Tag: Employee Engagement (Page 1 of 6)

Engaging Zingers #7: Invitational Career Development

Career Zinger #7: Invitational Acceptance 

In Dubai (David Zinger 2017)

In 2018, as you strive to enhance your career I encourage you to avoid being coercive with yourself because when you are coercive you set yourself up for guilt and failure. You can end up transforming part of yourself that is an ally into an adversary. A powerful way to change this is to frame your desired career change as a personal invitation, not a dogmatic imposition. I like receiving invitations. I don’t like feeling I am being pushed into something — even when I am pushing myself. Declining an invitation does not feel fatal nor final. Career development requires a caring and careful approach to embark down a new of different path.  A career goal is not a career gaol – break out of the mental jail of bullying yourself to change yourself.

I’m David Zinger, engage along with me, the best is yet to be.

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Learn About the 21 Transitions to the New Employee Engagement (Webinar – January 10th)

21 Transitions to the New Employee Engagement

January 10, 2:00 pm – 3:00 pm (EST)

Employee engagement has been around for approximately 28 years. It has implied a robust set of promises for results, performance, productivity, wellbeing, safety, and a host of other important outcomes for organizations and individuals. Yet employee engagement, as it is practiced now, has often failed to deliver on its promises. This virtual video chat event will examine the 21 transitions to help you move from the old employee engagement to the New Employee Engagement. The transition framework requires that we attend to what must end before we launch on new beginnings in the journey of engagement. There is no way to engagement, to engage is the way — so engage along with me, the best is yet to be.

The Live Video Chat Event is ideal for launching your employee engagement approach or to refresh, rejuvenate, and re-invent an approach that has gone stale, flat, or failed to deliver on its promise.

To register, click on the AchievEE logo or right here.

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HRZingers: Humor To Lighten the Load of 2018

If you could proclaim 2018 the year of something, what would that something be? 

I am suggesting we proclaim it the Year of the Pencil.

To learn more or just to take a 3 minute break humour break from work, I invite you to read my first HRZingers, humour post for 2018.

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Engaging Zingers #6: Stop Trying to Be Great — Be Good!

Career Zinger: Doing good work is the pathway to career success.

Ed Sheeran had the biggest hit song of 2017: Shape of You.

Bernadette Jiwa, in writing about 12 lessons derived from the biggest hit of the year stated:

You have to put yourself into the situations that give you the best chance of doing great work.”

The best situation I know to give yourself a chance for great work is to continually strive to do good work. For three years I have been adamant in defining work and employee engagement as: “good work done well with others every day.” If you do good work every day, once in a while the situation may arise that you will stumble into great work.

Stop trying to be great, be good!

David Zinger is an expert on employee engagement with a keen focus on career engagement for 2018.


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Engaging Zingers #5: Be Resolute Without Being Coercive

Career Zingers #5: Be Resolute, Don’t Be Coercive.

Ah, New Year’s Day signals a time when many of us make resolutions to advance our career or begin the 100 other self-improvement initiatives we scheme up. The good news is that we don’t resist change but the bad news is we resist coercion. We can be quite self-coercive with our own career development. Trying to make ourselves or force ourselves to be better. This sows the seeds for failure. For 2018, I encourage you to be resolute without being coercive.

I’m David Zinger, engage along with me, the best is yet to be.

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Employee Engagement: How to Make Someone’s Day

A personal experience with a small nudge for you to replicate this where you work.

I presented on employee engagement at the Employer Branding Summit in Sofia, Bulgaria last month. I had a wonderful day engaging with the participants and other speakers.

I was thrilled today to receive the following feedback from Nicole Georgieva of the To The Top Agency in Sofia. Nicole is the woman in the top left hand picture. Ralitsa Gencheva the woman in the center of the top right picture was the person who wrote the feedback and Georgi Georgiev, the conference host and organizer, is the gentleman in the top left hand picture.

David Zinger was our key speaker at the Employer Brand Summit conference which took place on 12th October 2017 in Sofia, Bulgaria. We were amazed by his professionalism, expertise, presentation skills and humanity. He was extremely well received by the Bulgarian audience – we gather feedback from each event and almost all participants who completed the feedback forms pointed him to be the speaker they liked the most and that made the greatest impact on the summit.

We faced absolutely no problems with him also on the organizational part – he is very disciplined, gave us all the resources that we needed in a timely manner and was so kind to shoot a promotional video before the event at our request. To The Top Agency will be delighted and is looking forward to working again with Mr Zinger and to have him here in Bulgaria again.

