<?xml version="1.0" encoding="ISO-8859-1" ?>
<rss version="2.0" xmlns:atom="http://www.w3.org/2005/Atom">

<channel>
  <title>Enterprise Engagement News</title>
  <link>http://www.enterpriseengagement.org/news/</link>
  <description>A regular update on trends, research, case studies, events, and white papers related to the emerging area of Enterprise Engagement.</description>
  <pubDate></pubDate>
  <atom:link href="http://www.enterpriseengagement.org/rss/" rel="self" type="application/rss+xml" />
  
  
    <item>
    <title><![CDATA[Research Shows Recipients Prefer Control  and Personalization Gift Cards Provide vs. Cash]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8304494/]]></link>
        <description><![CDATA[]]></description>
    <pubDate>Tue, 22 May 2012 06:19:27 EDT</pubDate>
    <guid isPermaLink="false">engage8304494</guid>
  </item>
    <item>
    <title><![CDATA[Dueling Studies: Either Way, Engagement Remains Flat ]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8304493/]]></link>
        <description><![CDATA[]]></description>
    <pubDate>Tue, 22 May 2012 06:17:02 EDT</pubDate>
    <guid isPermaLink="false">engage8304493</guid>
  </item>
    <item>
    <title><![CDATA[Beware of 'Surface Acting']]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8304492/]]></link>
        <description><![CDATA[]]></description>
    <pubDate>Tue, 22 May 2012 06:10:58 EDT</pubDate>
    <guid isPermaLink="false">engage8304492</guid>
  </item>
    <item>
    <title><![CDATA[The Engagement/Wellness Connection]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8304490/]]></link>
        <description><![CDATA[]]></description>
    <pubDate>Tue, 22 May 2012 06:09:21 EDT</pubDate>
    <guid isPermaLink="false">engage8304490</guid>
  </item>
    <item>
    <title><![CDATA[Marcu Evans 8th Edition Talent Management & Leadership Development - <i>August 7-8, 2012 - Chicago, IL</i>]]></title>
        <link><![CDATA[http://www.marcusevansch.com/eea_chc375]]></link>
        <description><![CDATA[Hear from 15+ expert practitioners on strategies and best practices in incorporating an enterprise wide approach to talent management and leadership development programs to maintain competitive in a changing global market.

Attending this conference will enable you to:

- Combine the talent value chain with business and workforce planning strategies to deliver a sound talent management and leadership practice
- Ensure a fully integrated talent management practice to establish consistency across the employee lifecycle
- Create and implement a multifaceted leadership development strategy that contributes to overcoming succession hiccups 
- Apply proven talent management and succession plan forecasting methodologies to develop a balanced approach to engaging, retaining and developing HIPO employees
- Design a talent analytics practice that links fluctuations in key business drivers to talent management and succession planning forecasts
]]></description>
    <pubDate>Tue, 15 May 2012 05:22:00 EDT</pubDate>
    <guid isPermaLink="false">engage8304475</guid>
  </item>
    <item>
    <title><![CDATA[Marcus Evans 2nd Annual Strategic Talent Management & Leadership Development Canada Conference - <i>July 17-18, 2012 - Toronto, Canada</i>]]></title>
        <link><![CDATA[http://www.marcusevansch.com/TalentCanada_EEA]]></link>
        <description><![CDATA[Hear from your peers first hand as they outline their strategies and frameworks they are currently employing to overcome talent management challenges in 2012.

 Attending this premiere event will enable you to:
1. Align the talent value chain to the core vision
2. Learn proven strategies that create a balanced approach to engaging, retaining and developing HIPO talent
3. Design affective talent management tools and processes
4. Prepare and launch global talent
5. Engage senior leaders to HIPO talent
6. Employ workforce planning for growth and success

