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Employee Recognition – Easy to Say, Hard (it seems) to Do

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013.

Victor Lipman photo

Victor Lipman shares our frustration at the neglect of employee contribution by superiors.

Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern.

Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Managers are not directed to find reasons to praise employees. They are tasked with generating results, and there is always pressure to achieve them. In a stressful environment, it takes discipline to stop, find results worthy of a “thank you” for each employee, and take the time to deliver it in a meaningful way (not rushed, or forced, or insincerely). Lipman asked readers to share their thoughts about why managers fail at performing what seems to be such a simple act, and their responses are worth reading.

Managers are too tied up trying to please superiors to reserve time to forge deep professional bonds with subordinates.

Too many managers don’t see the need to praise people for “doing the job they are paid to do.”

Senior managers give lip service to making employee recognition a powerful motivating tool, but default to “results speak louder than words” when doling out praise.

Managers try to maintain an evenhanded approach to all employees, which causes them to be stingy with praise to prevent the appearance of favoritism, rather than being too generous with praise. This is understandable, but achieves little good: Employees have a pretty good idea which employees deserve praise for what actions, and the connected manager should be able to spot and recognize those actions without appearing to favor one person over others.

Organizations leave managers little time to work closely with their troops. Managers sit in a lot of meetings that seem to exist simply to justify the existence of each level of management.

Supervisory ranks have been thinned to the point where managers cannot get to know all the people under their charge, especially if they are being dragged into too many projects because there are fewer people to lead the projects. This is self-defeating: Employing fewer supervisors leads to less engagement and lower productivity, which eats up all the savings gained by operating with fewer supervisors.

How may we help team CTAAll of these challenges are understandable, but the simple fact of saying “thank you” for a job well done should not be so hard for managers to fit into their day. Figure out how to get that done, and you will be surprised how much of an impact on productivity you will have (which could be career enhancing, so this looks like a win-win!)

Spend the rest of the month figuring out how to make it a habit to spend quality time with subordinates every working day.

Here’s a thought:

  • Beg out of one meeting a week with peers and superiors that you would otherwise feel obligated to attend.
  • Tell the truth: You committed to a meeting with your team that you hope will positively impact productivity, and you cannot let them down.
  • Ask the person who invited you what it was that they wanted you to contribute to the meeting, and promise to get that input to him or her ahead of time.
  • If they say “nothing specific, just thought it would be useful to have you there,” then you may have found the perfect meeting to drop from your schedule!

Please do let us know if this approach works out. Eliminating extra meetings by submitting input via e-mail or memo should be a goal anyway, and will get you that extra time you need to better engage your team in your mission.

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Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Google Survey Connects Workplace Flexibility to Morale – No Surprise There!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Employee Engagement is a Two-Way Street

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

You Will Not Engage Every Employee – Nor Should You

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Make August Your Personal Rejuvenation Month

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

The Unbiased Opinion is a Myth. Discard It.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Time to Act Civilly at Work? Professor Porath Says It Pays Off.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

When Motivating Employees, Do Words Get In the Way?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

How to Sell Senior Executives on the Value of Talent Development

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Temporary Project Teams Need Scaffolding to Work Well

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

To Manage or To Lead – That is the Question

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Break Conversational Habits to Break Out of Ruts

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Schedule that “Thirdly Review”!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Make Spring Fever a Productive Force at Work

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Change Happens Inside Out – Driven By Middle Managers

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Hiring Outsiders Costs Money. Save it by Investing in Human Development.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

How Quickly Does Your Culture Sub-Optimize New Talent?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

How Do You Fix a Jerk at Work?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Valentines Day Marks the Halfway Point in Q1 – How Are Your Leadership Resolutions Fairing?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

More Grist for the “Why Are Employees Not Engaged” Chat Mill

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Dave Tighe Joins Writers on LinkedIn as Employee Engagement Expert

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leadership Tips for Kicking Off 2015

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

In 2015 Employee Engagement Will Look Like It Did in 2014…and 2013…

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Employee Engagement Must Address Professional and Personal Performance Factors

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

January Leadership Advice Deluge has Begun! Resist the Urge to Read It All.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

McKinsey Offers Evidence: Senior Executives Still Struggle With Leadership Habits

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Happy Holidays from Bovo-Tighe!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

2014 is Done – Time to Kick-Start January

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Sweat the Small Stuff Says Rory Sutherland in a TED Talk – This is What Bovo-Tighe Does for You

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Happy Thanksgiving from Bovo-Tighe

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Just Twenty Working Days ‘Till Christmas – What Can You Get Done???

