Entries by Achievers

It’s a two-way street: Impressed employees drive impressive results

Would you order the most expensive meal on the menu and expect your date to pay?

Would you tell your date to arrive at 7PM sharp and then show up an hour later?

You probably wouldn’t, because great relationships are a two-way street of giving and taking.  And like romantic relationships, your relationships with your employees need to be equally co-invested.  Employers must provide an engaging environment for their workforce so that the employees are inclined to thrive.→ Read More

Your employees are your first customers

Your employees are your first customers

It is common for companies to believe customer loyalty is the key to profitability, but, in reality, employee loyalty is even more profitable and important to companies. Organizations should adopt the mindset of engaging their employees first, because engaged employees drive customer happiness.  Loyal and engaged employees are more aligned to customer’s needs and generate 37% higher sales and 31% higher productivity on average (according to a recent article in Harvard Business Review). This organically translates into customer loyalty and, in effect, drives profitability.→ Read More

Why work at Achievers? Reason number #47: Social responsibility

Why Work at Achievers?  Reason Number #47: Social Responsibility

As the saying goes, “If you light a lamp for somebody, it will also brighten your path”.  In today’s world, social awareness and balance has become crucial not only to individual fulfillment but also to respectable business.  There’s no question that at Achievers, employees are committed to Social Responsibility to better the local and global communities.  Nearly every corporate event, get-together, or holiday is affiliated with a charitable initiative headed by the Achievers’ Social Responsibility Team. → Read More

Recognition 3.0: Evolve Your Workforce

Dear A,

My company’s recognition practices are completely outdated – although still used by everyone at the company on a regular basis.  I want to adopt more of the new trends and make a step forward with our recognition program but we don’t have time to educate everyone before we implement a new program.  Is it important to have a transition?  Or can we just say out with the old, in with the new when it comes to new engagement and recognition best practices?Read More

Millions of rewards: One unified employee experience

Providing employees with rewards that are culturally and personally meaningful to them is the first part of the engagement equation.  This ensures that rewards are not only diverse and culturally relevant, and continues to drive key positive behaviors that get business results.  With global rewards, companies make engagement the universal language of their people. Working with a global provider means that your employees receive a meaningful reward in a timely manner, so that the behavior they were recognized for gets repeated.→ Read More

Disengagement not permitted

“You wouldn’t let people smoke in your office because of the harmful effects it has on others.  Like smoking, disengagement is damaging to your workforce.  People who are unhappy and underperforming are bringing down the rest of your employees – including top performers who are engaged.“

Read More

A pay check is not a “thank you”: Real rewards get real results

Right now, our primary focus for recognition is years of service.  We give employees a cheque with a specific denomination that corresponds with the year they are celebrating.  The program is easy to administer, but we can’t really measure the ROI.  What are your thoughts regarding providing employees monetary gifts for their service anniversary?

Wanting More,

Hugh G. NthusiasmRead More

Don’t just recognize results; Recognize the journey

Dear A,

We’re a results driven company, but a lot of our employees are beginning to feel like all of their effort is usually discredited.  We want to keep our environment focused on the end outcomes but don’t want the workforce to feel discouraged along the way.  How do we manage both parts of this equation without taking away from the importance of getting business results?

Thanks,
Shirley A. JourneyRead More

The do’s and don’ts for rewarding your sales team

It is not uncommon for employers and workplaces to become accustomed to certain sales processes and a particular work environment.   Comfort is typically equated to stability, but for companies to exceed goals and truly establish themselves as industry leaders, scaling people to push boundaries by focusing on aggressive annual sales goals is critical to helping the organization get ahead.→ Read More

It’s Friday! Fun, fun, fun, fun.

Rebecca Black may have written the anthem, but Achievers sets the trend when it comes to Fridays!  What better way to unwind at the end of the week than with some fun, fun, fun, fun?  Our First Round Fridays often reign top of the list for reasons why employees love working at the company.