]]></description>
    <pubDate>Fri, 11 May 2012 09:14:40 EDT</pubDate>
    <guid isPermaLink="false">engage8304470</guid>
  </item>
    <item>
    <title><![CDATA[The Engagement Agency: An Update]]></title>
        <link><![CDATA[http://blog.enterpriseengagement.com/blog/2012/05/the-engagement-agency-an-update/]]></link>
        <description><![CDATA[A year ago we told you the story of EGR International, a business-to-business integrated marketing agency, whose president, Jeff Grisamore, decided to take the plunge and start presenting his company as a Full-Service Engagement Agency. As he explained at the time, EGR decided to test that approach in response to an RFP from a company with which it didn’t have any relationship.]]></description>
    <pubDate>Thu, 10 May 2012 06:30:14 EDT</pubDate>
    <guid isPermaLink="false">engage8304467</guid>
  </item>
    <item>
    <title><![CDATA[Customer Experience Meets Employee Engagement]]></title>
        <link><![CDATA[http://blog.enterpriseengagement.com/blog/2012/04/customer-experience-meets-employee-engagement/]]></link>
        <description><![CDATA[The Marcus Evans Customer Experience Conference in Chicago, July 17-18, will include a special half-day presentation of the Enterprise Engagement Alliance curriculum on July 16, as well as several sessions on connecting the employee and customer experience.]]></description>
    <pubDate>Thu, 10 May 2012 06:28:54 EDT</pubDate>
    <guid isPermaLink="false">engage8304466</guid>
  </item>
    <item>
    <title><![CDATA[Points Business Growing at Rapid Pace]]></title>
        <link><![CDATA[http://blog.enterpriseengagement.com/blog/2012/04/points-business-growing-at-rapid-pace/]]></link>
        <description><![CDATA[It doesn’t take a market researcher to see that the use of points-based programs is surging.

You can now earn points for doing just about anything: even Microsoft offers points to people who browse the web using its search engine, Bing. A group of casinos, including Caesars, Harrah’s, Bally’s, Flamingo, Showboat and many more, have been running full page ads in the New York Times touting their collective points programs.]]></description>
    <pubDate>Thu, 10 May 2012 06:27:46 EDT</pubDate>
    <guid isPermaLink="false">engage8304465</guid>
  </item>
    <item>
    <title><![CDATA[Why We Put the Enterprise in Engagement]]></title>
        <link><![CDATA[http://blog.enterpriseengagement.com/blog/2012/03/why-we-put-the-enterprise-in-engagement/]]></link>
        <description><![CDATA[his excellent article in Hotel News Now, Engaged Employees Drive Guest Satisfaction, demonstrates the clear economics of linking employee culture to the customer brand.  The article reports on a panel discussion entitled “How the Game Has Changed: Rewards and Incentives,” held  recently at the 6th Annual HR in Hospitality Conference & Expo at the Hyatt Regency in San Francisco.]]></description>
    <pubDate>Thu, 10 May 2012 06:26:28 EDT</pubDate>
    <guid isPermaLink="false">engage8304464</guid>
  </item>
    <item>
    <title><![CDATA[The Next Generation of Meetings: Bringing Together Customers and Employees]]></title>
        <link><![CDATA[http://blog.enterpriseengagement.com/blog/2012/03/the-next-generation-of-meetings-bringing-together-customers-and-employees/]]></link>
        <description><![CDATA[Meeting planners get ready for a new type of meeting bringing together customers and employees.

As more and more organizations understand the importance of connecting the customer and employee brand, I think we can expect more meetings like the one depicted in a currently running GE television ad we recently featured on the EEA portal home page.]]></description>
    <pubDate>Thu, 10 May 2012 06:25:29 EDT</pubDate>
    <guid isPermaLink="false">engage8304463</guid>
  </item>
    <item>
    <title><![CDATA[Marcus Evans LOYALTY Canada 2012 - <i>July 25-26, 2012 - Toronto, Canada </i>]]></title>
        <link><![CDATA[http://www.marcusevansch.com/eea_chc373]]></link>
        <description><![CDATA[This Loyalty Canada 2012 Conference will give customer loyalty marketers a deeper look into the key issues affecting the creation and implementation of effective loyalty strategies to achieve an ever-growing, profitable, and engaged customer base.

Hear from: Canadian Tire, HSBC Canada, Capital One, Scotia Bank, Sobeys, Xbox Canada, JPMorgan Chase, TD Bank Group, PayPal Canada, Suncor Energy, Hudson’s Bay Company, Staples Advantage Canada, Virgin Mobile Canada and More!
This is a highly intensive, content-driven event that includes workshops, case studies and panel discussions over two days. This is not a trade show; this event is targeted at a focused group of senior level executives and key decision makers to maintain an intimate atmosphere for the delegates and speakers. In short, this is a peer-to-peer driven conference.]]></description>
    <pubDate>Thu, 10 May 2012 06:12:39 EDT</pubDate>
    <guid isPermaLink="false">engage8304462</guid>
  </item>
    <item>
    <title><![CDATA[The Motivation Show - <i> Oct. 23-25, 2012 - Chicago, IL </i>]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8289351/]]></link>
        <description><![CDATA[The Motivation Show includes the Incentive Travel and Meetings Executives Show (IT&ME) and the National Premium Incentive Show (NP/IS), with exhibitors representing the entire range of premium and incentive product and travel destination offerings.  Educational sessions cover consumer premiums, employee incentive awards, incentive travel, employee recognition and performance improvement.