We highly recommend him!

This made my day and the key message I leave you with is to take time today to make someone’s day where you work by passing on your uplifting feedback about their work.

Knowing we are appreciated is the fuel and nourishment to keep us engaged for the long run.

David Zinger is a global work and employee engagement educator and speaker.

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21 Reasons Why The New Employee Engagement Must Come With A Warning Label

Warning: The New Employee Engagement will Cause Change.

Be warned. If you focus on the New Employe Engagement where you work — work will change.

I believe employee engagement should come with a warning label for any organization or individual who is ready, willing, and able to undertake the journey into the New Employee Engagement.

The warning label is required because:

  1. The New Employee Engagement is a revolution. Rather than the loose concept and idea of engagement revolving around work — work, management, and leadership will revolve around engagement.
  2. The New Employee Engagement is predicated on the principle that everyone within the organization is an employee, including all managers and leaders.
  3. The New Employee Engagement will change how we work and how we work together. Employees will be responsible for their own engagement and the organization will be accountable to employees.
  4. The New Employee Engagement will result in higher levels of uncertainty and participation. Engaged employees do not sit passively and go along with the status quo.
  5. The New Employee Engagement will change the organization as much as it changes the individual. We all must be open to both input and influence.
  6. The New Employee Engagement will remove the cloak of employee invisibility and anonymity. Real recognition requires recognizing the pluralism of voices in the organization and who is voicing what so we can have conversation not interrogation.
  7. The New Employee Engagement will demand that we take responsibility for our own engagement. Engagement goes with us and it is real time, not some annual antiquated measure of attitude.
  8. The New Employee Engagement will require that we educate employees on how to engage not to chain them to the organization but to unleash their energy and engagement for their work contributions.
  9. The New Employee Engagement will be much more about task than a warm fuzzy feeling for the organization and leaders must realize most of their task is building relationships.
  10. The New Employee Engagement will demand that we are accountable for how we influence other people’s level of engagement.
  11. The New Employee Engagement will require us to get very comfortable with the idea of work as an invitation and the contingent consequences for accepting or declining the invitation.
  12. The New Employee Engagement will not be tethered to HR or Internal Communications – engagement will be everyone’s business.
  13. The New Employee Engagement will demand that work makes us well so that both our work and our health are sustainable as we thrive rather than just survive.
  14. The New Employee Engagement will not be about getting a higher engagement score rather it will install achieving results, building relationships, and cultivating wellbeing as the powerful troika of work.
  15. The New Employee Engagement will not be about passive attitudes or emotions rather it will be about small and significant actions attached to what is significant and meaningful to individuals and organizations.
  16. The New Employee Engagement will make us abandon programs and policy in favour of process and actions.
  17. The New Employee Engagement will have us abandon slogans of being a great place to work in favour of actually being a good place to work.
  18. The New Employee Engagement will force us to let go of thinking of engagement as something we do to or for employees into something we do with employees.
  19. The New Employee Engagement will come to an end not as a fad that failed but because it integrates so well into how we work, manage, and lead that we don’t need the term.
  20. The New Employee Engagement will abandon the antiquated focus of work/life balance for life/work infusion where our life contributes to our work and and our work contributes to our life.
  21. The New Employee Engagement will create new ways of working that we are only beginning to imagine.

There, you’ve been warned. I think it is worth the risk to dwell and work in the New Employee Engagement but know what you are getting into before you engage. To learn about 4 courses for The New Employee Engagement, click here.

To get working on the New Employee Engagement email David Zinger at david@davidzinger.com and begin the engaging conversation with David to change work where you work.


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David Zinger: 4 Courses in the New Employee Engagement


Employee engagement is good work done well with others every day. There is no way to engagement, to engage is the way.

I am celebrating a new year of work and focus on employee engagement today, November 1st, 2017.

Here are the 4 major topics, keynotes, speeches, workshops, courses and master classes I will be focusing on to achieve results, build relationships, cultivate wellbeing and improve employee engagement for the benefit of all with my clients in 2018. I encourage you to contact me to have a conversation about my services and engage along with me because our best is yet to be.

Our first quarter century of work on employee engagement did not produce the organizational or individual results we expected. It is tempting to abandon our efforts and go in search of a new grail of leadership, management, and work.

I believe just the opposite is required, we need to get more into engagement to get more out of it.

The New Employee Engagement will help us attain the key ABC’s of work: Achieve Results, Build Relationships, and Cultivate Wellbeing because work will revolve around engagement rather than engagement circling around work.

