Links of the Week (Oct. 18-24)


Links of the Week is a selection of articles and blog posts about #EmployeeEngagement and #Millennials that were the most popular on my Twitter feed this week. I’ve added some personal thoughts and opinions to the links below as well.


Employee Engagement Is More Important Than the Customer (Entrepreneur)

Problems don’t begin with customers. They start with you and your employees. When customers expect a fantastic experience but receive a third-rate one, you can lose them forever.

We spend a lot of time discussing how to satisfy our customers and even exceed their expectations. But what about our employees? If you think about it, they’re really the first customers that you have in a business. So treating them like customers by asking for and providing feedback frequently, communicating your goals, and celebrating achievements help lay the foundation for a more engaged employee leading to a happy customer.


Why Values (Not Perks) Define Your Startup Culture (Forbes)

By defining your values and culture based on the perks you offer, you’re sending the message that your company values following the latest trends rather than a being intentional about the deeper beliefs of your company culture.

Culture needs to be at the top of the list that startups need to be aware of. Culture is built through proactive decisions and actions and if you start letting perks and salary define the “culture” of your company you start going down a slippery slope. Delivering Happiness by the CEO of Zappos is a great book to read on this topic. You can also read my summary of the book if you don’t have time to read the whole book.



How call centers can improve employee engagement (CustomerThink)

In the outsourcing field, for instance, call centers cultivate friendships among their workforce as a way to reduce stress, increase productivity, ensure employee loyalty, and reduce their attrition rates.

Call centers are difficult places to foster employee engagement due to the monotonous and often thankless tasks that agents need to complete. The article has some great ideas for call center leaders to improve engagement including initiating short talks and conversations, planning team building activities, and highlighting the need for training. I know, not revolutionary, but the intention is important. If you provide the space for agents to have open dialogue and develop relationships with others, you provide a better working environment.


The Best of Patrick Lencioni (Actionable Books)

“The biggest problem with our meetings, and meetings in general, is structure,” writes Lencioni. And his next point may surprise you. “Our problem is not that we’re having too many meetings. Our problem is that we’re having too few of them.” So, how many meetings should we be having?

This was probably the most eye-opening quote. Lencioni describes four different types of meetings that we should be having on a regular basis: 1) Daily Check-In. 2) The Weekly Tactical. 3) The Monthly Strategic. 4) The Monthly Retreat. These are great foundational meetings for managers to be scheduling in with their teams.


Notice What You See and Be a Hero at Work (Margery Leveen Sher)

I define Noticing as “mindfulness with a smile.” Being aware of what’s around you. Opening your eyes and seeing what we often miss because we are so busy checking off to-do lists and items on our calendars.

Great reminder about the importance of noticing. Noticing shows that you care about your work, your colleagues, and your company. Margery Leveen Sher describes how there are two types of things you can notice – “broccoli” or “zippers”. Read on to find out what those mean.

That’s it for the weekly wrap-up. Hope you all have a great upcoming week!


Links of the Week (Oct. 11-17)


Links of the Week is a selection of articles and blog posts about #EmployeeEngagement and #Millennials that were the most popular on my Twitter feed this week. I’ve added some personal thoughts and opinions to the links below as well.


12 Powerful Lessons You Learn at Stanford Business School (Inc.)

A large part of your role is to inspire and motivate your employees, and people will look to you for confidence,” Wyndowe says. “If you were on a plane with engine problems, you don’t want the pilot to say, ‘I am exploring a number of options and hope that… .’ You want him to say, ‘I will do whatever it takes to land this plane.'”

I really like this lesson above – Put on “the cloak” of leadership. Being the kind of guy who likes assessing all the options, I can relate to the quote above. But being a great leader is more about having others know you’ll do whatever it takes to make things a success.


Report shows flexible work options leads to higher employee engagement (Calgary Herald)

Research, presented Wednesday at a Calgary Economic Development event [by Stone-Olafson], indicated an 89 per cent increase in high engagement if the work location is flexible.

I’m really not surprised by these numbers. Earlier this year, I started a job that is completely remote with each team member working from their homes/home offices. The flexibility that I’ve gained in my life to take care of personal tasks has really made it a dream job. Obviously, I make sure to get what I need to get done completed but I feel like I have more control of my life now. And that’s one of the greatest gifts that my organization has given me through a flexible work option.