Check out some highlights!→ Read More

Forget employee of the month; It’s all about employee of the moment

Hey A,

We’ve had an Employee of the Month program for years now – our executive team loves it.  The program is meant to be a motivator, but sometimes we’re recognizing people who did something great at the beginning of the month, so the impact of the reward isn’t as great at the end of the month.  How can we evolve our program?

Sincerely,
May B. BetterRead More

With your gamification strategy, don’t roll the dice

Nintendo, Snakes & Ladders, Pinball: these words alone evoke competition, strategy, and excitement – largely because humans are fundamentally psychologically stimulated by games.  It’s no wonder that more and more employers are adopting the Gamification trend as an approach to motivating the workforce in an effort to uniquely inspire employees to drive greater business results.  Gamification in a work environment uses game-like dynamics to target the same psychological behaviors humans inherently exhibit in gaming and apply that to tasks at work.→ Read More

New demands trump old workplace traditions

“Two of the youngest generations now occupy 57% of the workforce.  This new demographic’s demands trump old workplace traditions.  In order to recruit and retain top talent, evolve your engagement strategy by offering career progression opportunities and creating a recognition rhythm where feedback is instantaneous.”

Read More

Location, location, location!

Last week’s blog contest winner is: Anthony A Eaton!  Please email stephanie@achievers.com to claim your prize!

“Location, location, location!”  This coined phrase may seem overused, but when it comes to business, your office coordinates are always significant.  Studies show that where your company is located has a large impact on a number of items that could affect your success.  Particularly, when it comes to first impressions, not only are prospective and current customers influenced by your business’ location, but your prospective and current employees may also be partial to your company based on what they find on Google Maps.→ Read More

Drive results with a culture of communication

A, I need your help –

Our workforce isn’t producing the results we need, and I think it’s because they don’t know what they are expected to accomplish.  What spark gets individual employees to go from vague, general goals to ones with targets?  Our team of managers has much difficulty getting to results /outcomes with their respective teams.

Help!

Seymour ResultsRead More

Achievers blog contest

Introducing, the first-ever: Achievers Blog Contest!

As a rewards and recognition solution provider, we know how important it is to REWARD and RECOGNIZE you!

That’s why we’re creating a blog contest for all of our followers.

How does it work?
Easy!

Simply answer our objective question below by commenting on this post for your opportunity to win a FREE copy of Chip Conley’s new book, Emotional Equations.→ Read More

Why employees should choose their own rewards

Hi there A,

I work in a call center and we do not have any kind of reward or recognition program in place.  I think the team would be motivated to get more results if we were rewarded for hard work.  Unfortunately we have strict rules about offering travel as a reward for employees – it’s prohibited.  How can you recognize and motivate employees in call centers where opportunities like travel is not an option?

Anita AnswerRead More

Performance reviews are like bad high school movies

Guest post written by: Kevin W. Grossman

It’s like a bad high school movie — where one clique picks on another less popular clique. But in this movie, it’s not the popular kids who taunt the geeky ones. No, in this movie the still popular kids are traditional Annual Performance Reviews and the geeky aberrations are the pundits pushing to change the system. But like the perennial popular kids of lore, these not-so-bright knuckleheads have a C average.→ Read More

Tweet it, post it, blog it, and you better like it: The spark of social recognition

If you’re not tweeting, posting, blogging, and liking – you’re sinking.

In the past year, Twitter has had a 250% increase in tweets per day (95 million/day).  LinkedIn has had 100% growth in users to over 100 million.  Facebook has had a rise in user logins to 250 million each day.  Just like everyone else in the world, HR is being influenced by a social shift.  Now, HR professionals can use social media and social networking to learn, grow, and improve. → Read More

Not your average company, not your average meetings!

Meetings.  This business term evokes many mixed feelings.  But at Achievers, we believe that meetings are the best way to instil a culture of transparency and ensure that everyone is aligned to be successful.  We host unique and upbeat meetings on a frequent basis to bring the company together to share information, successes, and goals.

