Have you ever had a bad morning, and then determined the rest of your workday to be a disaster? You may have overlooked the fact that a little positivity could go a long way. Positive thinking can be a powerful tool, especially when it comes to engagement in the workplace.→ Read More
Worried, anxious and uneasy. As an employer, you do not want these three words to describe your workforce. Instead of being productive, focused, and driving results for your organization, these restless employees are distracted, unhappy and anxious to leave the company for the next best opportunity that comes along.→ Read More
As working professionals, we look forward to our paychecks because of our need to pay bills, put food on the table, and have a place to live. Paychecks arrive on schedule and are expected, similar to year-end cash bonuses.→ Read More
Dear A Advisor,
I’m a business owner and I’m very happy that I’ll be able to substantially increase my employee base beginning next year. My current staff have a very high level of engagement, but I know that with growth culture can change. I want to ensure that my new hires can become as engaged as my pre-existing staff. How can I preserve the great culture of my company as it grows?
Thanks for your help!
Growing Pains → Read More
For many employees, the idea of a 40-hour work week is a thing of the past. Smartphones and other forms of technology now keep us connected to work 24/7 and, as a result, the lines between work time and personal time are completely blurred. It is easier than ever for employees to become workaholics and “burn the midnight oil” responding to client and business emails or working on projects. Many employers may think that these workaholics are great news for their business productivity and profitability, but they need to think again.→ Read More
“Our employees don’t really care about what we want them to do until they know how much we care about them. When an employee knows—truly knows—that you care about them, then they care about you. And when they know you care, they will listen to you… and they will do anything for you.”http://www.inc.com/jeff-haden/key-to-leadership-managing-employees.html?nav=pop
Build a culture of recognition in your workplace that provides you with the opportunity to show how much you care and appreciate your employees on a daily basis.
Remember when you were a kid and how much you hated it when your parents used the expression “because I said so?” On many occasions, they used it to justify the way something has always been done. While this may be the easy way to do things, it’s not always the most effective way to do things. Everything evolves, and suddenly one way of doing something doesn’t make sense or apply anymore.→ Read More
Have you ever tried learning French from a Spanish teacher? It’s impossible, simply because people can’t teach you what they don’t know. Timothy Clark uses this analogy in his article, “The 5 Ways That Highly Engaged Employees are Different” to illustrate that in order to build employee engagement, you need to analyze and understand the characteristics of highly engaged employees.→ Read More
“Towers Watson has been studying employee engagement, and the organizational elements that drive it, for more than a decade. Through their client work and global workforce studies they found engagement is just the beginning to get the optimal performance from your employees. Towers Watson suggests three essential factors to employee engagement; Engage your employees and help them be attached to the company’s well-being; Enable them, provide employees with a supportive and productive work environment; and Energize your employees with physical, social and emotional wellbeing at work.” http://www.towerswatson.com/assets/pdf/3848/Towers-Watson-EmployeeSurvey_power-of-three%281%29.pdf
When it comes to employee engagement, David Zinger tells us that we should embrace problems: they are opportunities to get engaged in finding a solution and moving on to new problems with new solutions. Problems will always be there but we can approach them with a constructive, positive, and team-oriented attitude.→ Read More
My company promotes its professional development opportunities and strong employee-manager relationships, among other employee value propositions. Most of the employees are in good spirits and the company is doing well; however, I have noticed a lack of employee engagement surrounding these values. My company sufficiently promotes employee value propositions for recruitment purposes, but I feel like these important values can sometimes lack in the day-to-day operations. How can my company avoid false advertising and ensure that employee value propositions are lived throughout the organization?→ Read More
According to Webster’s Dictionary, the definition of loyalty is being faithful to a cause, ideal, custom, institution or product. In everyday life, loyalty is found in sports fans that cheer for their teams even when they’re losing or in a dog that never leaves its owner’s side.→ Read More
Do you ever wonder why the most engaged employees learn from mistakes, take risks, and come up with clever new ideas? Organizations empower these types of employees to make the right choices. Engaged employees are successful because they raise the bar and challenge processes with critical thinking. They thrive from self-discipline; yet, they can be stifled by compliance.→ Read More
“Did you know that employee engagement is no longer a competitive advantage but a basic organizational requirement to achieve business results? 71% of American workers are ‘not engaged’ or ‘actively disengaged’ in their work. This leaves 29% of American workers who are engaged or involved in and enthusiastic about their work. Implement a strong rewards and recognition program to boost productivity which will ultimately lead to increased profits and business results.” BX Business Week http://bx.businessweek.com/employee-engagement
Dear A Advisor,
My Human Resources department would like to instigate an exciting new initiative: our employees can choose a personal ‘Top One Goal’—for their finances, their health and wellness, or their other personal projects—and aim to reach that goal by the end of the year. I’m concerned about how to make our new initiative effective. We’ve already decided to offer prizes and incentives along the way, but I would really like to make sure that the program is fully integrated into our employee’s work life.→ Read More
“Imagine an organization that does not connect with their employees and is only concerned with your work output. This one sided environment is sure to leave employees disengaged and unmotivated. Connecting with your employees is key to building strong company culture and employee engagement. Make sure to take the time out of your work day to recognize your employees for a job well done!” Strategy Focused HR http://strategyfocusedhr.blogspot.ca/
Is there actually such thing as too much teamwork? More specifically, what happens when teams are full of extroverts with similar traits and critical thinking methods? This combination probably produces a team without the ability to change and adapt to new challenges. On the contrary, teams full of individuals with unique personalities are able to change course and adapt to methods necessary for success. It’s the individuals who make the team work.→ Read More
Hi there, A Advisor,
I work for a company in the public health sector. I enjoy where I work, but I wish our company would offer more opportunity to practice what we preach: we promote a health-conscious lifestyle for our clients, why can’t we encourage the same lifestyle for our employees? What are some ways that I can advise our company to make employee health and wellness a priority?