What Ants Can Show You About Employee Engagement & Customer Centricity (Business 2 Community)

Independent research shows that customer focus plays a role in employee engagement … In customer-centric cultures, two-thirds of employees are engaged, and one-in-four are fully engaged.

The ant analogy is a little misleading in the article but the insight around customer-centric companies having higher engagement scores is no joke. If you’re struggling with low engagement scores, find ways for your employees to interact with your customers and add value to your customers’ experience. Both parties will thank you for it.


You Can Now Learn to Code From Your Couch (and Be Guaranteed a Job) (Inc.)

The Flatiron School, a New York City education startup, is rolling out a new developer course. It takes about 800 hours to complete — at the pace of your choosing — and costs $1,000 per month.

This sounds like a great program. From a student perspective, the fact that 98% go onto find jobs that average a $74,000 salary is comforting. From an employer perspective, finding new hires from a program like this can guarantee better quality.

Book Summary: “Delivering Happiness” by Tony Hsieh


I’m a part of a group called the Actionable Book Club where I read a business or self-help book every month and summarize the key points. This month, I read a book about Zappos and the story of Tony Hsieh. It was an eye-opening read about the importance of culture and staying committed to the values that you believe in. Enjoy!

Delivering Happiness

Links of the Week (Oct. 4-10)


Links of the Week is a selection of articles and blog posts about #EmployeeEngagement and #Millennials that were the most popular on my Twitter feed this week. I’ve added some personal thoughts and opinions to the links below as well.


How to be a vulnerable and authentic leader (and increase employee engagement) (Chicago Business Journal)

Vulnerability in the workplace can lead to better working relationships and increased creativity with employees who are not afraid to make a mistake or don’t feel pressured to always have the right answer. It also allows employees to let go of who they think they should be and focus on revealing who they truly are.

Here are five ways that vulnerability can improve the workplace: 1. Authentic relationships; 2. Great ideas; 3. Less pressure; 4. More empathy; and 5. Team success. If you haven’t seen Dr. Brene Brown’s TED talk on vulnerability, it’s a must watch.


Millennials Aren’t Who You Think They Are, The Economist Says (Adweek)

“They curate, they consume and they create. And that’s what makes them influencers…They don’t just take on broad information, they DJ with it. They remix it and send it out.” Nick Blunden, global managing director of The Economist

This reminds me of what I’m doing with this blog. There is so much content available out there that we need more people that we can trust to curate the content. Millennials are perfectly poised to be “media curators” because of their digital fluency and interest in sharing valuable information with others.


6 Tips on Catering CRM to Millennials (PC Mag)

When it comes to customer relationship management (CRM), Gen-Y customers expect an answer instantly, anytime, anywhere, to any question, and they aren’t afraid to look for the information they crave.

Really good article about how Millennials are changing the game in the CRM world. In this age, Millennials expect companies to know all about their purchase history, likes and dislikes, and personal details. Look through the 6 Tips in the article if you deal in any way with Millennial customers. I’m sure you’ll find ways to “WOW” them in the future.


Employee Engagement Is Not The Problem (Business 2 Community)

…real employee engagement is woven into many other aspects of the organization, including leadership, culture, communication, and development. When you begin to change one of these, it creates a ripple that affects many others.

A good reminder that what we really mean by improving employee engagement is improving the culture and leadership in an organization. Easier said that done but important because throwing a “staff party” isn’t going to improve employee engagement unless there is a greater strategy around improving the culture of the organization.


Employee Engagement: 11 Years in Social Media and 11 Gifts For You (David Zinger)

David Zinger is one of the thought leaders in the employee engagement world. Lots of value in this post as he shares with us some of his resources he has built around employee engagement.

Links of the Week (Sept. 27 – Oct. 3)


Links of the Week is a selection of articles and blog posts about #EmployeeEngagement and #Millennials that were the most popular on my Twitter feed this week. I’ve added some personal thoughts and opinions to the links below as well.


Blowing up the annual performance review? Start with the yearly engagement survey (HR Morning)

Big business is falling out of love with the annual performance review. Some of the world’s most admired organizations, like Accenture, Deloitte, and most recently, GE, are eliminating traditional annual processes for evaluating employee performance in favor of “more frequent conversations.”

The annual performance review has been abandoned by more than 10% of Fortune 500 companies yet employee engagement surveys still seem to linger on an annual basis. We need to focus on how we can make engagement a more constant and timely strategy for organizations as well.


Employee Engagement Equals Employee Satisfaction, Right? Wrong. (Business 2 Community)

Encouraging employees to think of themselves as ambassadors of your brand will allow their engaging attitudes to reflect in interactions with customers.