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Defend Human Development Investments Strategically

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Be Great to Work With

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leaders Must Still Manage. You Don’t Get Off That Hook!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

It Takes Time to Change Employee Habits – And Lots of Support.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Misguided Advice from Monster about Aspiring to a Leadership Role

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Honda Waigaya and Outward Bound – Lessons in Patient Leadership

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Master the Art of Questioning (and Listening) to Better Raise Productivity

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Kick-Start Your Team’s Productivity Push for Autumn

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leaders Master the Art of Questioning to Raise Employee Engagement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Halogen Software Offers Sample Comments for Performance Reviews. We Disapprove!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Asking Silly Questions Makes You Smarter

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Employee Engagement is Personal, So Personalize Your Approach

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Maslow’s Hierarchy and Employee Engagement – Make the Connections!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

The Case of the Market Basket CEO – Leaders Who Care Get Strong Employee Support

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leaders: Spend More Time Leading People and Less Time Doing Stuff

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Take Steps to Run Better Meetings – Walk While You Talk

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Confident Leaders Keep Arrogance at Bay With a Dose of Humility

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Employee Engagement is Really Simple – But Does Take Energy and Focus

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Great Leaders See Themselves as Others See Them – And Engage Better

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Sayonara June! Hola July! Time for Mid-Year Resolutions.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leaven Your Positive Leadership Outlook With Real-World Negativity – Pursue the Truth!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Reset Your Leadership Mindset for the Next Six Months

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Great Leaders Make Life Better for Their Followers

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Defend No Process – Defend the Mission Against Old Processes

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

How to Maintain Workplace Productivity During the Summer Vacation Season

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

A More Productive Mindset for Work in Six Steps

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

A Great Set of Productivity Tips – Read This Instead of Facebook at Lunch Today

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Honor the Last Full Measure of Devotion on Memorial Day

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

As a leader, you will get angry – How you handle that anger is critical to team productivity

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Middle Managers Can All Lead – If You Show Them How

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Never Assume: Pursuit of Truth Makes Decision-Making Better

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

The Last Mile of Employee Engagement is the Hardest to Travel

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

We Love the Energizing Month of May

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Transformational Leadership Skill Spring Shape-Up

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Still Pushing Employees to the Brink: A bad habit from the Great Recession.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Toyota Agrees: Machines Don’t Innovate – People Do.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leadership Development Gaps Expose a Lack of Strategic Commitment

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

“Overnight” Organizational Change Takes Great Long-Term Leadership

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

A “Lucky Seven” Set of Tips for the Freshly Minted Leader

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Does Your Online Presence Promote You?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leaders Don’t Pick Winners: Develop All of Your Team Members

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

May the Wind be at Your Back this St. Patrick’s Day

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leadership Lessons for the Ides of March

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Our Foundations of Excellence Refresher

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Great Conversations Build Employee Engagement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

i4cp Research Isolates Six Key Employee Engagement Factors

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Tap Untapped Talent You Have Already Hired

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Each Great Leader is Unique, But They All Engage

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe Supports Shell in Launch of New Gulf Platform

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Annual Performance Reviews Should be the Icing not the Cake

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Resources We Rely On for New Ideas about Employee Engagement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Machines Don’t Innovate: People Do.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Hide From Your Manager to Get More Done!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leadership Quotes to Get Your Mind Set for February

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leadership Development Does Not Have to Cost an Arm and a Leg

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Brooke Bovo at TTI Winter Conference: Love Your Clients, Not Your Expertise

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Why Does Leadership Development Fail to Create Great Leaders?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

New Year Resolution: Make a Habit of Your Productive Mindset

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

OSHA Discloses Most Common Workplace Hazards – The List Remains the Same

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leadership Lessons from Scrooge and the Grinch

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Merry Christmas from Bovo-Tighe

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

McKinsey Highlights Slow Adoption Rate for Intra-Company Social Networks

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Holiday Employee Gifts that Cost Little More Than a Bit of Your Time

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Books to Inspire Great Leaders Include Goodwin’s “Team of Rivals”

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

A Culture of Agility Requires a Commitment to the Pursuit of Truth

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Lean Manufacturing Demands Fully Engaged Employees

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Happy Thanksgiving from Bovo-Tighe

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Rob Markey of Bain and Co.: Employee Engagement Rocks!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Flexible Job Schedules Can Win Employee Loyalty

