October 2010 issue of HR News magazine - IPMA

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■ employee engagement ■ employee engagement ■ employee engagement ■ Engage CONTINUED employee engagement. Showing C.A.R.E. for employees is one sure way that any organization—public or private, for-profit or not-forprofit—can easily, affordably and continually engage employees. Organizations must be proactive in regard to engaging their employees. Consequently, organizations must also be willing to invest and reinvest in the value of their employees as their most treasured resource and asset. Although organizations may think employees do not have a choice but to stay with them during such bleak and stormy economic times, they are missing opportunities to engage employees to drive innovation, move the organization forward and performance beyond expectation. A primary outcome for any organization’s engagement strategy should be to always to remind employees that they have made the right career decision—a decision that will come to the minds of employees when thoughts of exiting the workplace surface. Research indicates that disengaged employees are not just unhappy at work—they are acting out their unhappiness while at work. Meanwhile, engaged employees are passionate about what they have chosen to do for a living, despite whatever ills abound, because of the profound connection they have with their organization. Creating a high-performance environment, characterized by positive leadership and strong team orientation, can bode well for any organization that wants to engage its employees through words and deeds that expresses an attitude of C.A.R.E. Craig Southern is responsible for the management of the organization development and employee relations programs for the State Personnel Administration, the central personnel agency for the State of Georgia. His areas of expertise include human resources, management, organizational/staff development and training and leadership. An active member of IPMA-HR, Southern currently serves on the Professional Development Advisory Board at the national level, and is the current president for the Georgia Chapter of IPMA-HR. He is currently pursuing his Ph.D. in business administration with a specialization in human resources management. Southern has earned the HR credential of IPMA-CP. He can be reached by e-mail at Craig.Southern@spa.ga.gov. —N Professional Development Courses for Public Sector HR Professionals Trusted professional development designed specifically for public sector HR professionals that: �� of competencies �� FROM PAGE 9 �� Bring Public Sector HR Professional Development to Your Agency! ��www.ipma-hr.org�� to schedule your professional development course today! | 10 | OCTOBER 2010 HR NEWS MAGAZINE
■ employee engagement ■ employee engagement ■ employee engagement ■ “I’ve been picked, shucked and shelled— but baby, look at me now.” So proclaimed the sign affixed to the novelty corncob outfitted to look like a small person that had been placed just next to the kitchen of a small Richmond, Va., restaurant. Can you tell it was the 1970s? Even in today’s challenging economic environment, public sector employees should not feel that picked clean, especially given the current state of private sector employment—yet. At all levels of government, though, employees are well-acquainted with the admonition to “do more with less.” Federal employees have tightened belts, increased efficiency, and bid farewell to bought-out colleagues, and all signs point to more “more” and less “less” on the horizon. As “I’ve been picked, shucked and shelled— but baby, look at me now.” Tough Times Call for Engagement Moving Beyond Employee Satisfaction to Improve Organizational Outcomes By Doug Nierle and J. Peter Leeds, Ph.D. public organizations grow ever leaner while facing increasing pressures for improved results, how can managers foster an emotional attachment between employees and their work that goes beyond mere job satisfaction to improve organizational performance? How important is that attachment in the first place? The Importance of Employee Engagement In the Merit System Protection Board’s (MSPB) report, The Power of Federal Employee Engagement, employee engagement is defined as a heightened connection between employees and their work, their organization, or the people they work for or with, which causes them to produce better results for the organization. Most of the professional literature regarding employee engagement highlights the importance of the emotional aspects of work. Competitive pay and benefits along with a healthy work-life balance help to drive employee satisfaction. But when employees derive meaning from their work or have an emotional attachment to it, they are more likely to expend CONTINUED ON PAGE 12 WWW.IPMA-HR.ORG OCTOBER 2010 | 11 |
Page 1 and 2: THE MAGAZINE NOF THE INTERNATIONAL
Page 3 and 4: In this month’s issue of HR News
Page 5 and 6: FEATURES 6 Ready, Set, Engage: The
Page 7 and 8: 1617 Duke Street Alexandria, VA 223
Page 9 and 10: ■ employee engagement ■ employe
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Page 17 and 18: Standout Public Servants Receive Co
Page 19 and 20: By Howard Goldsmith and Lawrence Si
Page 21 and 22: D) Anoka County Count (MN) Arapahoe
Page 23 and 24: Partnership for Public Service Rele
Page 25 and 26: your emergency response time exceed
Page 27 and 28: One month after Jones was reassigne
Page 29 and 30: Dr. Reginald F. Wells Chosen to Rec
Page 31 and 32: San Diego Chapter of IPMA-HR Receiv
Page 33 and 34: Certification Corner Congratulation
Page 35 and 36: TESTING ORDER FORM A. ORDER We have
Page 37 and 38: IPMA-HR, the premier association fo
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October 2010 issue of HR News magazine - IPMA

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