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.


How Transformational Leadership Saved This Company: Ceridian’s Story

When sales and profits start to fall, a CEO’s knee-jerk reaction may be to push their people harder to achieve results. While this tactic may work in the short term, it’s detrimental to the long-term success of an organisation. It breeds low engagement, high turnover and a lack of trust in the future sustainability of a company.

One CEO whose change leadership has transformed his company’s employee metrics and future trajectory is David Ossip, who was recently listed on Glassdoor’s Highest Rated CEOs list. When he took over as CEO of the global human capital management technology company Ceridian, a little over three years ago, he inherited a highly disengaged workforce; a Glassdoor rating below 2 and declining business results.

“My take home after a hard look at Ceridian was that the organisation had to reinvent its culture in order to drive proper employee engagement, in turn improving our customer engagement scores and market share,” Ossip recalls.

Aligned values (that needed to be evident every day), a mission understood, a clear vision, right people in the right roles, and a proper datum for ongoing measurement were vital first steps.   Now, Ceridian is one of Canada’s Top 100 Employers for 2016. Read the full account of this turnaround here.


Blog: In the Search for High Potentials, What Matters Most?

Evidence shows that those who are most engaged have better scores on a wide range of metrics than those who are disengaged, including: productivity, customer care and time off due to ill health. Even if an employee is identified as having ‘high potential’, if he/she is disengaged they will self-evidently not be able to deliver their true potential. So what should talent spotters be looking for in seeking their organisation’s next senior leaders?

47545574 - joe tells paul yes you can. paul is very surprised but joe is his mentor

A quick bit of research via google on “high potentials check list” was revealing. There were over 9 million results; I didn’t look at many, but many were focussed around this small checklist of items, starting with, ‘They have the desire and ability to learn.’

All of these items are good things to be looking for in those who aspire to a senior position. But of themselves, they’re not enough; a person who demonstrates all of those attributes and more will fail to be successful if they aren’t fully and actively engaged in their work and with their organisation’s vision, values and priorities.  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

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How to Increase Employee Engagement?

At Emenex we are constantly on the lookout for tangible ideas on how to increase engagement, as we recognise how big an impact it can have on contribution and performance. This article in the Huffington Post caught our attention in that it provides some practical advice on how to improve engagement at no cost, but potentially significant benefit – Ed.

In a recent report, Gallup Research found that the percentage of workers in 2015 who it considered engaged in their jobs averaged 32%. The majority (50.8%) of employees were ‘not engaged’,  while another 17.2% were ‘actively disengaged.’ The results showed little to no improvement in employee engagement compared to the previous year.

The number one rule for employee engagement is that it needs to be monitored and quantified on an ongoing basis. The number two rule for employee engagement is that, for the most part, leadership has tremendous potential impact on employee engagement, and in that sense, a lot can be done.

Set out here are some detailed guidelines for increasing employee engagement which, very briefly, comprise:

1. Lead by example

2. Lead towards a company culture of transparency

3. Foster a company culture of appreciation

4. Show flexibility

5. Be Genuine


THINK – Engagement – a TEDx talk by David Coleman

Author David Coleman shares his firm view that we all arrive on the planet fully engaged, but if we are not careful, certain events can cause us to withdraw and begin the process of disengagement. This applies equally with relationships at home as well as work. There are, however, things you can do as an individual or a leader to inspire far greater engagement, both in yourself and others. His talk is about just that: raising your own awareness of the process of engagement and exploring practical solutions to creating more.  Watch his talk from our friends at Engage for Success – Ed.


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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