Zappos has all of their new staff – regardless of role or title – go through 2 weeks of customer support training on the phone. When employees get a chance to embody the culture of the company and serve their customers, the more engaged they’ll be. Companies need to find as many opportunities for their staff to engage with their customers so that the staff themselves become engaged.


Millennials And Their Money: Portrait Of A Generation (International Business Times)

Economic hardships like Wooten’s have shaped millennials’ relationship with money. Following the financial meltdown of 2008, the generation developed a deep mistrust for Wall Street and its financial products. Just over a quarter of millennials own stocks, and those who do tend to invest conservatively.

Excellent article about the challenges Millennials have had since the financial crisis in 2008. High tuition fees, stagnant wages, and fewer job opportunities means this generation has become savvier than ever. Shares some insights into the “hidden millennials” who often get overshadowed by the “media millennials”.


The Top 10 Cities For Millennial Entrepreneurs (Fast Company)

The most recent index from the Kauffman Foundation found that 24.7% of all entrepreneurs were 20 to 34 years old, and those with college degrees were starting businesses in unprecedented numbers.

Very interesting to see Birmingham, AL; Boise, ID; and Boulder, CO rank as the top three cities for Millennial entrepreneurs. Providence, RI; New Haven, CT; and Buffalo, NY rank as the three worst.


Here’s What It Takes to Get a Millennial to Buy Life Insurance (TIME)

60% of millennials said it was more important to pay for expenses like Internet access, cable, and cellphones than purchase some or more life insurance.

I don’t have life insurance through work so this is something worth thinking about. I think it is a must if you’re starting a family or have young kids. Insurance companies also need to re-think the type of packages that appeal to Millennials and not be perceived as a “pushy” salesmen.

That’s the round up for this week! Come back for more next week.

Appleby College Homecoming 2015: My Chapel Service Speech

Achieving Success Through Failure

Why Students Who Fail Now Will Win The Future

Good morning! Thank you very much for having me here today. It’s a real honour to be back on the Appleby campus and be here with you.

Thank you to Dr. Carter, Reverend Lucock, and Mrs. Ford from the Alumni Relations Office for inviting me here today. I’d also like to acknowledge the alumni here for their 50th Year Reunion. What an amazing occasion… congratulations gentlemen!

It was Closing Ceremony in June, 2001. Because of the rain, we all had to move to the J.S. Gardiner arena for the ceremony. It was my second year at Appleby College and I was just about the graduate Middle 2.

Two years earlier, I had moved from my hometown in Kobe, Japan to Oakville and started my Middle 1 year at Appleby. The last couple of years had all been new territory for me. New friends, new environment, new school, new everything.

As the Closing Ceremony began to wrap up, the final part of the ceremony – the reading of the Honour Roll started. I remember the Honour Roll announcement to be an anxiety-ridden experience.

Back in Middle 2, my last name was Woschina so I literally had to wait until the very end to find out. Gorchynski, Jessani, Leung… I heard the names of my friends getting called up one by one. Until it came to – or what should have been my name – and…

Nothing. It was onto the Upper 1 Honour Roll.

I was devastated. Ashamed at myself! I looked at my mom. She looked confused. I was pretty sure she thought they must’ve forgot my name somehow.

It was a quiet ride back home. I went to my room after the ceremony and teared up. It was one of the toughest experiences at Appleby.

Failure. It’s such an ugly word and feeling. It’s one of those words that if we could avoid using… we try to at all cost. Failure means a step back from progress. Failure means that you weren’t good enough. Failure means that everyone else notices. Failure means you couldn’t live up to expectations.

It’s no wonder that culturally failure is so taboo. What’s the worst outcome for a test? Failure or, let’s just say, anything less than you or your parents expected. What’s the worst outcome for a job interview? Failure to get the job – not getting selected. What’s the worst outcome for asking your crush out on a date? Well, you might already know failure looks like for that.

But is that really true? Is failure such a bad thing? I don’t think so. In fact, I think it’s the reason why we live in a world with great inventions and ideas. It’s because of failure that we’re able to grow, and personally, the reason why I’m the person I am today.

Back in Upper School when I was a student the boys didn’t have a Softball team. Interest had ran out from the Seniors and the team was put on hiatus.

But I really wanted to play!