Here’s what it’s like to attend meetings at Achievers:→ Read More

Evolve old workplace traditions to engage employees

“Although the workforce has evolved and is now consumed by over 50% of Millennial employees, companies’ recognition practices have remained the same.  Retaining talent and driving results have become two obstacles that employers constantly struggle to overcome.  To boost engagement, drive performance, and get results, employers must move beyond Traditional Years of Service awards and implement a culture of everyday feedback.”

Read More

You say goodbye and I say hello: The secret to retaining your workforce

Fact: job dissatisfaction is directly related to life dissatisfaction.  “We”, by Rudy Karsan and Kevin Kruse, observes that employees who are stressed, micromanaged, and disengaged at work suffer negative repercussions in their external relationships, health, and general life happiness.  Not to mention, employees are increasingly being diagnosed with work-induced anxiety and stress disorders.  Employers need to abandon the work-life separation mentality and recognize that work is a part of life.  You can’t retain disengaged employees because people won’t settle for a disengaged life.  → Read More

Top 5 HR trends for 2012

Guest post written by: Sarah White

Each year millions of people set New Year’s resolutions for themselves.  These resolutions are traditionally based on what is valued in someone’s society and community at that time.  For sociologists, they can take a look at economic and social trends to make predictions for expectations that will be most popular each new year.   With high unemployment & debt levels, a renewed appreciation of family & friends and emphasis on health issues in North America, it wasn’t surprising the top resolutions for 2012 are weight loss, getting more sleep, reading more books, making better money decision and journaling “awesome moments in life.”→ Read More

Infuse your team with a sense of mission

“Effective management is critical to driving motivation.  Historically, successful management was defined as the ability to obtain compliance from employees.  Today the science of motivation overrules this notion by illustrating a significant gap between compliance and engagement.   The key to successfully building employee engagement is by instilling autonomy in employees.”

Read More

Flashy HR Tech is in store for 2012 but will it be useful tech?

Guest post written by: Lance Haun

Those darned kids with their laptops and their iWhatevers and their telephones that play that mean bird game. When will they learn to grow up?

For folks who harken to the day when you had to go to a dedicated computer terminal to get HR information (or, dig through stacks of files and archive boxes), 2012 looks to be another brutal year of technological advancement in the HR software space.→ Read More

This just in: Your employee engagement is down

Can’t keep it up?

You’re not alone. Employers worldwide can’t keep it up either. If you’re experiencing snowball effects such as:

  • Increased turnover rates
  • Decreased employee empowerment
  • Unsatisfying performance results
  • Poor team culture

…then it’s time you admit that your employee engagement strategy needs a makeover.

 

Aon Hewitt recently released their disturbing analysis on employee engagement levels in 2011 in workplaces across the world. They reported shockingly low levels of engagement, levels that have failed to increase since 2008.

 “At the end of the third quarter, Aon Hewitt analyzed its employee engagement database of more than 5,700 employers, representing five million employees worldwide.

Read More

2012 HR predictions

Guest post written by: China Gorman
chinagorman.com/about/

I’m not big on predictions.  I’m big on surveying the environment, looking at the data, and then figuring out what needs to be done and doing it.

But it’s that time of year.  Predictions are everywhere.  Want to know what venture capitalists think is looming large in 2012?  Read this.  How about the top 10 issues for small businesses?  Read this.  Or how about 5 big tech predictions for 2012?  Read this.→ Read More

New year, new you! Personal Top 1s at Achievers

We all know what defines a SMART (specific, measurable, attainable, relevant, time-bound) goal.  We apply this methodology to business goals, but for some reason when we hear ‘personal goals’, logic goes out the window.  If any of your personal goals or New Year’s Resolutions included…

  • Win the lottery
  • Get married and have two children this year
  • Start a goat farm
  • Have an office of unlimited ice sculptures (one melts, another one in)

…you may need to re-evaluate.→ Read More

Is 2012 the Year of the Woman?

Guest post written by: Laurie Ruettimann

Twenty years ago, I graduated from high school. This makes me old enough to remember when 1992 was labeled “the year of the woman” in America. In what seemed like an amazing push for equal rights, there were five female senators in our upper house of Congress.

Five!

Unfortunately, there are 100 seats in the Senate.→ Read More