What is this book about
2. How engagement affects...
What is this book about
Count how many hours a day you work? No, you don’t spend at the office, namely, you work - answering urgent letters, sitting with friends in a cafe, or finishing a report on Sunday evening?
Today, work interferes not only with our personal time. It affects our emotional state, health, family relationships. The authors argue that work is inseparable from life, and therefore it is very important that it be to your liking and bring positive emotions. To want to give 100%.
There is another side of the issue. Engaged employees increase company productivity. Their products and services are of special quality - which means they increase profitability and bring profit.
The authors of the book studied the level of involvement of more than 10 million employees of various companies around the world. Based on the data they collected, they say:
1. What factors determine the commitment of employees to work
2. How engagement affects company performance and profits
3. How to create an atmosphere of recognition and trust in the company, thanks to which employees will be completely devoted to their work.
Many believe that involvement is the responsibility of the leader. Hardly. It is impossible to motivate a person if he does not do his job. Full engagement requires steps from both sides. And this book will tell you how to make them.
Who is this book for?
For employees and their leaders.
It will help the first to understand themselves, their attitude to the chosen profession, the corporate culture of the company in which they work.
The latter will be able to understand their employees and use this knowledge to create harmonious relationships in a team where everyone devotes themselves to a common cause and makes a profit.
book chips
This book provides an extensive practical toolkit - it contains more than 30 tests and tasks, with the help of which the authors studied employees and their involvement in their time, and which you can now use in your work. The book is really helpful! And it is recommended in the preface not by anyone, but by Tony Shay himself, the head of Zappos, who knows firsthand how to make employees happy.
From the author
While job satisfaction is a component of job engagement, a satisfied employee may storm off at the end of the day, accept an offer from another organization in the hope of earning a five percent higher salary, or come home and be asked, “How are you at work? " mumble: "It's okay."
Involvement in work is easy to recognize when it is still there. You can see it in the waiter who addresses customers by name, or in the office worker who in the middle of the day, looking at his watch, remembers: "Oh, I forgot about lunch." Or in the customs officer who greets you and speaks pleasantly of the city from which you come. Engagement can be seen in an employee who, when a vacancy opens up at work, suggests her friends for this position. Engaged employees are those who are willing to put in the extra effort, not only for their own benefit, but also for the success of the company.
Read another one today good book — Dream company. Why Successful Companies Say “We”(authors Kevin Cruz, Rudy Karsan).
I have read a lot on the subject of work relationships and career building. And most authors write about how to build a better “survival” at work, how to quickly run home and sit the boss.
The authors of the “Dream Company” write about the need to fundamentally change your attitude to work, to find a place that is 100% consistent with your abilities and affections; accept work as an important part of your life.
Don't run away from "office slavery" but actively and consciously look for ways to make your life fuller through the work in which you are involved.
But first things first.
To whom is the book addressed?
In "How to Increase Performance and Profits through Full Engagement" ( original name) in fact, we are talking about one aspect of life - involvement in work and job satisfaction.
Personally, I'm drawn to just such books - focused on something specific, and not promising to teach how to make a million, marry a top model and live 200 years.
The material is divided into blocks for employees and for managers, entrepreneurs.
What exactly do they write about?
In short, how to make this question - not sick.
Specifically, it says the following:
- How to determine what exactly you tend to do (several practically applicable tools for determining, I’m not afraid of this word - I recommend that you read the post at the link, very much in the “topic”).
- How to figure out if the internal culture of the organization is right for you.
- A simple model of a personal career is comparing it to a business.
- Personal branding (do's and don'ts: the basics).
- For managers: building trust in the organization, motivating employees, engaging employees in work).
Individual elements from this list have been repeatedly covered in different books / websites / magazines.
However, when reading The Dream Company, I got the impression that I met the original source, and most of what I had read before was not very skillful imitation.
By the way, on Ozone you can get acquainted with an impressive piece of text for free - follow the link under the picture at the top of this post, there will be a blue “pdf” button - a file with an introductory chapter (47 pages) will open. There is not much specifics in the introduction, but you can capture the essence of the book.
Who will suit?