]]></description>
    <pubDate>Thu, 10 May 2012 06:12:14 EDT</pubDate>
    <guid isPermaLink="false">engage8289351</guid>
  </item>
    <item>
    <title><![CDATA[Marcus Evans 8th Edition Customer Experience Conference - <i>July 17-18, 2012 - Chicago, IL</i>]]></title>
        <link><![CDATA[http://www.marcusevansch.com/CEM_EEA]]></link>
        <description><![CDATA[By attending this event, industry leaders will build upon their existing foundations to keep ahead of the changes in customer stated and unstated needs. Learn to incorporate a caring service orientated approach to engage and retain customers. 
Hear from speakers from Yahoo!, Microsoft, Hilton Worldwide, Avaya, Deluxe Corporation, Comcast Corporation, American General Life Companies, SimplexGrinnell and many more on leveraging internal and external branding expertise to create a human touch across the customer journey.
]]></description>
    <pubDate>Thu, 10 May 2012 06:11:37 EDT</pubDate>
    <guid isPermaLink="false">engage8304396</guid>
  </item>
    <item>
    <title><![CDATA[RPI Annual Conference - <i>April 29-May 2, 2012 - St. Louis</i>]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8290196/]]></link>
        <description><![CDATA[At the Recognition Professionals International (RPI) annual conference, recognition professionals  from all industries, levels, and departments including human resources, benefits, compensation, and management from around the world will meet to network with peers and learn how to develop effective employee recognition systems based on best practices that enhance employee engagement and performance. ]]></description>
    <pubDate>Tue, 17 Apr 2012 18:00:48 EDT</pubDate>
    <guid isPermaLink="false">engage8290196</guid>
  </item>
    <item>
    <title><![CDATA[7 Steps to Measure and Build Engagement:  How to Keep Line Managers Interested and Involved]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/Measuring-Engagement-via-Employee-Surveys--How-to-Keep-Line-Managers-Interested-and-Involved/]]></link>
        <description><![CDATA[Employee surveys have the potential to help companies understand the relationship between human capital and the bottom line. Yet, if not managed carefully, surveys may fail to realize their potential as strategic organizational tools. Why? Because many organizations are successful in designing reasonable questionnaires, generating high participation rates and gathering a lot of good information. But where survey processes most commonly break down is in the “hand off” between a survey team, perhaps working with the assistance of an outside consultant, and line managers throughout the organization.]]></description>
    <pubDate>Fri, 30 Mar 2012 10:13:11 EDT</pubDate>
    <guid isPermaLink="false">engage8304358</guid>
  </item>
    <item>
    <title><![CDATA[7 Steps to Measure and Build Engagement]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8304359/]]></link>
        <description><![CDATA[Employee surveys have the potential to help companies understand the relationship between human capital and the bottom line. Yet, if not managed carefully, surveys may fail to realize their potential as strategic organizational tools. Why? Because many organizations are successful in designing reasonable questionnaires, generating high participation rates and gathering a lot of good information. But where survey processes most commonly break down is in the “hand off” between a survey team, perhaps working with the assistance of an outside consultant, and line managers throughout the organization. Here are seven recommendations for increasing the commitment of line managers throughout an organization to an employee survey process…]]></description>
    <pubDate>Fri, 30 Mar 2012 10:11:31 EDT</pubDate>
    <guid isPermaLink="false">engage8304359</guid>
  </item>
    <item>
    <title><![CDATA[EEA Curriculum Offered at Marcus Evans Chicago Conference]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8304372/]]></link>
        <description><![CDATA[The Enterprise Engagement Alliance curriculum will be presented in conjunction with the upcoming Marcus Evans Customer Experience Conference, July 17-18 in Chicago. The EEA seminar date is July 16. Registration opens soon. Speakers will include executives from Yahoo!, Microsoft, Level Three Communications, Hilton Worldwide, Marriott International, Avaya, American General Life Companies, Deluxe Corporation SimplexGrinnell, and Comcast Corporation. Information about the event can be found at http://linkd.in/zzBBOJ]]></description>
    <pubDate>Thu, 22 Mar 2012 05:38:53 EDT</pubDate>
    <guid isPermaLink="false">engage8304372</guid>
  </item>
    <item>
    <title><![CDATA[Forum Focuses On ‘Virtual Employee’ Engagement]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8304343/]]></link>
        <description><![CDATA[“With off-site workers now representing up to 40% of the U.S. workforce in companies with 5,000 employees or more, and as many as three out of four organizations already using remote employees, we felt it was important to examine ways that employers can better engage their remote employees,” says Keith Fenhaus, President of The Forum (formerly known as The Forum for People Performance Management & Measurement). At their Fourth Annual Think Tank, Fenhaus explained that The Forum’s latest study examined the challenges of building relationships between a company and virtual workers who may feel disenfranchised due to geography or cultural barriers. Analysis of the interviews resulted in these key findings:
Engaging remote employees must be a strategic part of a bigger virtual employee management practice endorsed by top organizational leaders.
Virtual employment helps address the trade-off between finding quality talent needed within a restricted geographic area.
Periodic face-to-face contact can help overcome the disconnect of distance.
Formal policies and programs for virtual employees enhance the performance and quality of the work experience.
Companies need to invest in technology that empowers virtual employees.
Leaders need to actively work on integrating virtual employees into the organizational culture. 

