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Activate Human Capital Group is passionate about developing natural talents and aptitudes into Strengths and helping people put those abilities to work in all aspects of life. There are numerous ways to develop these Strengths, especially when working on teams.

Engagement can be thought of as a barometer. A measurement predicted by two key factors: 1. Alignment between individual talents and the demands of the role. 2. How well the basic needs of the workplace are being met. Both of factors are highly dependent on the manager/supervisor. Each supervisor is responsible for creating the alignment mentioned in in the first factor and delivering on the needs mentioned in the second factor such as continually setting clear expectations and offering the empl...

Is engagement a personality trait? Are “positive” people always engaged and cynical people always disengaged? Can we just fire our grumpy employees and get on with hiring for traits like a positive mental attitude? Fortunately for our HR teams, there’s no need to clean house. Engagement is NOT a personality trait. It’s an ever-changing measure of the relationship between the employee and the organization and an extremely reliable reflection of the effectiveness of each supervisor.

Doing more with less is the norm in most organizations. We’re asking a lot of our employees, our managers, and our leaders. Unfortunately, most of the emphasis has been on working harder, not smarter. Burnout is the typical result of this well-intentioned approach to keeping our organizations running on high-stress, extra-effort mode. The alternative is leveraging our human capital in a more intentional, informed way that honors the unique talents of the individuals we employ. It’s not new… w...

Employee Engagement Workshops can be ideal for: Industry conferences and learning events, Leadership groups such as Vistage, EO, and YPO, Company-specific events for managers, leaders, and high potentials. If you’re looking for thought-provoking content, engaging activities, and useful tools for participants to take back to their works teams, then let’s talk!

There is no question that employee engagement is a large issue. Over half of the nation’s employees are looking for the next opportunity somewhere else. Breaks are becoming more frequent, time is skimmed off both ends of the work day, and turnover feels like the new normal. It doesn’t have to be this way. If we as leaders focus on removing barriers to engagement, our employees are then free to focus on relationships with customers, innovations, and continuous improvements to our organization.

Effective communication in the workplace can make the difference between smooth sailing on the high seas and jumping ship when you hit an iceberg. In every workplace, clear expectations come from open, clear, and concise communication. Oftentimes there are five major boundaries to communication between leaders and employees. Once leaders recognize the pitfalls that can interfere with effective communication, simple changes can be made to ensure everyone is on the same page and the office atmosph...

Good leaders identify strengths, develop them, and place employees where those strengths can be used fully.

For many years, employers have been providing employees with yearly surveys to gauge their satisfaction. While satisfaction surveys can be a good tool for an organization, understanding the difference between a satisfaction survey and an employee engagement survey can really help to set your organization apart and ensure your employees are not only happy with their work environment, but are engaged in it.

Engagement in the workplace is often thought of as a top-down approach. Motivating employees to become more engaged in their roles and with the company is the goal. What if we worked from a bottom-up approach? Imagine a world where we flipped the model and empowered employees to “OWN their own engagement”. Perhaps not in the absence of helping managers lay the foundation of engagement, but instead as an accelerant.