Comments for Mumblr

Comment on Change & Communications Study Report: Implications For Asia Pacific by Carnival of HR by the Numbers | Human Resources Software

Carnival of HR by the Numbers | Human Resources Software — Wed, 01 Feb 2012 18:16:16 +0000

[...] we’re such data junkies, the first post that jumped out was Change Communications: Implications for Asia Pacific by Abhishek Mittal. As a service to companies that operate in the Asia-Pacific region, he [...]

Comment on Who Builds and Drives Employee Engagement? by E L S U A ~ A KM Blog Thinking Outside The Inbox by Luis Suarez » How to Use Employee Engagement to Boost Your Business

Tue, 24 Jan 2012 21:57:43 +0000

[...] environment and perhaps well beyond as well, without not necessarily even being related to social networking alone per se: Employee Engagement. Most of those articles have always been very positive, over the course of [...]

Comment on “Meaning” is the New Money by Sumit

Sumit — Thu, 05 Jan 2012 08:16:49 +0000

Good one. After reading the first paragraph i had a feeling that you are going to relate with RSA Animate video . If you want to motivate employees, than give them challenging work, instead of rewards, I second that.

Comment on Employee Value Proposition – Think Delivery, Not Just Design & Communications by Abhishek

Abhishek — Fri, 16 Dec 2011 15:15:55 +0000

Absolutely! The delivery of the promised proposition boils down to backend or rather employee-facing operational activities. Problem is that employers jump on the bandwagon of creating “dare to dream” or “performance driven growth” campaigns without really thinking how that experience will be delivered. They want to do the “sexy” part, without really doing the nuts and bolts! For HR to really do a good job of it, they really need to ensure they walk the talk.

Comment on Employee Value Proposition – Think Delivery, Not Just Design & Communications by Vishal Nicholas

Vishal Nicholas — Fri, 16 Dec 2011 15:07:00 +0000

Hi Abhishek,

nice to read your blog after a while.my tuppence….EVP is best felt rather communicated.

therefore the importance of delivery cannot be overemphasized.was wondering whether like all organizations, delivery of any brand promise(be it to customer or employee) boils down to the backend….be it pizza in 30 mins or a great induction on your first day at work.

perhaps it’s time for HR to look at it’s backend as well? identify it’s best suppliers(HR employees) for particular processes and deliver the best experience?

Comment on After Your Employee Survey…Bias For Action by The 2 Most Pointless Employee Activities – and What You Can Do About Them

The 2 Most Pointless Employee Activities – and What You Can Do About Them — Wed, 14 Dec 2011 12:47:13 +0000

[...] based on employee surveys or reviews. Abhishek Mittal addressed this brilliantly in his excellent Mumblr blog: I work with several companies on rolling-out the results of their employee surveys. … In my [...]

Comment on After Your Employee Survey…Bias For Action by Overcome Analysis Paralysis: Have a Plan to Do Things - DerekIrvineGloboforce - Member Blogs - HR Blogs - HR Space from Personnel Today and Xpert HR

Tue, 13 Dec 2011 16:37:22 +0000

[...] Why do employees think these activities are pointless? It’s simple – they rarely ever see any action or results taken based on employee surveys or reviews. Abhishek Mittal addressed this brilliantly in his excellent Mumblr blog: [...]

Comment on After Your Employee Survey…Bias For Action by Mayuri Kumar

Mayuri Kumar — Mon, 05 Dec 2011 11:10:51 +0000

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Comment on After Your Employee Survey…Bias For Action by Abhishek

Abhishek — Mon, 05 Dec 2011 10:33:41 +0000

Derek – appreciate your insights-driven comments as always!

Comment on After Your Employee Survey…Bias For Action by Derek Irvine, Globoforce

Derek Irvine, Globoforce — Fri, 02 Dec 2011 20:54:27 +0000

Brilliant post, Abhishek. Analysis paralysis is such a common condition after surveys are completed. Or the analysis is completed, but then fear takes over before any action can be implemented.

I wrote about research reported in Strategy+Business that found:
“But this study finds that there’s a consequence to giving employees a voice: A company then has to listen. If employees conclude that a manager is just trying to win points by paying lip service to consulting them — and has no intention of acting on their advice — they are likely to stop offering input and, worse, act out their frustration by clashing with their colleagues. …

“Conversely, employees who thought their manager was indeed paying attention spoke up more often and got along better with one another, improving the organization’s functioning as a whole.”

There a deep lesson there, but I think Mr. Kelleher sums up the point even more eloquently. I think I’ll need to blog on the topic again.

(Research cited above included here: http://recognizethisblog.com/2011/10/employee-surveys-%E2%80%93-what-do-you-do-after-the-results-are-in/