So I contacted Ms. Creelman who was the Director of Athletics at that time and asked her what it would take to start a softball team at Appleby. She told me I’d need to find a minimum of 10 guys to play by 4pm that day.

So that morning I rallied a handful of friends at the library -and told them I was starting a softball team and we had 6 hours to find guys for the team. Some of the guys I rallied had never even touched a baseball glove before.

At 3:50pm we all walked into the room that Ms. Creelman told us to meet at and at 3:55pm, we had our 10th player walk in. We had a team!

We also realized at that point that we needed a coach. So we literally went door to door around the school to ask teachers still in their offices to coach a softball team that had just been formed 10 minutes ago. We came across Mrs. Dodd’s office, saw her door ajar, 10 boys filled the room and pleaded her to coach us.

And Mrs. Dodd to her credit… (I’m pretty sure had no idea what was going in her office as we crowded into it) said she’d coach us.

That season we ended up making the playoffs on the last game of the year. It was incredible. And it would’ve never happened if a group guys and a couple of teachers didn’t take a chance on making it happen.

Appleby gave me a lot of opportunities to try things and take risks. And I learned valuable lessons with every opportunity. There is no better time than now to experiment, make mistakes, and take risks. You have such an incredibly supportive environment around you. And if you don’t know if there’ll be support for your idea, just ask. There’s no harm in trying and you might be surprised!

We often gloss over the failure that successful people have had in order to get where they are today.

Take Pablo Picasso, who painted more than a thousand paintings and you can probably only name three of them.

Harry, Hermione, and Ron wouldn’t even be household names for any of us if J.K. Rowling gave up after she received 12 rejections in a row for Harry Potter and the Sorcerer’s Stone.

After 10,000 failed attempts, Thomas Edison finally developed what is now the modern lightbulb.

So we know it takes failure (sometimes multiple failures) to get to where we want to go. But I think we all still have a fear of it. And I think it’s because of the unknown. We fear failure because we don’t know what happens after we fail. We often picture failure as an ending point. It’s all over when we fail… when it can really be the start of something completely new and remarkable.

Seth Godin, one of the most influential business bloggers in the world, explains our resistance to failure this way,

“I think it’s fear, and I think we’re even afraid to talk about this sort of fear. Fear of art. Of being laughed at. Of standing out and of standing for something.”

Art, according to Godin, means creating and doing something you believe in. Something you’re passionate about. Something you know that if it existed in the world, the world would be a better place.

I believe that art is in all of us. The world – or right here at the Appleby Community – will be a better place if you can bring out the best version of who you are – the one who’s not afraid of taking risks. The YOU that can bring a smile to someone’s face, the YOU that can lift up the spirits of those less fortunate, the YOU that can be the next J.K. Rowling, Malala, or Steve Jobs if you didn’t let the fear of failure stop you.

I think we sometimes hide who are because we’re afraid that others will see us. And we’re afraid of exposing that. We’re afraid of failure.

But as we’ve seen, people who take risks, and realize that failure is the price of admission, are the ones that ultimately make a dent in this world. Average is easy. The world tomorrow will be ruled by people who create remarkable stuff.

Last October, I took a personal development program in Los Angeles to work on my confidence and communication skills. One of the activities that we had to do was to go out onto the streets of Hollywood alone and ask a stranger to write down the first three impressions they had of me and sign their name next to the first impressions.

I was pretty nervous. Even as an introvert, I generally enjoy engaging people in conversation but to stop a stranger in the middle of one of the busiest streets in America and ask them for their first three impressions of me was terrifying.

What if someone got annoyed at me? Angry even? What if a cop stopped me to ask me what I was doing? What if someone wrote something particularly mean or nasty? How would I cope with that rejection?

Over the course of two hours on the street, I collected 20 signatures. And to my surprise, the top three comments I received were Friendly/Nice with 12, Funny with 8, and Outgoing with 4. My highlight was actually having an actor dressed as Captain Jack Sparrow from the Pirates of the Caribbean come up to me and write “very cool, clean cut, and handsome” as his first impressions of me.

The whole point of that activity, as our coaches explained afterwards, was to shake off the fear of rejection. By putting us into a situation where we were confronted with that possibility – in a really public space – we realized that the “other side” of rejection wasn’t too bad!

Yes, I had some people walk past me or ignore me but the confidence I gained from the majority of the people that had something nice to say about me made it worth facing the potential rejection. We put too much stock into failure and rejection that we diminish the benefits of the success or learning experience that we gain from giving it a shot.

