Comments for David Irvine

Comment on What Is Real Wealth? by David Irvine

David Irvine — Tue, 13 Mar 2012 03:59:57 +0000

You are awesome, Kat! Thanks for taking the time to write. It means a great deal to me.
Dave

Comment on What Is Real Wealth? by katprairie

katprairie — Sat, 10 Mar 2012 05:44:44 +0000

Hi David. Thank you for this post. I definitely needed to be “Irvine-ited” today. It’s a term that me and my boss use when we feel that we’ve been so beat down, discouraged, or just need to get back to our authentic self… and we read your newsletter or your blog, and there’s instant uplifting. That’s being Irvine-ited. Please keep sharing. We love you.

Kat Prairie

Comment on The Annual Review: Assess and Refocus by David Irvine

David Irvine — Sun, 11 Apr 2010 23:23:55 +0000

Hey, thanks for taking the time to send these insights along! Dave

Comment on Employee Engagement Surveys: The Newspaper Is Not The Whole Story by David Irvine

David Irvine — Sun, 11 Apr 2010 23:22:47 +0000

Hey, these are great insights. Thanks for taking the time to send them along! Dave

Comment on Employee Engagement Surveys: The Newspaper Is Not The Whole Story by V. Gehts

V. Gehts — Sat, 13 Mar 2010 00:36:12 +0000

Having experience leading employee surveys, I agree with all of your points made.

In addition, I would add – ensure that the surveys are confidential.

For my personal experience with surveys as a former CEO, employees didn’t trust our first year survey, believing that confidentiality could be breached and potential retaliatory measures taken (apparently this happened before joining the organization). Once the first year survey was completed, we gathered our leadership team to look at what was being said, developed priorities, action plans, time lines etc. We rolled out the survey results and our action plans to the employees and obtained further feedback. At each staff meeting, we reported out on how we were doing vs the plans set, we always invited feedback. We aimed to overachieve. The following year, when the next survey was rolled out, employees were much more honest, knowing that confidentiality would not be breached. Same process – presented survey results, rolled out action plans, worked on action plans, overachieved on action plans. That is not to say that we did everything the employees wanted – we did communicate what they were saying and what we were doing about it. Employees built confidence in the leadership team and confidentiality, while maintained, was not the pressing concern.

Also, we used much of what “appreciative inquiry” is all about. Rather than talk about issues that need to be fixed, we talked more about wishes that will bring us to the future – it helps provide positive motivation.

Thank you David for all you write – it inspires! Thank you also for the opportunity to share our experiences.

Comment on The Annual Review: Assess and Refocus by Atilla

Atilla — Thu, 07 Jan 2010 21:36:34 +0000

My first act, inspired by something you said at a conference, was to send a notecard to someone who had given me a lot of guidance, input, respect, and assistance in my career. She was very happy to receive the card, but what amazed me even more was how much better I felt as a result. It lead me to send more notes of appreciation to others as well, and I guess that will guide me to the five people I can influence this year.

Now if I could just keep that contract with myself about the gym….