For more on The Forum’s Fourth Annual Think Tank, go to www.performanceforum.org
]]></description>
    <pubDate>Tue, 28 Feb 2012 04:11:20 EST</pubDate>
    <guid isPermaLink="false">engage8304343</guid>
  </item>
    <item>
    <title><![CDATA[Gallup: Engaged Workers Experience Less Stress from Commuting]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8304342/]]></link>
        <description><![CDATA[Fourteen percent of all American workers report they spend at least 45 minutes getting to work. Now, Gallup-Healthways Well Being Index data confirms that for many Americans lengthy treks to work hamper their mood. The good news is that workers who are engaged in their work and workplace appear to be buffered from some of the effects of long commutes. The percentage of actively disengaged workers who report a lot of stress and worry in their lives without a lot of happiness and enjoyment increases from 15.5% for those with short commutes to 27.1% for those with long commutes. In contrast, engaged workers’ low worry and stress levels do not change significantly, regardless of commute time. 
To learn more, go to www.well-beingindex.com
]]></description>
    <pubDate>Tue, 28 Feb 2012 04:09:16 EST</pubDate>
    <guid isPermaLink="false">engage8304342</guid>
  </item>
    <item>
    <title><![CDATA[Marcus Evans Strategic Recruiting for Technology & Computer Science Talent - <i> April 19-20, 2012 - San Jose, CA </i> ]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8304337/]]></link>
        <description><![CDATA[By attending this event, industry leaders will share best practices, strategies and tools necessary to understand and utilize innovative recruiting strategies to enhance an organizations ability to deliver sound recruiting practices.
Hear from speakers from Microsoft, Hewlett-Packard, Rockwell Automation, and many more at this two-day premiere event! Contact Lisa at Lisaeg@marcusevansch.com today and mention “EEA” to receive a $200 discount!
]]></description>
    <pubDate>Mon, 27 Feb 2012 09:39:21 EST</pubDate>
    <guid isPermaLink="false">engage8304337</guid>
  </item>
    <item>
    <title><![CDATA[Former AstraZeneca Exec Helps Launch Engagement Consulting and Training Service]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8299551/]]></link>
        <description><![CDATA[Melanie Lewis has joined the Enterprise Engagement Alliance as Senior Consultant to help implement a new Consulting and Training service on the emerging field of Enterprise Engagement. Lewis most recently served as Director, Commercial Engagement at AstraZeneca, capping a 27-year career there that began in human resources and culminated with pioneering work in the area of Enterprise Engagement. In her last decade at AstraZeneca, she has been involved in cutting-edge work with consultant and author Curt Coffman on connecting customer and employee engagement that won the company the EEA’s first Enterprise Engagement Award.]]></description>
    <pubDate>Thu, 09 Feb 2012 10:24:12 EST</pubDate>
    <guid isPermaLink="false">engage8299551</guid>
  </item>
    <item>
    <title><![CDATA[Motivating Your Middle 60%]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/Motivating-Your-Middle-60/]]></link>
        <description><![CDATA[Many managers focus motivation programs on their top performers at the expense of the vast middle, where even a little improvement can have a significant effect. Here's how to structure performance-improvement efforts for maximum impact on the middle 60 percent of your organization. ]]></description>
    <pubDate>Tue, 07 Feb 2012 11:58:51 EST</pubDate>
    <guid isPermaLink="false">engage8299529</guid>
  </item>
    <item>
    <title><![CDATA[Effective Leadership Communications and Employee Engagement - Terry Pearce]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8299528/]]></link>
        <description><![CDATA[Author, Professor and Coach Terry Pearce discusses the correlation between the engagement of individual employees and the communication from senior executives. (c) BlessingWhite 2010]]></description>
    <pubDate>Tue, 07 Feb 2012 10:38:36 EST</pubDate>
    <guid isPermaLink="false">engage8299528</guid>
  </item>
    <item>
    <title><![CDATA[Gareth Jones: The role of leaders in employee engagement ]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8299527/]]></link>
        <description><![CDATA[Gareth Jones: The role of leaders in employee engagement - a BlessingWhite video]]></description>
    <pubDate>Tue, 07 Feb 2012 10:36:29 EST</pubDate>
    <guid isPermaLink="false">engage8299527</guid>
  </item>
    <item>
    <title><![CDATA[Block the Exits or Start Building Employee Loyalty]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8299520/]]></link>
        <description><![CDATA[Research shows employee and employer confidence in the health of the U.S. economy is growing, but it’s a bumpy ride. Employees have been beaten up over the past several years. They’ve survived budget cuts and layoffs, been asked to do more with less and have shouldered the burden of many of those decisions. As a result, two out of every three of your employees are likely to be heading for the exits and new jobs when the U.S. economy turns around. An engagement strategy focused on transparency, communication and recognition for their loyalty could stem that rush to the door. Three ways to quickly turn the situation around are 1) Build transparency within your organization, 2) Provide opportunities for growth, and 3) Reward employees for meeting or exceeding those expectations. Here’s how… Read the full report]]></description>
    <pubDate>Fri, 03 Feb 2012 11:07:11 EST</pubDate>
    <guid isPermaLink="false">engage8299520</guid>
  </item>
    <item>
    <title><![CDATA[Keeping Engagement Alive During Tough Times]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8299521/]]></link>
