Big Picture Craig
I've pulled together five of my favourite employee engagement and communications articles from the previous month and put them into this summary. I share these on a monthly basis as I enjoy researching and sharing my passion for this subject. Please feel free to share this with your network if you think it will be useful for them.
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Cris Wildermuth
I love that you're doing this. Super useful. I'm intrigued by the Disney experience one, specifically this part: "If you provide your employees with remarkable moments, it is these that they will remember. These will define their employee experience. These moments of magic – the peak moments – will determine how engaged they feel with their work and your business strategy." My question - how do we reconcile that with research on the fact that negative experiences are more memorable? For example, see this article on the NY Times:
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Robin Brown robin.brown74
I think it's helpful to keep in mind the effect negative events can have when creating innovative initiatives. Keeping potential outcomes of an event in mind can help build better engagement. Case studies often showcase organizations that focus on positive actions, such as Southwest, suggesting that attention to positive activities, helps improve health, wellness and engagement. When I worked in the airport, for a different vendor, I saw Southwest employees initiating fun activities with customers, partaking in wellness events that fostered socialization, and even witnessed group huddles in which small teams recognized a positive event that occured the last time they worked.

Now imagine a manager modifying the three good-things intervention, starting weekly staff meetings by asking employees to share good events from the past week. Focusing on accomplishments, sharing positive experiences, celebrating success, and expressing gratitude and fostering a fearless organization, like Pixar, would help deprogram how people reflect on negative experiences.
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