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Пікірлер
@OteroNinoska 2 ай бұрын
Me watching all videos ❤ having the chance to work from home 💯% for such a pro within such a well structured Co.
@candanakkan3696 4 ай бұрын
Great to hear from Kevin, thanks Gerry
@jesmith9975 5 ай бұрын
Andrew, it's a small world, I just came across this on 5/27, and there you were. I still believe Harrison Assessments is the best tool I have ever encountered. I had a more difficult time connecting Dr. Harrison's connecting it to employee engagement. Hope you are doing well, I'm still fighting the medical demons. Cheers, Jim Smith
@HarrisonAssessmentsIntl 5 ай бұрын
Hi Jim, the combination of your top-down approach and Harrison's job fit and individual expectations is a powerful combination.
@martynlax100 6 ай бұрын
Harrison Assessments is the best recruitment tool for success prediction, I have ever seen, in 30 of recruitment.
@martynlax100 6 ай бұрын
What a fantastic endorsement for Harrison. I personally believe it is a massive game changer for hiring, promoting and developing staff. It is simply brilliant.
@HarrisonAssessmentsIntl 6 ай бұрын
Thank you very much for your support!
@stuartstraw 6 ай бұрын
May I ask who the Harrison partner has this account and where it is? Thanks
@andrewhartland3841 6 ай бұрын
Hi Stuart, Gerry Murray of Wide Circle is the Harrison partner.
@Talent4Performance 8 ай бұрын
This is a very insightful video that provides practical answers to the ongoing question about how we can improve engagement in a meaningful way.
@awayjudith Жыл бұрын
[9:39 pm] Agus Wahyudi1 Thank you for the information you all have provided. It has been most helpful.
@jesmith9975 2 жыл бұрын
Managers are no more engaged than the employees. Engagement is an enterprise issue. You can' push a string.
@HarrisonAssessmentsIntl 2 жыл бұрын
We agree Je Smith. Engagement and culture starts from the top.
@jesmith9975 2 жыл бұрын
Dr. Dan & Gerry. Here's the challenge. Imagine you have a chance to present your solutions to the CEO. Doing that for 25 years, I guarantee you will get these questions. "where have you done this before, how long did it take for the results to start showing up, what was the impact on business metrics, how long did the project take, what was the CEO's responsibility, who leads an initiative like this, how do you overcome the blocking from the politics, culture and siloed groups, how much of your fees are based on the income statement impact"? You cannot solve the engagement problem from the middle; engagement is an enterprise problem. Managers are no more engaged than the rest of the employee population. As long as engagement remains stuck in HR, nothing has changed, and nothing will change. For example, a single 9-word survey question was asked by the CEO, with a third party reporting to the CEO collecting the employee's responses. HR was not involved; they never are in our approach. The ten-week results of the ANONYMOUS reactions to the CEO's question cut SG&A expenses by $300 million, killed or altered hundreds of stupid policies (the employees refer to these as the BULLSHIT that drives them nuts), sent several bullies home, and PRODUCED REVENUE INCREASING IDEAS. The problem with the EE/EX services, employee analytics, HR Tech, and the ubiquitous HR Thought Leaders is they don't have solutions that produce results. Hence, they have to focus on HR, who has all the responsibility and none of the authority. The best proof of this observation is finding examples where an EE/EX initiative was given credit for improving business results. Or, try to find a single EE/EX services provider using client results in their marketing. If any of the solutions out there were making a difference, CEOs and their boards would be lining up. The only thing driving current EE/EX initiatives is the optics; to do nothing would look really bad.
@HarrisonAssessmentsIntl 2 жыл бұрын
Thanks for your thoughtful comment Je Smith. We mostly agree with you on the problems with traditional engagement approaches. We agree it is top down and needs to flow through the organization. The key message in this video is that it is near impossible to have conversations about an individual's expectations using a traditional approach of anonymous group data. Our take is that is why EE programs have barely moved the needle in 30 years. There is no actionable data being provided which leads to wishy washy engagement initiatives. It's difficult to comment without more detail but I would argue that the approach you're describing is not employee engagement. We define it as willingness to provide discretionary effort. Your program sounds more like a survey for identifying waste and reducing bureaucracy. This is in itself valuable and useful, but it is not employee engagement. After you've eliminated the waste and the bullies, then what do you do to address individual performance and retention? The link between engagement and business performance is well established. Gallup's original research was ground breaking. The issue is what can you do to influence it? As with all programs, including yours, it always comes down to how committed is the leadership team to implementing the results. Please email me at [email protected] . I'd like to learn more about your approach as it sounds like it could be complimentary to ours. Andrew
@jesmith9975 2 жыл бұрын
@@HarrisonAssessmentsIntl We spend ten weeks immersed with the client's employees helping them to articulate what drives them nuts about the company's culture, as they put it, the "BILLSHIT" that drives their disengagement. NOTHING is off the table. So, along with the financial results, hundreds of "stupid" policies are killed or altered, bullies are sent home, whole departments viewed as sacred cows are removed, executives blocking innovation are identified, along with anything else employees think is BS and can prove it. Our decision to attack the financial issues is because that's what it takes to get the CEO involved. But, during the ten weeks, just about every issue that impedes engagement is dealt with. That never happens with an HR-managed initiative. In fact, HR plays no role in our approach, they own just as much of the problem as any other organization. I will follow up with an email. Cheers, Jim
@brendafirst8270 4 жыл бұрын
Great news!!!
@jsuermondt 4 жыл бұрын
Thank you Pamela & Dan for your valid comments
@IndraConsulting 4 жыл бұрын
Thank you Pamela and Dr Dan - great to hear you talk about these important competencies.
@lizzylowenstein6969 4 жыл бұрын
Thankyou
@lizzylowenstein6969 4 жыл бұрын
Fantastic!
@lizzylowenstein6969 4 жыл бұрын
Really informative and useful testimonial. Thank you :) I am using this today to forward to a potential client. It answers many of the queries we have explored.
@HarrisonAssessmentsIntl 4 жыл бұрын
Thanks Lizzy!