        <description><![CDATA[This paper explores how to keep employee engagement alive, even during economic downturns. The ideal engaged employee has a proven track record of making meaningful contributions, speaks positively about the organization to friends, coworkers, clients and potential employees, and puts forth the extra effort to be successful over the long term. Since employee engagement is proven to have a measurable impact on profitability (due to enhanced productivity, innovation and the quality of goods and services delivered) the imperative for managers becomes development of engagement strategies and practical implementation. If you haven’t done so already, now is the time for you and your team members to take the initiative – define what your engagement objectives are, how they will be accomplished and get the necessary buy-in.  Understand that engagement efforts don’t fall only to managers; the process needs to be a two-way street. Employees have high expectations of management, and management should have the same high expectations of their employees. Read the full white paper here]]></description>
    <pubDate>Fri, 03 Feb 2012 11:06:51 EST</pubDate>
    <guid isPermaLink="false">engage8299521</guid>
  </item>
    <item>
    <title><![CDATA[Build Brand Values Into Recognition Programs]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8290509/]]></link>
        <description><![CDATA[A new white paper, 10 Tips to Build Brand Values Into Recognition Programs, notes that a large part of designing an employee incentive, rewards and recognition program is focused on productivity, compensation and profitability. An equal part of the strategy, however, is centered in how these initiatives tie back to the core messages that are integral to business values and brand promise. This article highlights 10 popular brand values, how they’re supported through incentive, rewards and recognition programs, and some of the communications ideas that can help build more creative, effective, and memorable programs. ]]></description>
    <pubDate>Fri, 03 Feb 2012 11:06:29 EST</pubDate>
    <guid isPermaLink="false">engage8290509</guid>
  </item>
    <item>
    <title><![CDATA[Adding a New Element to ‘Brand Architecture’]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8290507/]]></link>
        <description><![CDATA[Brand Architecture is an essential process in all marketing, as it provides the framework for establishing an organization’s personality and unique selling proposition. In the old days, companies rarely concerned themselves with the cost of dissatisfied customers, as long as business was growing. ]]></description>
    <pubDate>Fri, 03 Feb 2012 11:06:10 EST</pubDate>
    <guid isPermaLink="false">engage8290507</guid>
  </item>
    <item>
    <title><![CDATA[The Economics of Engagement]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8290468/]]></link>
        <description><![CDATA[Most leaders and organizations know the difference between a fully engaged worker and one that is marginally engaged or disengaged. The former brim with enthusiasm, they contribute ...]]></description>
    <pubDate>Fri, 03 Feb 2012 11:05:37 EST</pubDate>
    <guid isPermaLink="false">engage8290468</guid>
  </item>
    <item>
    <title><![CDATA[Two New Maritz White Papers Examine Critical Engagement Issues]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8290506/]]></link>
        <description><![CDATA[Motivation management & research firm Maritz recently released two white papers touching on key areas of engagement. The first, A New Paradigm for Loyalty Marketing: Building Loyalty Along the ‘Earn, Burn, Yearn’ Continuum, notes that just as advertising has evolved to address multiple consumer segments, loyalty marketing’s approach must also adapt to multiple customer personas. Program messages and communication should be tailored and segmented to reach these specific personas, and the value proposition of the rewards needs to appeal to enrolled participants. With this approach, a one-size-fits-all loyalty program instead becomes an authentic customer engagement program that’s based on relevance and relationships.]]></description>
    <pubDate>Fri, 03 Feb 2012 11:05:00 EST</pubDate>
    <guid isPermaLink="false">engage8290506</guid>
  </item>
    <item>
    <title><![CDATA[CEOs Share the Same Engagement Strategy]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8290510/]]></link>
        <description><![CDATA[At least two major U.S. companies offer proof that a focus on engagement can provide dramatic results. The CEOs of major companies in two very different industries – Schering-Plough and Campbell’s Soup – changed the culture of their organizations over the last several years by implementing a management strategy that engaged employees to concentrate on customer-focused innovations. And the results were demonstrated in improved profitability and shareholder returns. ]]></description>
    <pubDate>Fri, 03 Feb 2012 11:04:04 EST</pubDate>
    <guid isPermaLink="false">engage8290510</guid>
  </item>
    <item>
    <title><![CDATA[Survey Looks at Use of Communications Tools to Build Engagement]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8290469/]]></link>
        <description><![CDATA[A recent survey by the<strong> International Association of Business Communicators</strong> (IABC) Research Foundation and <strong>Buck Consultants</strong> finds that the most common communication tools used to engage employees and foster productivity in organizations ...]]></description>
    <pubDate>Fri, 03 Feb 2012 11:03:42 EST</pubDate>
    <guid isPermaLink="false">engage8290469</guid>
  </item>
    <item>
    <title><![CDATA[Author Gary Hamel on the Engagement Imperative ]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8292907/]]></link>
