RAISE YOUR TEAM’S EMPLOYEE ENGAGEMENT SCORE:
A MANAGER’S GUIDE
By Richard P. Finnegan
Most companies spend a lot of time
and money to make sure workers
are fully committed to helping the
organization succeed. But employee
engagement has hardly changed in
the past 15 years. The solution is
giving supervisors the right tools to
motivate the workforce. This book
describes specifc actions to help
them maximize their team’s efort.
Here are a few examples:
Rate supervisors. Hold managers accountable for desired behaviors and
outcomes by periodically giving them
their own engagement survey scores.
Encourage supervisors to focus on
top performers. The best opportuni-
ty to increase productivity is to coach
top workers to perform even better.
Ask supervisors to conduct periodic
stay interviews with their teams.
Train them to do this so they can
create motivation-boosting plans
Monitor employee turnover and
inter-company transfers. Tell managers from day one that your policy is
to meet with team members who are
leaving to learn the reasons why.
Raising engagement isn’t a short-term project. The long-term solution
is helping managers learn and apply
practices that boost motivation and
DO BIG THINGS: THE
SIMPLE STEPS TEAMS
CAN TAKE TO MOBILIZE
HEARTS AND MINDS AND
MAKE AN EPIC IMPACT
By Craig W. Ross, Angela V.
Paccione and Victoria L. Roberts
Even when teams have the ingredients they need to succeed, they’re often missing a method for executing their
plan. This book presents a seven-step process to help your
teams meet their objectives.
1. Commit to the human imperative. Care as much about
each other as you care about achieving targets.
2. Embody success and leverage failure. Have a reliable
process for thinking and acting, no matter what occurs.
3. Choose to contribute, activate and connect. Identify
the few critical decisions that will determine success.
4. Exercise your barrier-breaking authority. Determine
the obstacles that stand between the team and its goals.
5. Focus on what matters, particularly on the intentional
interactions that lead to lasting partnerships.
6. Energize around a shared reality. Teams must make
good use of the time they have.
7. Mobilize hearts and minds. Find meaning in your
work and help others do the same.
GUIDE TO MANAGING
PROFESSIONALS ON THE
By Marcia Scheiner with
As of 2014, 1 in 68 U.S. children had been diagnosed with
autism. Unfortunately, as these young people grow up and
enter adulthood, they experience the highest unemployment rate of any group of individuals with disabilities,
according to the authors. Overlooking these candidates
may deprive your enterprise of workers who are “highly
analytical, very focused and very task-oriented,” they
Managers and colleagues can turn to this book for guidance on how to support employees on the autism spectrum.
z z Don’t make assumptions about the challenges facing
these employees. Everyone on the spectrum is diferent.
z z When workers share their diagnosis with you, learn
why they chose to disclose the information and discuss
whether they want others to know.
z z Develop a plan for accommodations, if needed.
zFor more book reviews, go to shrm.org/bookblog