So how do we make this actionable? How do we implement failure and learning from them more regularly in our lives? Here are three ideas that I’d like to share with you.

#1 – Don’t Blame Others (Take Responsibility)

There are so many situations and circumstances that may cause you to fail. The noisy neighbour’s dog keeping you up at night, the classmate that didn’t do his part for a project, the family emergency that pulled you away from completing the assignment.

Whatever the case might be, you ultimately have to take the responsibility. When you become the owner of your actions, you take responsibility for the learning experience. You can think about how you could’ve done things differently to avoid the same mistakes next time.

Next time, you can go over to the neighbour and mention the noisy dog, you can set better expectations with your classmate to help him complete his part of the project, or you could’ve have built in more buffer time for an assignment knowing that some sort of emergency can come up anytime.

When you take responsibility, you take responsibility for your life. People will respect you for it.

#2 – Daily Reflection (Putting Learning First)

I use a service everyday called TalkSpace where I have unlimited access to text or leave a voice message with a licensed therapist. I report to her about how my day went and go through a list of six questions and rate myself on a scale of 1 to 10. Here are the six questions I ask myself:

1. Did I do my best to set clear goals today?

2. Did I do my best to make progress toward my goals today?

3. Did I do my best to find meaning today?

4. Did I do my best to be happy today?

5. Did I do my best to build positive relationships today?

6. Did I do my best to be fully engaged today?

And we talk through them… without judgment. Somedays I do better and somedays I don’t. And there’s a reason why I start each question with “Did I do my best…” because it’s not about the result but about the effort I took to become a better version of myself that day.

Daily Reflection is about putting learning first. When you get the opportunity to reflect, you put things into perspective. The challenges you experienced that day make a little bit more sense. You develop compassion for yourself for mistakes you might’ve made.

If you can’t pay for a service like TalkSpace, find someone who is interested in spending a few minutes everyday to reflect or write in a journal. Both are fantastic alternatives.

#3 – Give Yourself Permission to Fail

Instead of looking at all situations as all or nothing. Win or lose situations. Give yourself permission to think of situations or challenges as a learning experience. Keep yours eyes open for new ways your could’ve prepared or executed. And above all, be okay if you do fail. It’s the learning that counts.

Over my career so far I’ve had to opportunity to work at a microcredit bank in Africa, led students on life-changing volunteer trips at Me to We and Free The Children, and worked at a leading billion-dollar technology company. And every single experience has taught me something new. I’ve had many failures like being passed over for a promotion not knowing exactly what I wanted to do in my life. But I want to assure you, the pain? the disappointment? It passes. You move on. And, as long as you learn from them, you get better.

At the company that I work for now, called Actionable Books, we’re changing how organizations learn and develop through bite-sized learning workshops. We have a small team of 8 people and we just received $2 million dollars in investment to help us grow our organization. It’s scary but exciting. We know there are going to be mistakes and failures that we’ll make along the way. But I know that I’ll be applying every lesson I’ve learned starting from here at Appleby to do my best to make it success.

Today’s special service is called the Founders Service. And it’s a tribute to the thousands of students who have passed through this very chapel and hallways of this school. A school that has been built on the genuine passion and energy of students and faculty who believe in the power of learning, character, and community.

This school, our school, is the school it is today because of those who have passed here before us. Let’s honour their legacy by living true to our school motto “Nec Temere, Nec Timide” – “Neither rashly nor timidly”. I challenge you all today to bring your art – your genuine passion and energy for something you believe – and don’t let the fear of failure get in your way. It’ll be the greatest tribute you can give to the generations of students who have come before us and help you build your own foundation during your time here.

Thank you.

Links of the Week (Sept. 20-26)


Links of the Week is a selection of articles and blog posts about #EmployeeEngagement and #Millennials that were the most popular on my Twitter feed this week. I’ve added some personal thoughts and opinions to the links below as well.


Great employee engagement starts as soon as the hire is made (Canadian Business)

A study published in the Academy of Management Journal found that the first 90 days on the job are crucial. An employee who isn’t trained, lacks support or feels socially isolated isn’t likely to stick around.

Highlights of some of the key best practices that Achievers has in place to onboard new hires. I particularly like the mentorship system they have for new hires and the 30-60-90 day surveys to find out how they are feeling about the new job.


Millennials Are The Workforce: A Plea For Present-Casting (Forbes)

How do we best recruit, engage, and motivate millennials? By insisting on excellence, and appropriateness, and functionality. There’s not much new about this, except in the most simple imperatives: we must be digital, social / mobile; agile; inclusive; and stop wasting time asking ourselves the if questions.