        <description><![CDATA[This well-known author and Harvard professor has strong words for business about the importance of engagement.]]></description>
    <pubDate>Tue, 31 Jan 2012 11:20:38 EST</pubDate>
    <guid isPermaLink="false">engage8292907</guid>
  </item>
    <item>
    <title><![CDATA[GE Touts Employee, Customer Link in Moving Ad Campaign]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8292908/]]></link>
        <description><![CDATA[This TV campaign is evidence that more organizations see the value of touting the connection between their employees and customers. ]]></description>
    <pubDate>Tue, 31 Jan 2012 11:19:49 EST</pubDate>
    <guid isPermaLink="false">engage8292908</guid>
  </item>
    <item>
    <title><![CDATA[3rd Internal Branding & Employee Engagement Canada Conference - <i>May 1-2, 2012 - Toronto, Canada </i> ]]></title>
        <link><![CDATA[http://www.marcusevansch.com/IBCanada_EEA]]></link>
        <description><![CDATA[By attending this event, industry leaders will share best practices, strategies and tools on increasing employee connection and awareness, leveraging new communications and establishing the management culture in every layer of the organization.
Hear from speakers from TB Bank, Mastercard, Boeing, Mayo Clinic, Hain Celestial, VON and many more at this two-day premiere event! Contact Michele at Michelew@marcusevansch.com today and mention “EEA” to receive a $200 discount!
]]></description>
    <pubDate>Fri, 27 Jan 2012 11:57:42 EST</pubDate>
    <guid isPermaLink="false">engage8290688</guid>
  </item>
    <item>
    <title><![CDATA[7th Internal Branding & Employee Engagement Conference - <i>April 17-18, 2012 - Miami </i>]]></title>
        <link><![CDATA[http://www.marcusevansch.com/IB2012_EEA]]></link>
        <description><![CDATA[]]></description>
    <pubDate>Fri, 27 Jan 2012 05:47:42 EST</pubDate>
    <guid isPermaLink="false">engage8290689</guid>
  </item>
    <item>
    <title><![CDATA[Survey Examines the Engagement/Performance Equation]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8290663/]]></link>
        <description><![CDATA[Employee engagement and employee performance management truly go hand in hand. The goal for both is to create alignment between the needs, desires, skills and activities of individuals and what the business requires to achieve results. But in today's intense business environment, what managers and employees need to achieve this balance can be difficult to discern. ]]></description>
    <pubDate>Tue, 17 Jan 2012 09:43:55 EST</pubDate>
    <guid isPermaLink="false">engage8290663</guid>
  </item>
    <item>
    <title><![CDATA[Older Workers Are Most Engaged]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8290662/]]></link>
        <description><![CDATA[A new research study by the Sloan Center on Aging & Work at Boston College examines work experiences of employees, finding that those 40 years old and older are the most engaged and demonstrate the highest level of organizational commitment, and that those 50 years old and older are the most satisfied with their jobs. Employees between the ages of 30 and 39 evidenced ]]></description>
    <pubDate>Tue, 17 Jan 2012 09:41:57 EST</pubDate>
    <guid isPermaLink="false">engage8290662</guid>
  </item>
    <item>
    <title><![CDATA[Case Study Examines Rapid Improvement in Engagement]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8290661/]]></link>
        <description><![CDATA[Average levels of employee engagement weren’t good enough for Stryker, as one New Jersey plant discovered. The Gallup Management Journal recently published an extensive case study looking at how a fast-moving manager changed the plant’s culture in less than a year, improving engagement levels from 48% to 57%. Stryker believes that ]]></description>
    <pubDate>Tue, 17 Jan 2012 09:41:46 EST</pubDate>
    <guid isPermaLink="false">engage8290661</guid>
  </item>
    <item>
    <title><![CDATA[Temkin Releases Employee Engagement Benchmarking Report]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8290660/]]></link>
        <description><![CDATA[Employee engagement is one of the four customer experience core competencies and it’s the one that companies tend to struggle with the most. To examine this critical area, Temkin Group surveyed more than 2,400 U.S. employees, finding that only 40% are fully committed to helping their companies succeed, 54% will do good for the company even if it’s not expected, and 26% are likely to look for a new job within six months. ]]></description>
    <pubDate>Tue, 17 Jan 2012 09:36:53 EST</pubDate>
    <guid isPermaLink="false">engage8290660</guid>
  </item>
    <item>
    <title><![CDATA[Turning the Page – Year in Review]]></title>
        <link><![CDATA[http://blog.enterpriseengagement.com/blog/2012/01/turning-the-page-year-in-review/]]></link>
        <description><![CDATA[Now that 2011 is officially in the books I thought I’d bring everyone up to speed on the work that was done last year and hint at some of the great stuff planned for 2012. As you know, the Enterprise Engagement Alliance has a clear, ambitious mission: to help support a new formal business practice required]]></description>
    <pubDate>Tue, 10 Jan 2012 03:34:17 EST</pubDate>
    <guid isPermaLink="false">engage8290646</guid>
  </item>
    <item>
    <title><![CDATA[New Enterprise Engagement Benchmark Indicator Ready for Testing]]></title>
        <link><![CDATA[http://blog.enterpriseengagement.com/blog/2011/12/new-enterprise-engagement-benchmark-indicator-ready-for-testing/]]></link>
        <description><![CDATA[The Enterprise Engagement Alliance has created a simple tool that any company can use for free to almost instantly benchmark its engagement efforts against best practices and an aggregate of other organizations using the tool.

