HumaNext provides several programs and tools to help you create and communicate employee engagement at your organizations or for your clients. Learn more below..
Get Certified Online to Run Employee Engagement Programs
You can get certified online to learn how to run our Employee Engagement program at your organization or for your clients. Visit: http://www.humanext.com/humanext-seminars.html
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Off-the-Shelf Program: Empoyee Engagement for Change
Facing the Challenge of Organizational Change?
Want to Ignite Employee Engagement?
Looking for a Dramatic Way to Inspire Employees to Change the Culture?
Do It Right with "Employee Engagement for Change"! No Matter the Change Your Organization Is Experiencing, Employee Engagement for Change Is the Solution
Are you embarking on a major organization change like introducing new technology, merger, downsizing, outsourcing, re-engineering, quality or productivity improvement, customer service overhaul, or other change initiatives?
Are you concerned about low employee morale, high turn-over, the rumor mill, internal strife and conflict, union grievances, a negative or destructive corporate culture?
For any or all of the above challenges, you now have a powerful, ready-to-launch program that will guide you every step of the employee engagement and change process, from planning and initiating to culture change, communication, and training.
Get a Free Sample Package Before ordering Employee Engagement for Change - an electronic product that cannot be returned - please request a Sample Package by emailing complete business contact information to service@humanext.com
Regular price is $495. Save $100.00 Order it now for$395.00 for single user license 
Order organization license for $1,995.00
Or order a license for 3 users from the same organization for $695.00
Visit http://www.humanext.com/employee-engagement-for-change.html
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How Friendship at Work Increases Employee Engagement
- According to research by the Gallup Organization, personal friendships at work can increase satisfaction by as much as 50%.
- The Gallup’s study entitled Vital Friends: The People You Can’t Afford To Live Without, which was based on more than 5 million interviews, showed that people with three friends at work were 46% more likely to be extremely satisfied with their jobs and 88% more likely to be satisfied with their lives, as well as having fewer work-related accidents and being more engaged with customers.
- In fact, Gallup’s Q-12 employee engagement benchmark survey includes the question, ‘Do I have a best friend at work?’ as one of the indicators of greater engagement in the workplace, with links to higher levels of productivity, profit, employee retention and customer satisfaction.
- As a result, your employee engagement initiative should include strategies to facilitate the development and sustenance of friendships among employees.
- One of the ways to start this off is by offering retreats where employees can learn together. While acquiring vital business-related skills, employees often find themselves making long-term friendships with their co-workers through the sharing of personal development opportunities, experiences, plans, and ideas.
For employee engagement initiative model and process order our Employee Engagement for Change off-the-shelf, ready-to-implement program on this page.
You can get certified online to learn how to run our Employee Engagement program at your organization or for your clients. Visit: http://www.humanext.com/humanext-seminars.html
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50 Activities for Employee Engagement
Getting employees engaged is not easy to do. Nor is it something you should undertake unless you're in it for the long haul. This collection of skill-building activities will help you understand what employee engagement really means, how it can help your organization and how to create and maintain an engaged workforce. Managers, supervisors and even engaged employees will gain the perspective and insight necessary to make this exciting cultural transition successfully.
Are you just beginning your engagement journey? You'll find activities to help you define employee engagement, measure the current level of engagement in your organization and understand critical underlying principles. Are you interested in sustaining and growing employee engagement? Move on to the activities on overcoming obstacles, motivating engaged employees, how world famous leaders lead engagement and other advanced topics.
The activities are organized into six, easy-to-reference sections: · Understanding employee engagement · Getting started to engage employees · Leading employee engagement · Measuring employee engagement · Creating an engaged workplace · Employee engagement communications
Each of these fun and easy-to-use employee activities focuses on a different aspect of employee engagement and can be completed in 30-45 minutes. Each activity includes the purpose, description, time guidelines, resources, presentation instructions, debriefing guidelines and a handout.
Order for $149.95
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HumaNext 2011 has ended with great success. Here is what some attendees wrote:
- A great experience, gave me a different perspective on training. Very creative way to deliver messages / learning.
- Loved the experience. Heart & Mind Learning is an awesome tool.
- Mega-applicable. Great tools and ideas.
- Vibrant personal experience. Loved the session. Exceptional.
- Outstanding! May I return?
- Awesome! Detailed yet engaging. The start of a journey to greater personal abilities.
- Linking employee engagement to a change initiative is a great idea.