I’ll note right away that “Why do successful companies say “we”” is a fairly serious read. The format is not entertaining, although it is perceived quite easily due to high-quality formatting and various schemes.
Count how many hours a day you work? No, you don’t spend at the office, namely, you work - answering urgent letters, sitting with friends in a cafe, or finishing a report on Sunday evening?
Today, work interferes not only with our personal time. It affects our emotional state, health, family relationships. The authors argue that work is inseparable from life, and therefore it is very important that it be to your liking and bring positive emotions. To want to give 100%.
There is another side of the issue. Engaged employees increase company productivity. Their products and services are of special quality, which means they increase profitability and bring profit.
1. what factors determine the commitment of employees to work
2. how engagement affects company performance and profits
3. how to create an atmosphere of recognition and trust in the company, thanks to which employees will be completely devoted to their work.
Many people think that engagement is the responsibility of the leader. Hardly. It is impossible to motivate a person if he does not do his job. Full engagement requires steps from both sides. And this book will tell you how to make them.
Who is this book for?
For employees and their leaders.
It will help the first to understand themselves, their attitude to the chosen profession, the corporate culture of the company in which they work.
The latter will be able to understand their employees and use this knowledge to create harmonious relationships in a team where everyone devotes themselves to a common cause and makes a profit.
book chips
This book provides an extensive practical toolkit - it contains more than 30 tests and tasks, with the help of which the authors studied employees and their involvement in their time, and which you can now use in your work. The book is really helpful! And it is recommended in the preface not by anyone, but by Tony Shay himself, the head of Zappos, who knows firsthand how to make employees happy.
While job satisfaction is a component of job engagement, a satisfied employee may storm off at the end of the day, accept an offer from another organization in the hope of earning a five percent higher salary, or come home and be asked, “How are you at work? » mumble: "It's okay."
Involvement in work is easy to recognize when it is still there. You can see it in the waiter who addresses customers by name, or in the office worker who in the middle of the day, looking at his watch, remembers: “Oh, I forgot about lunch.” Or in the customs officer who greets you and speaks pleasantly of the city from which you come. Engagement can be seen in an employee who, when a vacancy opens up at work, suggests her friends for this position. Engaged employees are those who are willing to put in the extra effort, not only for their own benefit, but also for the success of the company.
Expand description Collapse DescriptionWhat is this book about
Count how many hours a day you work? No, you don’t spend at the office, namely, you work - answering urgent letters, sitting with friends in a cafe, or finishing a report on Sunday evening?
Today, work interferes not only with our personal time. It affects our emotional state, health, family relationships.
There is another side of the issue. Engaged employees increase company productivity. Their products and services are of special quality - which means they increase profitability and bring profit.
1. What factors determine the commitment of employees to work
2. How engagement affects company performance and profits
3. How to create an atmosphere of recognition and trust in the company, thanks to which employees will be completely devoted to their work.
Many believe that involvement is the responsibility of the leader. Hardly. It is impossible to motivate a person if he does not do his job. Full engagement requires steps from both sides. And this book will tell you how to make them.
Who is this book for?
For employees and their leaders.
It will help the first to understand themselves, their attitude to the chosen profession, the corporate culture of the company in which they work.
The latter will be able to understand their employees and use this knowledge to create harmonious relationships in a team where everyone devotes themselves to a common cause and makes a profit.
book chips
This book provides an extensive practical toolkit - it contains more than 30 tests and tasks, with the help of which the authors studied employees and their involvement in their time, and which you can now use in your work.
While job satisfaction is a component of job engagement, a satisfied employee may storm off at the end of the day, accept an offer from another organization in the hope of earning a five percent higher salary, or come home and be asked, “How are you at work? " mumble: "It's okay."
Involvement in work is easy to recognize when it is still there. You can see it in the waiter who addresses customers by name, or in the office worker who in the middle of the day, looking at his watch, remembers: "Oh, I forgot about lunch." Or in the customs officer who greets you and speaks pleasantly of the city from which you come. Engagement can be seen in an employee who, when a vacancy opens up at work, suggests her friends for this position. Engaged employees are those who are willing to put in the extra effort, not only for their own benefit, but also for the success of the company.