You can test it at http://www.eewidget.com/eebenchmark]]></description>
    <pubDate>Thu, 15 Dec 2011 15:33:48 EST</pubDate>
    <guid isPermaLink="false">engage8290536</guid>
  </item>
    <item>
    <title><![CDATA[The Customer-Employee Connection]]></title>
        <link><![CDATA[http://blog.enterpriseengagement.com/blog/2011/11/the-customer-employee-connection/]]></link>
        <description><![CDATA[You might have seen the moving ad from manufacturing giant GE demonstrating the emotional connection between its employees and customers.  (Embeded video at right – Subscribers may need to click through to see video.)]]></description>
    <pubDate>Thu, 15 Dec 2011 15:32:57 EST</pubDate>
    <guid isPermaLink="false">engage8290535</guid>
  </item>
    <item>
    <title><![CDATA[Engagement = Business – Where the Rubber Meets the Road]]></title>
        <link><![CDATA[http://blog.enterpriseengagement.com/blog/2011/11/engagement-business-where-the-rubber-meets-the-road/]]></link>
        <description><![CDATA[If you still doubt how the emerging field of engagement is affecting traditional marketing, listen to this.

One of the companies involved with the Enterprise Engagement Alliance is a long-standing integrated marketing agency that moved away from focusing solely on meetings and incentives several years ago to provide a more broad-based, solutions-oriented performance improvement services. As a result, it was a natural for the company to embrace “enterprise engagement,” and the firm, which I cannot name here, was one of our first founding sponsors and remains actively involved.]]></description>
    <pubDate>Thu, 15 Dec 2011 15:32:38 EST</pubDate>
    <guid isPermaLink="false">engage8290522</guid>
  </item>
    <item>
    <title><![CDATA[Engagement in Action]]></title>
        <link><![CDATA[http://blog.enterpriseengagement.com/blog/2011/11/engagement-in-action/]]></link>
        <description><![CDATA[While I haven’t yet seen any major business publications cover the emerging area of engagement, the traditional trade media is on it.