Four courses on the New Employee Engagement   

1. The New Employee Engagement: Getting More into Our Work to Get More Out of Our Work

Leverage the 10 Essential Elements of Engagement to Turbocharge Leadership and Work.

Employee engagement has not lived up to expectations. There is no way to engagement, to engage is how we lead, manage, and work. Apply the 10-block pyramid of engagement for exceptional results, performance, progress, relationships, recognition, moments, strengths, meaning, wellbeing, and energy.

2. Well, Well, Well: Dynamic Tools for Wellbeing at Work

Build and Apply a Powerful Wellbeing Toolkit

Work can make us well but many people experience the opposite from disengagement and stress to illness and burnout. Wellbeing is not a program, policy, or work perk. Authentic wellbeing is derived from building and practicing a toolkit of powerful pathways and skills in being well at work and having work itself contribute to our overall wellbeing

3. Engage– The Essential Approach and Skills in Being an Engaging Leader/Manager

Mastering Engaging Conversations: From Curiosity and Questions to Conversations and Action

Leaders and managers must achieve results, build relationships, and cultivate wellbeing. We double the power of engagement by assisting managers in seizing personal responsibility for their own engagement while also being accountable to the organization and all employees with their positive influence on everyone’s engagement.

4. How to Be a People Artist at Work

Skill and Will Development to Draw Out the Best in Others at Work.

Everyone can be an artist of recognition, appreciation, and connection. People Artistry is the debt we pay forward to those who drew out the best from us. Learn how be a People Artist at work and draw out the best from others for performance, recognition, and engagement, and wellbeing.

David Zinger, a global employee engagement visionary, speaker, writer, network host, educator and consultant, offers four exclusive keynotes, speeches, workshops, master classes or courses in 2018. Each session can be customized based on the client’s unique needs and interests. These courses are unique and exclusive based on David’s limited availability and interest. The sessions are ideal for leadership and management education, conferences, keynotes, or company-wide sessions on engagement.


View a short sample of David speaking on Employee Engagement at a Wales conference on Leadership Engagement:

To learn more or request a topic, email: david@davidzinger.com  or phone: 204 254 2130

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12 Lessons From A Personal Journey Through Burnout and Engagement

From confession to commitment – engagement to burnout and back again.

Engagement is the diamond in the heart of work and wellbeing.

This post is personal. Work is personal. This is not a vague theoretical outline of disengagement. It is also not a quick fix. This post outlines a challenging journey from disengagement to re-engagement. Although it is personal, I believe embedded in the experience are insights and approaches that have universal application.

Overall, my work had been steadily progressing in employee engagement for over a decade but on November 3rd of 2016 I hit a work-related speed bump. It threw the meaning of my work up in the air, jolted me emotionally, and almost brought me to a complete stop.

On November 3rd I was teaching my employee engagement course in Dubai when between 10AM and 3PM, three of the fully engaged participants suffered major economic and career setbacks that were out of their control. Engagement is no guarantee against the consequences of major economic upheaval. That same evening my wife phoned to let me know that she had been let go from the leadership position she loved.  Susan had the highest level of work engagement I know but this was no guarantee of work, organizational appreciation, or career security. These two events on opposite sides of the globe hit me much harder than I first realized. I don’t believe burnout occurs in one day but November 3rd crystallized many other experiences, perceptions, and emotions over the previous year or two into my personal D-Day or Disengagement-Day.

Since that time I have been showing classic signs of burnout: exhaustion, cynicism, and the belief that my work was not making a difference. I felt that my work on engagement was equivalent to putting lipstick on camels. It isn’t very pretty and the camel is still a camel!

For the past decade, I had focused all my work on employee engagement from founding and hosting the 7400 member Employee Engagement Network to education and speeches around the world, and writing four books on work. Imagine my befuddlement as I found myself disengaged from my own work. I felt even worse because I had comprehensive knowledge and methods to engage yet I was stuck. I believe work can make us well but I was not well at this time. In addition, I have a 30-year background as an employee assistance counselor and university counselor educator. I was naively arrogant believing this knowledge and expertise would make me immune from disengagement.

My sense of being engaged in meaningful work was blurred and my vigor, dedication, and absorption to both initiate and complete tasks were depleted.  I did most of my work but not at the level I expected of myself, and a number of tasks languished on the proverbial back burner.

At 62, I contemplated retiring from work yet I know in my heart that there was much I still feel called to do and I am stubborn enough not to give up.