I would like to thank the Mann, Ferber and Ivanov publishing house for offering me to write a review of this book. Special thanks to Kristina Yatkovskaya, I hope my review will not disappoint her.
American books of the BUSINESS direction sin with one, but very annoying feature. The scheme is simple: for example, some statement is taken that you can’t seem to argue with, because it’s already clear that it is. Further, this statement is "filled with a ton of examples", although they can be called examples with a stretch, because many examples are not even far-fetched. Examples with a ratio of 50% to 30% are supplemented by the author's reasoning about the initial statement in the spirit ("a samurai with a sword is the same as a samurai without a sword, only with a sword") and the remaining 20 percent go to dilute the book with micro-tests, pictures and sayings of the "great dead".
The central scheme of the Dream Companies book is the "endless rotation" of one idea and its one satellite:
Idea: Involvement is good, non-involvement is bad;
Satellite: Engagement is what separates a successful company from an unsuccessful one.
- Chapter 1 "Life and Career"
The authors reasoned in this chapter as follows: a fixed salary has not stimulated anyone for a long time, we are already in the future, so we will use the variable part, except for the fix, this will show that the employee himself has the opportunity to influence his income, which of course will affect his motivation to work.
- Chapter 2 "You are in us"
No less important for the motivation to work is the corporate culture of the employer. The authors do not specify what it is, they only say that they identified 12 types of these same crops and created on this basis a procedure for evaluating companies by 12 types. An employee armed with this questionnaire will find it extremely easy to choose a potential employer for himself, you just need to evaluate him and yourself, if everything matches = happiness for both. But tohow to evaluate an employer? - They advise you to just look at his website and read the values of the company indicated on it (although experience shows that they should be read exactly the opposite).
The authors also touched on important aspect as employee self-motivation. They offered to consider themselves as a business unit and treat themselves accordingly. For example, create your own:
- Board of Directors;
- R&D;
- self-pr
Pr.Should own company spend on the Internet: check yourself in the issuance, and if you are not on the first two pages, take care and start, for example, writing articles, yes, and clean up your social media profiles, otherwise the employer will notice you in shorts and God forbid in Turkey.
- Chapter 3 How Great Leaders Harmonize Relationships and Increase Team Motivation
Here we are gradually approaching the concept of involvement, which the authors, in companies, evaluate with a questionnaire consisting of 4 scales:
-Pride;
- Satisfaction;
- Feeling of security;
- Desire to stay in the company.
Evaluation is carried out for each of the terms on a five-point scale. If you do not have a total five, then you are not involved :). This is how the authors and their company measure the overall level of engagement of their customers.
But what should I do if, after all that I have written, I believe in the need for involvement?
Need:
1. Set clear goals for staff(the book advises setting measurable and achievable goals)
2. Establish communications(talk, hold meetings)
3. Reward employees for success(be sure to give a positive feedback a positively distinguished employee)
For ideal managers middle management tips in the next chapter.
- Chapter 4 Helping the Manager
On the ground, to cope with the total involvement of staff will help:
2. Recognition(both private and in the hallway)
3. Trust (you just need to trust - it motivates)
4. Working in a good team (the team you have to be good is good)
5. Communication (to communicate not only on professional topics)
6. Awareness of the mission of the company (have a mission and communicate it to everyone)
7. Corporate responsibility (must be socially responsible)
8. Quality of the produced product (the product you produce must be of high quality), and preferably all of these together
I honestly tried to find a logical connection between all the chapters in the book and found - Kenex.
In fact, this is a Kenex business card, in which the authors mention themselves and their company as much as possible. More examples are about them, in the spirit of "we were not - there was no involvement, we came - there was involvement and it became good."
Why this book and who might need it?
- HR director in order to talk about trendy things at the next interview, giving examples from life "there";
- hr manager, in order to start googling the concept of career growth and, having googled the career grid, proceed to the first or second unsuccessful stage of grading at the enterprise
- Owner, in order to have something new to talk about with "brothers in business", as well as with hr director at the interview and hr manager, asking the sacramental question: What have you done to engage your staff?
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