Sponsored By: Training Magazine
Wednesday, May 23, 1:00pmEDT

More than 70 percent of U.S. employees are either disengaged according to a recent Avatar HR Solutions survey.  Attend this live Webinar to learn how to:
•Create relationships built on trust, respect, and communication.
•Develop a shared vision and goals, and a deep understanding and commitment that “we’re in this together.”
•Implement frequent, consistent employee-manager interactions.
•Reinforce and reward the right behaviors.

Register for this complimentary Webinar today, Click Here

Bob Kelleher and The Employee Engagement Group are leading: From Typewriters to Tablets: Engaging the Generations Workshop, May 31st:, Waltham, MA

This Workshop has been approved for 6.5 PHR/SPHR credits!

From Typewriters to Tablets: Engaging the Generations, May 31, 7:30am-4pm
Join Bob Kelleher and his team as they present Engaging the Generations. This workshop is a fast-paced, highly interactive day filled with material, exercises, and tools that will guide participants through the process of helping to engage employees regardless of their generation.

In the Engaging the Generations Workshop, You Will:

• Dig into each of the 4 Generations, both similarities and differences
• Identify critical influences that have contributed to the behaviors and traits of your employees
• Develop strategies for maximizing work styles, motivations, and expectations of each generation
• Learn and practice communication techniques that increases understanding and reduce conflict
• Establish plans to align and engage your workforce while recognizing the diverse make up of your employees
• Identify technologies that employees want and how to best use than in the workplace
• Receive a rich collection of tools that can be implemented immediately to engage the generations

April 2012, Govindarajan, Vijay, 120-123:

When we hear about innovative companies, Apple, Southwest Airlines, and Google usually come to mind immediately, and with good reason.  However, have you heard of Harman International?  Me neither-until I read this Harvard Business Review article.  Read on for a summary and click on the link to read the full article:

Harman International is a U.S based businesses makes very sophisticated dashboard and audiovisual systems for cars that was designed by German engineers.  Their innovation? Harman developed a significantly less expensive, and simpler methods to create products in new markets and adopted new practices in the West.  Harman accomplished this with a 2 part approach:

Radical change from below and Superior Leadership

• Setting stretch goals
• Implementing a new approach to their engineering processes
• Overcame doubt
• Created new organizational design
• Concentrated on Branding
• Focused on emerging markets

To Read the Full Article, Click Here

TEEG launched our On-Demand, Engagement Library in January of 2012.  It has proven to be a valuable offering for clients who want to deliver stellar training materials, but are pressed for time, budgets and resources.  As an organization, we are offering some of our resources for free,  to further create awareness for  www.EmployeeEngagementlibrary.com

If you, or your organization would like a free copy of our Generations at Work quick guide, please email Stephanie at shogan@employeeengagement.com or Tweet us at: emplyengagement

Why You Should Consider  Different Generations in the Workforce:

• For the first time, 4 generations are working side by side: Traditionalists, Boomers, Gen X, and Gen Y
• Changing your leadership approach is easier than changing the values developed over a lifetime (for each generation)
• Learning what motivates each generation will help engagement levels (ever wonder why your Gen X’s are “so over” Gen Y? Want to know why Gen Y resonates more with Boomers than X’ers?)
• Generational perspectives can strenghten your Strategy: Don’t believe us-read Harvard Business Review

What Do Others Have to Say about our On-Demand, Engagement Library (where we have hundreds and hundreds of trainings, templates, reference guides, quick guides)

“The library is frankly an oasis of OD solutions-having all of this data & information on tap saves me hours or creation & deisgn, not to mention $$$ from my L&D budget!!” Stuart Jackson, VP, HR, Diesel

“The Engagement Library is an HR Practioner’s dream”, Tracy Burns Martin, Northeast Human Resources Association

If you have questions about the library, please contact Stephanie Hogan at shogan@employeeengagement.com

The Employee Engagement Resource Library is now offering some free tools, in order to provide you with some of our most requested tools and templates.
Should you want to learn more, we offer FREE, 30 minute, library tour webinars. Upcoming webinars information is below.

To receive your free copy of the Effective Team Building Activities Quick Guide, follow these easy steps!

• Visit the Library home page:  www.employeeengagementlibrary.com
• Click the Step 3 link
• Scroll down to New Team Development
• Click on the blue button 

 This quick guide is a great example of the hundreds of documents in the Library!  We hope you find this helpful as you develop great teams in your organization.

If you have further questions about the library, please call Stephanie Hogan at 781.239.8713.

FREE, Library Webinars

May 16th: 2pm EDT, Click Here to Register
June 13th: 2pm EDT, Click Here to Register

Fast Company.com, March 7, 2012

While we advise companies to budget for engagement, this does not always mean the ideas have to be expensive or require large budgets.  Providing recognition is an engagement driver, that does not require financial rewards.