A month ago, I encountered and fully resonated with a new word: “inanition.” Inanition means being empty, lacking in enthusiasm, vitality, and vigor. It is a spiritual emptiness, loss of purpose, and exhaustion caused by a lack of nourishment. My work failed to nourish me — my energy was dwindling, and I was a living example of inanition.

My experience is personal but it also seems to have a sense of universality to it. Your causes of disengagement, burnout or inanition may be quite different than mine, ranging from job loss and unfair practices at work to a lack of psychological safety or major career setback, but the pathway out of inanition to full engagement may have commonalities.

Here are 12 points of navigational guidance if you should encounter burnout or inanition during your career journey:

  1. Know that your career is a hero’s journey. In every hero’s journey there will be dragons (challenges and setbacks) and that’s what makes the journey so engaging, challenging, and rewarding. Of course you might also get scorched.
  2. Be patient, kind and accepting. The road back to engagement may be longer than you think. It may ask you not to be so tough on yourself. It may demand acceptance without giving up or sinking into despondent acquiescence or depression.
  3. Being resilient doesn’t mean you are a rubber ball that can instantly bounce back after being thrown to the ground. Infuse gentle tenacity and personal stubbornness based on your career purpose or calling into your human and fallible resilience. Embrace human resilience and authentic unfolding during your career quest.
  4. Acknowledge that setbacks are inevitable and they do not signal the end of the journey.
  5. When you are on fire because of burnout it is time to stop, drop, and roll. Determine what you may need to stop doing and what you may need to drop from your work and expectations. Once you have determined what you need to stop don’t freeze — determine how you will roll into re-engagement and healthy wellbeing.
  6. Take personal responsibility for your own engagement without sinking into self-blame or guilt when things are not moving as fast as you hope or think they should.
  7. Embrace impermanence. Nothing lasts. Know that change can, and will, occur. As one Zen statement declares: spring comes and the grass grows by itself. Authentic optimists know that setbacks are seldom permanent, pervasive, and personal.
  8. Let others know what you are going through and ask for help. Depending upon the severity, duration and intensity of the experience consult with a career coach or employee assistance counselor. Every hero needs a mentor or Yoda.
  9. Know that meaning at work and in life is not something we find, it is something we create and at times need to re-create. I will no longer put lipstick on camels but I can offer many contributions to make work better for individuals and organizations.
  10. Overall in overcoming inanition, look more for trending than transformation. I wanted to wake up the next morning and have it all be gone and for me to be my old self but I now focus more on positive trending in a more engaged direction than magic cures or effortless engagement elixirs.
  11. There are always lessons embedded in every experience. Inanition may not be the most welcome of work teachers but the lessons learned may be invaluable for the rest of your career. I am still very much in the process of determining what I have learned and how that learning will shape the remainder of my career.
  12. Embrace life and work. Work is not a problem to be solved; it is an experience to be lived. Don’t miss it because you imagine or believe it should be something other than it is in the present moment.

Pregnancy and Rebirth. I trace back my challenges with burnout and engagement to November 3, 2016. Today is August 3, 2017. If November 3rd was D-Day than I consider August 3rd E-Day, the day of full re-engagement. This time frame of nine months seems very symbolic to me. I have gone through a very challenging pregnant pause in my work on engagement but it has given birth to a rebirth in engagement and burnout made stronger by the challenges and setbacks. I would be delighted to work with you and your organization to help you give rebirth to engagement while also preventing or alleviating burnout by focusing on everyday employee engagement.

I often offer a line in the conclusion of my writing and after writing this post, I know that this is as much a message to myself as to my readers: Engage along with me, the best is yet to be.

David Zinger is a human and fallible expert on employee engagement and believes that work can make us well, even if sometimes it doesn’t. He designed and delivers a powerful daily behavioural approach to preventing and overcoming burnout and installing authentic and powerful engagement. This education is offered in keynotes, workshops, courses, and masterclasses. David believes in the power of everyday employee engagement to make work better and to make us better.

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Tomorrow is My Personal E-Day

After 9 months of wandering in the disengagement wilderness, tomorrow will mark a rebirth in my work on engagement. It was a very unsatisfying and challenging “pregnant pause.”

Yet, it is encouraging and energizing to feel that I moved through this thick and gooey wilderness and at T.S. Eliot would declare, “arrive where I started and know the place as if for the first time.

I strongly encourage you to read tomorrow post on 12 Lessons from a Personal Journey Through Burnout.

David Zinger – Canadian Employee Engagement Speaker

David Zinger is a Canadian employee engagement speaker and expert who works around the world helping individuals and organizations engage in good work done well with others every day.

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