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Employee Engagement a Strategic HR Imperative for 2014

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Maintaining Work-Life Balance During the Holidays

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

The Paradox of Employee Engagement: It Works Yet Few Companies Try

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Remember Veterans on Veterans Day with a Heartfelt Thank You

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Defuse the Gunpowder Barrel with Sustained Employee Engagement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Happy Halloween from Bovo-Tighe!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Minga Foundation Ups Productivity by Raising Awareness of Personal Motivators

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

How Pessimists Keep Optimists in the Black

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Gallup Employee Engagement Results Not Budging

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Stop Being Nice at Work? Not So Fast!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Aberdeen Report Finds Competitive Advantage for Companies that Improve Hiring Processes

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Three Leadership Tasks That Unleash Team Productivity

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

What Prevents Teamwork From Adding Value?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

How Can You Make a Vacation From Work Truly Stress-Free?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Time Off is Restorative – Organizations that Don’t Encourage It Lose Out

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Have Employees Track Their Own Successes to Raise Engagement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

A Quick Cost/Benefit Analysis of Employee Training and Development

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe Participates in 2013 CLO Forum

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Labor Day in the U.S.: A Connection to Employee Engagement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Great Employee Engagement Starts by Asking a Lot of Questions

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leadership Inspiration for a Hot Day in August

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Employee Engagement Remains Elusive: You Are the Problem and the Solution

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

More Thoughts on the Great Value of Middle Management Leadership Training

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Working from Home Does Raise Employee Engagement, if Done the Right Way

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Define leadership more broadly. Anyone can lead, at any level.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Engaged Employees Accumulate Business Acumen

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Engaged Employees Honor the Pursuit of Truth – And You Should Value That Trait

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe Presents Dole Case Study at HR Star Conference

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Build a Corporate Culture that Embraces Change

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Happy Independence Day

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Celebrating Failure? You Bet! How Else Can You Learn New Stuff?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

CEOs Must Foster Culture Based on People – Not Process

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Gallup Confirms the American Worker Remains Unengaged

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe Senior Consultant Steve Eddy Honored at the University of Nebraska

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Is it possible to be overworked and underutilized?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Create Great Leaders in Your Organization

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Retain Talent by Fostering Professional and Personal Growth

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leadership Starts with Engagement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Take the Time to Say Thank You to Those Who Died Defending Us

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

When Should You Micromanage Employees?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leadership in Public Management

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Time to Rehire Yourself?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Of Lollipops and Leadership

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

HubSpot and Netflix Offer Insights on Building Productive Organizational Cultures

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Why We Love May at Bovo-Tighe

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Are Millennials Really Different About Job-Hopping?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe and Harvard Business School Are On the Same Page

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Lessons on Leadership from Britain’s Royal Navy

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Raise the Meaning Quotient for Employees to Raise Productivity

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Employees Can Only Manage Their Time if the Organization Lets Them

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Social Media Collaboration is Shaking Up How Employees Engage with Each Other

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Goal Alignment Takes Work and Communication that Counts

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Our Philosophy about the Pursuit of Truth Includes Your Health

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Three Key Drivers of Employee Engagement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

March Madness is a Leadership Moment

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

May the road rise to meet you on this St. Patrick’s Day.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

QBQ works well with the Bovo-Tighe Foundations of Excellence philosophy

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leadership Tales from Top People – Courtesy of LinkedIn

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Marissa Mayer Should Focus on Employee Engagement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Accelerative Learning Article Now Posted on eZineArticles.com

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Drop Your Information Filters to Boost Engagement with Fellow Employees

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

More Thoughts on How to Engage Employees

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Challenging “Accepted Wisdom” Unlocks Creativity and Productivity

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Quotes that make you think – Are you open to the truths you need to hear?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Passion at Work: Nurturing it Starts the First Day of Employment

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Stephen Covey: A Truly Inspirational Force for Innovation in Human Development

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Summer Thoughts on the Pursuit of Truth

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Employee Dissatisfaction Still the Norm in 2012 – Therein Lies Opportunity!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Exploring 8 Rules for Creating Passionate Corporate Cultures (Round Three)

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Stop Hating Meetings: Fix Them Yourself!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

New Bovo-Tighe Article on eZineArticles.com about Better Meeting Practices

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Employees are Consumers of Corporate Culture: They won’t “buy in” until you earn their trust!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

101 Steps Towards Better Leadership

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Transformational vs. Transactional Leadership: A Worthy Distinction