Recent articles in publications as diverse as the HR Executive (here and here), Corporate Meetings and Incentives, Training, and the American Management Association have featured articles on various aspects of engagement. Even more telling are instances like what happened to me recently.]]></description>
    <pubDate>Thu, 15 Dec 2011 15:31:57 EST</pubDate>
    <guid isPermaLink="false">engage8290521</guid>
  </item>
    <item>
    <title><![CDATA[The New Face of Your Brand]]></title>
        <link><![CDATA[http://blog.enterpriseengagement.com/blog/2011/11/the-new-face-of-your-brand/]]></link>
        <description><![CDATA[I had a recent experience with the new service 800 Got Junk that demonstrates how organizations are going to have to take an entirely new look at the definition of their brands. If you don’t know the service, it’s at face value, a great way to get rid of unwanted anything in a hurry. Just call the toll-free number and, depending on your location, chances are within a day or two the company will schedule an appointment to come by and take it away. The price is based simply on the percentage of the truck your garbage requires.]]></description>
    <pubDate>Thu, 15 Dec 2011 15:31:36 EST</pubDate>
    <guid isPermaLink="false">engage8290520</guid>
  </item>
    <item>
    <title><![CDATA[Which? Who? What?  Why Award Selection is Critical to Driving Engagement ]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/Which-Who-What-Why-Award-Selection-is-Critical-to-Driving-Engagement/]]></link>
        <description><![CDATA[Each year in the United States, organizations spend tens of billions of dollars on cash and non-cash rewards for consumer, distributor, sales and employee incentive programs –merchandise, gift cards, group and individual travel programs, time off, cash, etc. But few organizations invest the necessary time to understand which rewards should be used for which people to encourage what outcomes]]></description>
    <pubDate>Thu, 15 Dec 2011 09:25:49 EST</pubDate>
    <guid isPermaLink="false">engage8290544</guid>
  </item>
    <item>
    <title><![CDATA[''Now You See It, Now You Don't'']]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8290092/]]></link>
        <description><![CDATA[Unum Corp. hosts its Chairman's Conference every two years to recognize the top 5-10% of the sales force from its seven companies. Program qualifications place heavy emphasis on collaborative sales involving more than one company's products. Sales results for this promotion were spectacular: collaborative sales were up more than 200%, and overall sales increased 15%. ]]></description>
    <pubDate>Wed, 14 Dec 2011 15:02:48 EST</pubDate>
    <guid isPermaLink="false">engage8290092</guid>
  </item>
    <item>
    <title><![CDATA[EEA Curriculum on Measuring Engagement and Performance]]></title>
        <link><![CDATA[http://www.enterpriseengagement.org/articles/content/8290558/]]></link>
        <description><![CDATA[There’s a reason for the old adage: “You can’t manage what you don’t measure.” Anyone who has ever tried to run a business knows that’s true. But it is also true that you can’t manage what you measure only once each year. When it comes to employee and customer engagement, most of us... collect information through annual surveys, analyze the results, share them in a high-level report and perhaps devote part of an executive meeting to discuss the implications. Like performance reviews, this is usually done once a year – if at all.
 
In order to make informed decisions based in fact, managers need to:
·        Regularly monitor trends in employee, customer, supplier and partner engagement
·        Analyze those trends
·        Share the information across the organization
·        Set goals
·        Mobilize executives, managers and supervisors to take action
 
Effective measurement requires that certain fundamentals or principals be observed. Meaningful measurement will normally require an estimate of business impact at minimum and, in some cases, a Return on Investment (ROI) calculation. Following the advice below will ensure that you develop credible and defensible estimates of the business impact and ROI (where necessary) of your engagement initiatives. ]]></description>
    <pubDate>Tue, 13 Dec 2011 13:28:31 EST</pubDate>
    <guid isPermaLink="false">engage8290558</guid>
  </item>
    

</channel>


</rss>
