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The Six-Factor Employee Engagement Model

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Here's a video where you can learn about our Six-Factor Employee Engagement model. It’s the result of five years of field research, learning from experts, and presenting findings to practitioners. We field-tested it, created practices, modified them, and measured results. Now I’m happy to share these ideas with others.

When employees are engaged, they’re so committed to their work and workplace that they’re willing to give...

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Infographic: Ten Ways to Engage

Employee engagement is the ability to be motivated, dedicated, and emotionally connected to your work and workplace so you give your best, discretionary effort. Engagement doesn't happen by chance - it takes intention and effort. But you can strengthen your workplace.

Here's an infographic on ten ways to engage employees:

Do you like this infographic? You can download the full size version.

 

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Why Engagement is Not Something You Do, It’s Something You Are

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Last week we shared our six-factor employee engagement model to leaders at Penn State. This is the result of more than five years of research and development while I was leading human resources at EnergyCAP, consulting with other organizations, studying the experts on engagement, and building a comprehensive employee engagement program.

I believe this work matters greatly because:

  • there is majority disengagement among workers
  • the national engagement rate...
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The Danger of a One-Time Strengths Event—and a Solution

Over the last five years, I’ve led hundreds of training events, mostly around CliftonStrengths®. Usually, the idea for an event begins with team leaders wanting to do something for their team.

Maybe there’s a team retreat coming up, or there’s a team problem to solve, or they want to offer professional development, or they’ve heard of the CliftonStrengths assessment (formerly StrengthsFinders®).

Different reasons have brought them to me, but most events end the...

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The Permissible Disease of the Workplace

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In our previous blog we discovered that although it was easy to blame the Great Resignation of employees on the pandemic, that wasn’t the actual cause. The real cause of the unprecedented numbers of employees voluntarily leaving their workplaces was employee disengagement. Now that workplaces are returning to normal (albeit a new normal), should they be concerned about employee disengagement?

According to Gallup, only 34% of American employees are...

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The Real Cause of the Great Resignation

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You’ve probably heard of the Great Resignation, which refers to the unprecedented number of American workers who resigned from their jobs during the pandemic. Maybe your organization lost employees during this time or maybe you left yourself. If you did, you’re in good company—I did too. But what you may not know is what really caused the Great Resignation.

According to the US Bureau of Labor Statistics, more than 4 million people...

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Why CliftonStrengths + PathwayU Are A Winning Combination

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CliftonStrengths® isn’t supposed to be used for job selection, but what if you’re looking for that kind of direction? That’s where PathwayU comes in. CliftonStrengths can tell you what you’re good at, while PathwayU can predict possible pathways for fulfillment and impact. Together, CliftonStrengths and PathwayU are a winning combination.

What is CliftonStrengths?

CliftonStrengths is a talent...

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The Assessment that Scientifically Predicts Pathways to Your Calling

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How do you know which paths to take for greater meaning, purpose, and joy in your calling? Introducing PathwayU.

PathwayU is a platform that uses predictive science to help you discover which paths could create more purpose, meaning, and joy in your life and work. Think of it as a calling assessment, possibility finder, job hunter, coaching tool, and educational resource rolled into one platform.

It is awesome and we’re providing it free-of-charge.

PathwayU...

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Four Stages of Psychological Safety

In our last post, we answered, “What is Psychological Safety?” and we followed it up with a webinar on the topic. During the webinar, we asked attendees to rate their current level of psychological safety at their workplace from 1-5 with 5 being the highest.

What would you say about yours?

For our webinar attendees, the average response was 3. If this was a test, the score would be 60%, a grade of D.

One of the definitions we highlighted comes from Dr. Timothy R. Clark, who says ...

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What is Psychological Safety?

How open do you feel to take a risk at work? Are you afraid that if you make a mistake you’ll be embarrassed or rejected? How much do you trust the members of your team?

According to experts, questions like these help to measure a critical aspect of a healthy workplace—psychological safety. But what is psychological safety? Let’s look at what two experts say.

In 2012, Google was curious about what made a successful team, so they created “Project Aristotle” to...

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