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

The Cure for Bad Meetings: Pay Attention and Contribute!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Caring for Your Employees Unlocks Great Productivity

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leadership Behavior Can Stifle Productivity – Even Unintentionally

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leadership: Its Trappings Lead Good People Astray

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Information Underload: Bad for Employee Engagement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Zen and the Pursuit of Truth at Work

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Client News: Shell Sets Record for Deepest Oil and Gas Well

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

How Kingsford Charcoal Taught DuPont a Thing or Two about Employee Engagement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe Client Newsletter – November 2011

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Workplace Time Wasters: Facebook vs. the Two-Martini Lunch

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Dumb Things Bosses Do

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Dumb Things Bosses Do

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe Client Newsletter October 2011

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Steve Jobs: A Born Visionary Who Learned to be a Leader

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Old United “Speech” Ad Still Resonates Strongly in the Digital Age

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Power Breeds Overconfidence in Leaders

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Do You Know All the Facets of Employee Engagement?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Coaching for Senior Executives Must Come Up From Subordinates

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe’s September Client Newsletter – 2011

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe Client Newsletter – Summer 2011

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Presenting at the National Property Management Association Annual Education Seminar

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe connects with the HR community at the HR Star Conference

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Book Review: How to be Happy, Dammit!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe Client Newsletter June 2011

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

One-Foot-Out-the-Door Disease is Bad for Productivity

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

How best to make leadership training truly work? Never stop!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe shares a snap-shot of its ongoing work on Alaska’s North Slope

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Leadership: It all starts with you

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe Newsletter May 2011

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe at the Offshore Technology Conference

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

We applaud our client, the Elizabeth Glaser Pediatric AIDS Foundation, on their Webby Award

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Technoserve extends its initiatives in Africa by leveraging Bovo-Tighe expertise.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Irrational Decision-Making: Embrace the Human Factor!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Performance Management Needs to Recover its Mojo

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

A standing ovation for an active client, Technoserve, which helps poor communities thrive worldwide!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe’s March 2011 Client Newsletter

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

The Bombardier Case Study: Successful Commitment to Employee Engagement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Talent Management: All agree we need it. Few act on it.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

On Performance Reviews: The Urge to be Better-than-Worst Raises Productivity

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Influence Competence: Effective Employee Engagement Skills Under a New Name

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Talent Management: How It Helps With Crisis Management

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Employee Engagement: Have you thought about ice cream?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Tasked with Corporate Training? Seek Outside Help

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Corporate Communications: Keep an Equal Balance Between Ethics and Achievement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Changing Corporate Mindsets is the Critical Path to Cultural Change: Now We Have Research to Prove It!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe explores Kazakh Psychologies of Achievement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Corporate Cultures: Bottom-up change is best.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Are people truly your company’s best asset? Can you prove it?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Compensation Plans vs Employee Emotion

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Pay-For-Performance versus Full Engagement

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

On Leadership: Would you work for yourself?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Employee Engagement is simply the Foundation for Excellence

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Why doesn’t employee training work better?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Change Management: The entire organization needs to participate

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Fostering Innovation: HR Must Lead the Way

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

About that left brain-right brain split: It doesn’t happen.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

With Leadership Development: Are We Smarter that Fifth-Graders?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe’s January 2011 Client Newsletter

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Corporate Flu Epidemics: What Sort of Infectious Attitudes Do You Spread Around?

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Bovo-Tighe December Newsletter

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Change employee behavior by changing their bad habits.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Be the first on your block to re-engage your employees.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Performance Reviews done well require great communication.

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

No One Ever Improved by Having Their “Performance Reviewed Annually”

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Meetings That Rock!

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

Corporate Mission Statements die on Plaques

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

How to incorrectly use ‘Management By Objectives’

Let’s go out on a limb together and agree that in their next annual survey, Gallup will find that employee engagement levels will still be stuck at the low 30% they reported for 2013. [caption id="attachment_1181" align="alignright" width="122"]Victor Lipman photo Victor Lipman shares our frustration at the neglect of employee contribution by superiors.[/caption] Raising engagement levels, even up to 50% from 30% seems really hard, even though the path to that goal is well laid out: It does not take much time or investment to have a manager regularly find a reason to praise each employee for something done well, and to find the time to express thanks to that person. Yet managers don’t get that simple job done. Victor Lipman wrote two columns about this issue recently on Forbes.com (this one and this one) where he expressed the same surprise and concern. Why is this employee engagement thing so hard to crack? We suspect we might find some manager/leadership training gaps:

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