- Facilitation is excellent. Heart & Mind is tremendous. The sessions were stimulating and thought provoking. HumaNext 2011 – Superior!
- Heart & Mind gave us more energetic ways of presentation / intonation.
- Heart & Mind made a huge impact! Everyday was a great day! Worth my time and I look forward to 2012 either for me again or my staff.
- Incredible experience. Approach to learning is very innovative – made a lot of difference. Fabulous session. 2011 overall was a fantastic experience.
- I can’t wait to use the ideas and techniques!
- I would like to attend future programs.
- 6 Principles of employee engagement and video presentation – outstanding!
- Every part had great value. Well worth my travel time and money from Nigeria!!
- Engagement Model was most valuable - Fantastic ideas.
Register for our newsletter to stay in touch with our future programs:
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Additional Benefits When You Take the Optional Post Event Webinar Certification
6- With Post Event Webinar certification in one, two, or all three workshops you attended you will receive the complete documents for the Heart & Mind Methodology either the Training Version or the Communication Version (your choice) with the Leader's Guide covering all activities and the accompanying PowerPoint Slides.
7- You will receive complete program facilitation package for each program / workshop you get certified to deliver. This includes a comprehensive step-by-step Facilitator’s Guide and dramatic PowerPoint slides to enable you to run the program with ease and mastery, and a reproducible Participant’s Workbook Master. You will be able to make unlimited number of copies of the Workbooks.
8. You will become a HumaNext Certified Facilitator / Affiliate, gaining all the benefits of associating with a company that offers the most innovative training and organizational communication programs needed by organizations today. Just take a look at our web sites to get an idea of the range of our capabilities, products, and services. You will be entitled - but not obligated - to use your HumaNext certification to promote yourself and your services.
9- You will receive a full 20% discount on all products and programs offered by us (except some videos) for as long as you maintain your certification status (by paying a fee – currently $295 every two years after the first two years covered by your first certification.)
10- Your certification enables you to offer our assessment tools / profiles to your clients at a discount and mark it up to make a profit.
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Testimonials: People Come from Around the World to Attend. Here Is What They Said About HumaNext Events
I definitely felt as though I was taking part in something very special during the last three days. I left the training inspired and energized, and looking forward to using the tools. - Amy Jaffe Barzac, Co-founder, Boundless Playgrounds.
"I did an abbreviated (2 hour) Creativity session for a group of Media Managers at a conference in San Diego and it went very well. In fact, there were seven or eight noted speakers speaking on various topics and my Creativity session was rated highest among them all from the participants. As I told Francois, as I delved deeper into the material I realized how thorough and well-thought out the material he authored is. The participants were very engaged and the results went beyond my expectations!" - Arlan Gutenberg Head of Section Media Support Services Mayo Clinic
Thank you for making this learning voyage both productive and pleasant. I have begun to consider the challenge, and opportunity the training presents in my personal life, administrative roles, and consulting practice. - George Roets, Director, Public Health Services, Watkins Glen, New York.
You were all so impressive and inspiring, and the materials so interesting. Thank you for sharing your spirits so freely! - Rick Richard Hammett, Full Time Doctoral Student & Graduate Assistant, Texas A&M University.
Francois, Thank you so much for the wonderful class is New York, which I will never forget. It was one of the most rewarding classes that I have taken. I look forward to collaborations with the great people I met at the class and a rewarding relationship with HumanNext. - Bobbi Ball, Executive Director, Partners in Community Building, Chicago.
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Can You Create Employee Engagement without Self Engagement?
Research has shown that employees would not get engaged if they perceive top leadership to be disengaged. Professionals working in employee communication, training, human resources, or management who initiate employee engagement programs for their organizations face the challenge not only of engaging employees, but also engaging themselves and their leaders. Logically, a trainer, communicator, or HR professional who is not engaged cannot create effective engagement for others.
That is why at HumaNext 2011 we start by putting participants in a simulation where they experience the feelings of both disengagement and engagement, to feel the real difference between the two, and then learn how to develop engagement for themselves, then for others. This is very different from attending a conference to just “hear” others talk about engagement strategies. No strategy you attempt to duplicate will work if you yourself have not experienced full engagement at work. Our training delivers this critical experience which is absent from almost all other conferences.
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Achieving Results with Employee Engagement at American State Bank
How to get your entire organization to experience higher levels of employee engagement, better customer service and rampant innovation?
