © 2016 · ASPIRE P RO (HTTP://MY.STUDIOPRESS.COM/THEMES/ASPIRE/) ON GENESIS FRAMEWORK (HTTP://WWW.STUDIOPRESS.COM/) · WORDPRESS(HTTP://WORDPRESS.ORG/) · LOG IN (HTTP://WWW.DAVIDZINGER.COM/WP-LOGIN.PHP)
http://www.davidzinger.com/wp-login.phphttp://wordpress.org/http://www.studiopress.com/http://my.studiopress.com/themes/aspire/https://plus.google.com/u/0/+davidzinger/https://vimeo.com/https://vimeo.com/user6322199/https://www.linkedin.com/in/davidzinger/https://twitter.com/davidzinger/https://www.facebook.com/davidzinger/

21 contemporary employee engagement tools and concepts — david zinger - employee engagement...

Documents