The Social C-Suite By Dan Pontefract for CLO Magazine Among the 47,361 employees surveyed in 120 countries worldwide, Gallup – a research-based performance-management consulting company – pegs the percentage of employees who are engaged at 11 percent. In Canada employee engagement creeps up to 20 percent and in the United States it’s slightly better at 28 percent. BlessingWhite, a competitor to Gallup, indicates only 33 percent of North Americans and 30 percent of European-based employees are in fact engaged in their place of work. To be engaged – whether for Gallup, BlessingWhite or any other HR consulting firm – is for an employee to feel a part of the organization, like she wants to go the extra mile, is willing to stay and will recommend
executives Archive
I recently took in the film Waiting for Superman. It’s a real eye-opener to the travesty that is K-12 education in the United States. Go see it. That stated, the following thoughts entitled “Waiting for Superexecutive” is a call to action for executives to get on the Enterprise 2.0 bus inside of their organizations, if they haven’t done so already. Although I am focusing the opportunities listed below on the tools of Enterprise 2.0, the pro’s and con’s associated with each indicate how culture, engagement and business results could be impacted. (ie. the link between Enterprise 2.0 and Leadership) Opportunity Pro (if you do) Con (if you don’t) Micro-blogging You demonstrate openness Cool factor / human factor Quick insights into your brain for