Millennials, the largest generation in the workforce, are making digital fluency and an expectation of transparency among their leaders the new normal.


Generation Disappointed: Millennials Want More From Politics (NPR)

“Young people tend to be the most optimistic, the least angry and openly hostile toward the political system or either of the political parties,” said Michelle Diggles, an analyst with the center-left think thank Third Way. “I think mainly they’re just shaking their head being turned off by some of the antics.”

In Canada, we’re also going through an election cycle and hearing about the scandals and corruption charges among politicians of all stripes lessens my confidence in our leadership. No wonder Millennials are feeling disappointed by politics these days.


Boomers Take a Lot Out of Social Security and Medicare, but Millennials Will Use Them Even More (Time)

a new report from the Urban Institute says that if government continues to pay its current commitments, a married millennial couple stand to receive roughly twice as much as their parents got. On average, the young couple will get $2 million in Social Security and Medicare benefits, adjusted for inflation, during their lifetimes.

This was a surprising headline since I don’t expect to receive much social security support when I retire. The article points out that despite the higher numbers in the future, the expenses that young people are paying during their 20s, 30s, and 40s due to program cuts make it tougher for them in their younger years.


Why Right Now Matters (Ari Meisel)

RIGHT NOW may not always be convenient or easy – in fact, in the short term it can increase stress – but, in the long run, it’s far better for your mind and body than habitual procrastination.

I like to practice David Allen’s 2-minute technique (i.e. complete any task in the moment if it’ll take less than 2 minutes) and Ari’s article provides some more rationale on why it’s important to get as many tasks done right now.


That’s the round up for this week! Come back for more next week.

Book Summary: “Triggers” by Marshall Goldsmith


I’m a part of a group called the Actionable Book Club where members read a business or self-help book every month and summarize the key points. This month, I read a book about adult behaviour change called Triggers by Marshall Goldsmith. Check it out at the link below!


Links of the Week (Sept. 13-19)


Links of the Week is a selection of articles and blog posts about #EmployeeEngagement and #Millennials that were the most popular on my Twitter feed this week. I’ve added some personal thoughts and opinions to the links below as well. It’s a relatively short list this week – enjoy!

Employee engagement confusion still reigns (HR Magazine)

There’s no doubt there’s inconsistencies in what “employee engagement” means to different organizations. I like the phrase “employee experience” – as suggested by a speaker at the debate this piece mentions. Employee experience can be explained more like “customer experience” where you discuss how you want the employee to feel from start to finish working at your company.

When Recruiting Millennials, Don’t Forget About The Money (Procurement Leaders)

One of the key findings: Millennials, contrary to popular belief, are just as motivated by salary as everyone else. The finding confirms results from some other surveys, such as you’ll find here and here.

I don’t think Millennials are much more different from other generations. We still want to be paid a fair salary to cover our expenses. We do expect more from the companies that we work for but that’s because we have more career options than any time in the past.

That’s the round up for this week! Come back for more next week.

Links of the Week (Sept. 6-12)

Links of the Week is a selection of articles and blog posts about #EmployeeEngagement and #Millennials that were the most popular on my Twitter feed this week. I’ve added some personal thoughts and opinions to the links below as well. Enjoy!

6 Keys to Employee Engagement During Times of Distraction (Entrepreneur)

What We Call Employee Engagement Is Driving Me Nutty (David Zinger)

Couldn’t agree more with David on this one. One bar night does not create culture in a company. I like his definition around employee engagement: “Good work done with others every day.”

A new model for employee engagement (Deloitte)

This is a mammoth study from Deloitte. I plan on writing a dedicated blog post on this. Stay tuned…

It’s Time To Rethink The ‘Employee Engagement’ Issue (Forbes)

“78% of business leaders rate retention and engagement urgent or important.” Some interesting insight in the article around why people leave companies as well.

Friends at Work? Not So Much. (New York Times)

“In 1985, about half of Americans said they had a close friend at work; by 2004, this was true for only 30 percent.” Great article on the importance of friendships at work.

Raise Employee Engagement via Encouragement (seattle pi)

How the Seattle Seahawks use “appreciative inquiry” in their organization to create a positive, productive culture.

San Antonio-New Braunfels Leads U.S. in Employee Engagement (Gallup)

That’s the round up for this week! Come back for more next week.