That was the question that propelled American State Bank (ASB) to start implementing HumaNext’s Employee Engagement for Change process in 2009. Two years later, the process has proved successful, producing significant results for employees and the organization. “We still have some action teams functioning today, and top management continues to implement changes as a result,” said Dr. Wayne Moore, VP/Director of Internal Communications at ASB. “Many of the changes proposed by employees and implemented by the organization made a meaningful difference in our performance and work culture.”
“I’m thrilled at the opportunity to share with others the success story experienced here at American State Bank as a result of using the HumaNext process of employee engagement. I especially liked the material for the ease in which I could use it, the practical approach it provided, and the interrelated processes that have enabled continuity up to now,” he added.
Dr. Wayne made a presentation on the ASB success story at HumaNext 2011 (November 13 to 15, 2011)
Commenting on the ASB story, Francois Basili, HumaNext president and developer of the Employee Engagement Program, emphasized that the process ignites employees’ energy by cultivating the critical factors of employee autonomy, grass root action, and breakthrough innovation. It then supports these factors with relevant training and communication that enable employees to understand, commit, and collaborate.”
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Employee Engagement: Art or Science?
The answer: Both.
You need a scientific research-based approach to investigating and understanding what ignites people’s passion enough to get them totally involved in their work. You need to be on solid footings as you determine the key elements that create the state of engagement for employees. Without a deeper understanding of these factors you are likely to design an initiative that fails to respond to employees’ real needs and aspirations, resulting in a short-lived initiative with no visible impact. But this alone is not enough.
You also need to summon all your talent, creativity, and artistic ability to design an initiative that can dramatically touch people’s hearts and minds. Your communication cannot just inform employees of the initiative. It must inspire them as well. Your training cannot be the business-as-usual type of boring presentations that employees hate to go to. You need to think differently. You need to get engaged yourself before you try to engage others. You need both art and science to design and deliver an effective and exciting employee engagement initiative.
You will experience this first hand at HumaNext 2011 Engagement, Inclusion, and Emotional Intelligence Boot Camp. Learn more about it at this page.
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Why Personal Satisfaction Does Not Mean Engagement
Employee Engagement is one of today’s most vital challenges for any organization. The term has gained importance only in the past few years. A manager once asked me: But isn’t that the same as employee satisfaction? We have been running employee satisfaction surveys for the past decade, showing positive results, yet overall performance is lacking in many areas. What can employee engagement do for us that employee satisfaction couldn’t? Read my answer in the article below.
Employee engagement offers organizations more meaningful benefits than employee satisfaction. To understand why satisfaction is not enough let’s consider an employee who is very satisfied because he works for a nice, not very demanding boss, and has many colleagues who became friends and thus he loves to go to work every morning to talk and joke with them. His job performance is a bit below average yet he is pleasant enough not to create problems for anybody including his boss. Even though his survey results will indicate a high level of personal satisfaction, this does not translate into high performance results for the organization. So in effect you can have highly satisfied employees in an organization that fails to compete and succeed in the marketplace.
Employee engagement focuses on both satisfaction and contribution toward achieving the organization’s goals. It challenges us to create a culture where employees are eager to invest more of themselves to help the company succeed. Research shows that the difference can be significant. For example, research by the Gallup organization has found that companies that had higher levels of employee engagement outperformed the S&P by 24% over a three-year period.
To learn more about how to create a culture of employee engagement, plus two other topics vital for your work culture, attend HumaNext 2011. Learn more on this page.
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Engaged Employees or Forced Fun at Zappos?
ABC News’ “20/20″ program of Friday October 28 at 10 p.m. ET will air a story about the corporate culture at Zappos, one of Fortune Magazine’s top 10 companies to work for in America. The story on ABC News website says, “Visit the headquarters of Zappos.com in Las Vegas and you might find sales associates dressed as beer maids or Spiderman in the lunch room. And it’s not Halloween. It’s just another day at an office that might just be the wackiest workplace in America.
The story goes on to say, “That wackiness is by design. Tony Hsieh, the chief executive of the billion-dollar online shoe and clothing retailer, believes that making employees happy means great things for his company.”
Does this kind of work culture create true employee engagement or is it just the kind of forced fun (or fake fun, your choice) that makes good PR but no real difference in employees’ work life and the organization’s performance?
For employee engagement initiative model and process order our Employee Engagement for Change off-the-shelf, ready-to-implement program below.
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