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Ten Ways to Love your Staff and Get Engaged


It’s 14 February and we’re all feeling pretty romantic here at Management Pocketbooks.  So let’s take a look at the way managers and employers can really love their staff

. . . without stepping over that line.

10 C’s of Employee Engagement

In their short 2006 paper in the Ivey Business Journal, University of Western Ontario researchers Dan Crim and Gerard Seijts go all alliterative on us with their ‘Ten C’s of Employee Engagement’. (Their apostrophe – not mine).

The original article bears a copyright notice forbidding posting it – but allowing individual downloads, so you will have to go searching for it yourself: it isn’t hard to find.

To summarise their ten ways:

  1. Connect
    Talk to your staff, get to know them, find out what they like, what’s important to them and what they are good at.
  2. Career
    Give your staff opportunities to develop a meaningful career.
  3. Clarity
    People need a purpose and a plan.  Give them a clear sense of what they are working for and what you expect of them.
  4. Convey
    Create two-way processes that allow you to convey ideas, inspiration and information to your staff and them to convey their feedback to you.
  5. Congratulate
    Celebrate successes by recognising them and congratulating the perpetrators at team and individual level.
  6. Contribute
    A sense that we can contribute and that our work matters to society is important to people.  Let them know how this happens.
  7. Control
    When we don’t feel in control, we get stressed.  Give as much control as you can to your people – and often more than you dare.  In return, they’ll give you their insight and commitment.
  8. Collaborate
    People like to work together, in teams, with shared aims.  Create an environment that allows and encourages it.
  9. Credibility
    You and your organisation must maintain the highest standards of integrity, so that people can be proud to be associated with you.
  10. Confidence
    High ethics instil confidence, which drives up performance standards.

Management Pocketbooks you might Enjoy

You might also enjoy my extended article ‘Resistance to Engagement’ based on The Handling Resistance Pocketbook.

. . . With lots of love

Management Pocketblog


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Handling Resistance to Engagement

Resistance to Engagement in the August 2011 Training Journal

The August 2011 edition of Training Journal focuses on the topic of engagement.  One of the most challenging aspects for managers is when they want to generate employee engagement, but encounter resistance.  Luckily, there is a Pocketbook dedicated to handling resistance.

Handling Resistance

The Handling Resistance Pocketbook

Mike Clayton, author of The Handling Resistance Pocketbook, has written an article ‘Resistance to Engagement’ that builds on the onion model described in the book, to discuss why people sometimes resist such an obviously ‘good thing’.


The book contains three versions of the model, for contexts of resistance to ideas, resistance to change and sales objections. Mike has developed a new version for this article.

Training Journal is a subscription only magazine, and access to the full article archive on their website also requires a subscription.  It is an excellent journal and, if you are a trainer or you commission training, reading it will be a valuable part of your CPD.

However, the subscription model means that any people interested in my article won’t be able to access it, so Mike has put it onto his Handling Resistance blog, in two parts…

Resistance to Engagement

People want to be engaged. They want to be treated fairly, to be consulted about what is happening, and to feel valued and supported.  Yet employee engagement initiatives often meet with scepticism, resistance and even hostility.  Why is this?  Can we understand the source of the resistance and build on this understanding to create positive ways to handle it?

Read more…

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