Emenex Weekly News

Each week we bring you news, opinions and research on Employee Engagement, Leadership and Motivation, along with some thoughts on practical workplace applications.


Don’t Let Your Company Culture Just Happen

One of the key areas that Emenex addresses in our extraMILE Employee Engagement model is that of organisational culture, and how it aligns with the the Personal Brand of individual employees in order to support higher levels of engagement. This article provides an interesting approach to influencing or reshaping the culture of organisations.

Disengaged workforces are a global problem; and the costs are high. An average of 7 out of 10 people in organisations are not actively engaged at work, and in the U.S. alone it has been calculated that organisations are haemorrhaging $500 billion annually in lost productivity.

Organisations try to motivate their people with incentives and unique perks like ping-pong rooms and free meals, but none of these approaches address the deeper issue: why are so many employees disengaged?

The authors of this substantial article believe that one answer lies with organisational culture — the formal and informal values, behaviours, and beliefs practiced in an organisation. While you can’t control everything about your culture, they suggest that you can intentionally take it into your own hands by considering three key elements:

1. Outcomes. Things you want (and don’t want) your culture to achieve.

2. Behaviours. Across three categories: individual, team, and leadership – undesired and desired behaviours.

3. Enablers and blockers. The formal or informal policies, rituals, actions, and rules that enable or block your culture.

Company culture can feel like a beast, but there are small ways to get started claim the authors.
They suggest steps you can do together in order to begin the conversation.  The first might just take 10 minutes!


Blog: How Well Are You Measuring Up?

A friend sends me a thought for the day from his extensive database of collected quotes (he tells me he has enough for the next 10 years!). Winston-Churchill-Foundation-US Today’s, particularly, caught my attention…

“However beautiful the strategy, you should occasionally look at the results.”

Winston Churchill

This last weekend was quite a momentous weekend of success in British sport.  Andy Murray winning his second Wimbledon title, Lewis Hamilton his 4th British Grand Prix, Chris Froome and Team Sky establishing a commanding lead in the Tour-de-France and British athletes winning a host of medals at the European Athletics championships.
Andy MurrayThe strategies of each of these individuals and teams were determined long before these events began, often years ahead; however, there comes a point when strategies are overtaken by performance and translated into results – good or bad!
For those noted above, the results were fantastic.  But for most, it will be back to the drawing board as strategies will be reviewed based on the results achieved, details will be examined in order to understand what happened; what worked well, what did not work so well, where improvements can be made, and goals set for another year, or for the next competition.
So it is in the business world.  Organisations create visions that are translated into strategies, milestones and goals.  One area drawing increasingly more attention are the strategies around our people.  Read more.

It’s time to move beyond engagement.  Empower and align employees with organisational priorities to build a culture of high performance, well being and career satisfaction.  To learn more, call 03450 523 593

EDS Emenex


From Census to Success: How Employee Engagement Is Changing

David Zinger – no stranger to these pages – is the key contributor to this U.S. webcast aired by the Human Capital Institute.  Like us here at Emenex, David admires the work of Engage for Success (E4S), and adds his view to the importance of listening to (not just hearing) the employee voice, one of E4S’s Four Enablers of Engagement.

Join HCI and listen on demand to their webcast here.


Make More of Your Survey Scores

Best practice advice on using norms.

New from the IBM Smarter Workforce Institute, this research paper considers the norms organisations should use in order to provide most accurately a context for their employee survey scores. It’s an area with plenty of opinions, and different norms may be more appropriate: world norms (IBM’s are impressive), country norms, internal norms etc.

Either way, organisations want a point of reference to know how they’re really doing. Otherwise, how do you know if a 70 percent favourable employee engagement – or other score – is good or bad, better or worse?  Download the paper from here.


Take Charge of your career, team or organisation by aligning individual goals with organisational priorities. To learn more, call 03450 523 593


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