Here are other suggestions (30 in total) to engage employees in a low cost manner:

• Innovation Days: Set aside several days a year to work on projects they do not have the time to work on during normal, working hours.
• A Culture of Work/Life Balance: Employees do not want to feel obligated to stay late every night.  Infact generations X and Y both highly value work/life balance.
• Paid Time Off to Volunteer: Corporate, social responsibility is a powerful employee engagement driver, for both the employee and employer

To Read the Full Article, Click Here

For those of us that make resolutions, we begin with such enthusiasm, but often find ourselves fizzing out!

Brainzooming shares 7 Articles to help boost your enthusiasm to boost your 2012 Resolutions

Get Organized and Improve Your Productivity:

• Read these 13 tips for improving Social Media Productivity
• Wean yourself off of too much social media: You can’t read or respond to everything-Read more here

Improve Your Career

• Taking care of your own professional learning at a low cost. Click here to read 10 low cost ideas for your professional development
• Be a better networker: It’s easy  to brush off, but networking is powerful-here are 5 tips to become a better networker!
• Improving your leadership skills: Honesty, Integrity and helping others-click here to become a better leader!

Managing Your Stress Levels

• Staying out of negative situations: Sounds easy, but it can be difficult, read a few tips-some may surprise you.

Here is to a Productive, Healthy, 2012!

To Read the Whole Article, Click Here

As Vice President, Allan is part of the leadership team and is responsible for growing the membership to the Engagement Library (an On Demand series of OD workshops and resources).  Allan will also provide his expertise in growing the Consulting and Executive Coaching practice at TEEG.  Allan brings extensive experience in business development and client relations that will support the growth of the company.

Previous to joining TEEG, Allan Benowitz was Vice President of Client Services at Right Management, a Global Management Consulting Firm. Allan was responsible for developing business across Right’s full suite of services and managing client relationships. Allan provided his insights into the entire Human Capital Lifecycle, including; Attract & Assess Talent, Leadership Development, Employee Engagement & Alignment and Career Transition Solutions.

Experience

Allan has 20 years of experience in developing training programs and consulting organizations with talent development initiatives. Prior to joining Right Management, Allan was Director of Training at Goodwin Procter, a leading National Law Firm. There he was responsible for developing and implementing training programs for the legal staff, ensuring the continued professional growth of the attorneys.

Previous positions include:

• Vice President, Business Development at DBM, a global human capital consulting firm
• Director at Linkage, Inc. a global human resource consulting firm
• Director of Business Development at the Center for Corporate Education at Merrimack College

Allan also has experience in developing and implementing executive coaching programs. He provides support in developing executive assessments and leadership development initiatives as well.

He is an active member of the Northeast Human Resources Association (NEHRA), The Human Resource Leadership Forum (HRLF), and the Massachusetts Economic Council (MassEcon) Allan resides in Westford, MA with his wife Val and two daughters. In his spare time he enjoys spending time with his family and friends, skiing in the winter, and golf in the summer.

Allan received his B.A. from Southern New Hampshire University and his graduate Studies in Organizational Behavior at Harvard University.

Allan will be responsible for growing the membership of the Engagement Library (an On Demand series OD workshops and resources) and providing support for the Consulting and Executive Coaching practice at TEEG.

Bob Kelleher, author, keynote speaker, and thought leader on employee engagement is featured on YouTube.  Hear why Bob Kelleher loves to speak for SHRM-whether it is the annual conferences, leadership conference, or SHRM chapters.

To view the video, Click Here.

Hewlett, Syvia, 2/17/12

The Labor Department has reported that there has been a small increase in the number of Americans who are quitting their jobs.
Gen X (also referred to as the “middle child”) is one of the generation that will be leaving their current positions. Generally speaking, they are either in the prime of their career, or approaching it and want to lead. With Boomers delaying retirement and so much attention on Gen Y, they have been passed over for promotions and will leave their current company to round out their resumes, and seek leadership positions.  We have heard higher numbers than this, but according to the Center for Talent Innovation (CTI), 37% of Gen X have “one foot out the door” and are are looking for new positions.
Here are 4 Steps to Help Retain Qualified Gen X Employees:
1.) Job Rotation: Gen X’ers report once they have learned their role, they want something new and fresh. A Sibson Consulting survey shows that more than 1/2 of Fortune 500 companies have begun shuffling potential leaders to provide them with broader experience within their organizations.
2.) Offer Entrepreneurial Opportunities: Gen X is self sufficient (does the term latchey-kids ring a bell?). 70% of Gen X prefers to work independently and 34% would like to become an entrepreneurs. Offer then entrepreneurial opportunities within your company, instead of loosing them-provide them the chance.
3.) Promote Partnerships: Understanding what motivates each Gen X on an individual level will help your organization promote a healthy, productive culture, as we ll as engage, retain your Gen X employees who drive results.

To Learn About The Employee Engagement Workshop: Engaging the Different Generations, Click Here.

To read the full article, click here.