Run Around Sue→ Read More
Memorial Day weekend is behind us and summer is almost here. The days are warmer and longer, and for some employees, it means summer hours at the office. Companies offer summer hours as a perk to employees, which grants them reduced work hours on Fridays to enjoy longer weekends. How common are these programs in business?→ Read More
You know that satisfying feeling you get when you donate to charity? Or the pride you feel after donating your time volunteering for a non-profit? We all feel great when we give back to the community, and just as we commit to being socially responsible individuals, we also expect our employers to be social responsible companies. Employees want to work for organizations that are making socially responsible choices regarding their products and services, business practices, and as members of the communities in which they operate.→ Read More
“HR has never been known for being at the leading edge of new technology or communication. However there are many new technologies that now help increase engagement and productivity making it imperative for HR to jump on board. Today’s employees have high expectations, Gen X and Gen Y are demanding that their employers become early adopters of technologies such as social media to excel in their job functions.” Achivers Whitepaper: Early Adoption: Against HR’s Nature?
What’s the best way to attract top talent from the Class of 2012? In order to successfully recruit, retain, and inspire these Millennials, you should focus your engagement strategy based on their motivations and desire for choice.→ Read More
“As the economy improves unhappy employees will be looking at other companies for better opportunities. Social media has brought a new challenge to HR managers, allowing competitors to easily identify, target and recruit your top performers. Create an environment in which top performers are consistently recognized in a meaningful, specific and timely way and you’ll see your employee engagement soar, improving retention dramatically.”
Picture a familiar situation: You take advantage of a service, whether to sign up for a new mobile phone contract, or to order a new gadget from a website. There’s a problem with your purchase, but when you call customer service, you wait on hold only to reach an automated service and learn that the customer service office is closed. When you finally reach an agent to find a solution, they offer no assistance. What seemed like a simple fix has wasted valuable time, and the next time something goes wrong you may resort to a new provider.→ Read More
What do a graphic designer, an account executive, and a social media specialist have in common? The answer lies within the employee’s desire to heighten their development and acquire new skills, which may or may not relate to their job title.
In order to set up employees for success and foster an engaged workforce, consider offering opportunities to “cross-train,” or develop new skills in a specific field, to reaffirm that the organization supports professional and personal growth.→ Read More
“With three generations of employees in the workforce companies are managing their most diverse workforce ever. Uniform policies, benefits, and compensation won’t work for everyone anymore. We live in a society full of choices and that’s what employees, especially Gen X and Gen Y, respond well to. Make sure you empower your employees to choose their own rewards for a job well done-rewards that that are meaningful to them.“- HRMA http://www.bchrma.org/pdf/news/2011/release-yearinreview-111219.pdf
You may have heard of Facebook’s philosophy “Move Fast and Break Things.” Essentially, the philosophy is about testing boundaries and the importance of continuous innovation in order to grow and reach your maximum potential. Have you ever thought about how you can utilize this concept in your company? Let’s emphasize how you should apply this concept to employee development, because professional and personal growth is crucial to employee engagement.→ Read More
“Hey, did you hear what happened in the lunch room yesterday? You are not going to believe this.”
We have all been subject to gossip at work. It happens in between meetings, through chat sessions and emails, and is almost impossible to avoid – until you realize how harmful gossip threatens corporate culture, and eventually transforms the workplace into a culture of doubt. A culture of doubt is characterized by ongoing miscommunications, decreased retention, and low employee morale at the workplace – and must be reconciled in order for employees to drive results necessary for the organization’s success.→ Read More
Reputation is EVERYTHING. Society beats this message into our heads every day. For instance, we’re told to protect our reputations on Facebook and not post inappropriate photos, or we’re told to build our reputations on LinkedIn as accomplished professionals. Your reputation speaks volumes about who you are as an employee, family member, partner or friend; therefore, your reputation should be protected and treated as a top priority.→ Read More
The key to business success is employee engagement: engaged employees produce results because when they are in a thriving environment, they are motivated to achieve. Employee engagement is a strategic and collaborative initiative, but will be less effective without a cohesive bond between team members.→ Read More
Do you know someone who is social and liked and respected by everyone? Does this person have contagious energy? Is this person motivating and inspiring? If so, this person would make a great candidate for a “culture chief” at your office.→ Read More
“Social media is at the forefront of communication, whether you like it or not. You can jump on the bandwagon or miss the train. As a leading company of the 21st century it is important for us to stay on top of the newest social media tools and platforms. At Achievers we use social media tools like Facebook, Twitter, Google+, YouTube and LinkedIn to communicate our mission and core values, and to share industry-leading resources and build brand awareness.”
It’s easy for employees to get lost in their daily routines and lose sight of what their contributions are attributed to on a larger scale. Take a proactive approach to reinforce your organization’s alignment by planning a retreat geared toward employee engagement.→ Read More
What do a loan officer, warehouse manager and accountant have in common? Okay, the answer probably didn’t come to you immediately, so I’ll let you in on the secret: these are some of the happiest jobs in America. Yes folks, you heard that right. CareerBliss recently released the list of the 20 happiest jobs in America, and since you’re probably wondering how in the world these jobs ever topped the list, we’ll break down the key reason why these jobs outshine the competition.→ Read More
Dear A Advisor,
I keep hearing that companies are using social media sites like Facebook to help motivate and engage their employees. I don’t get it—aren’t they just time wasters? I want to help my employees reach a good work-life balance, but I’m afraid that social media will just be a distraction.
To Friend, or not to Friend→ Read More
“To recruit and retain top talent, an organization needs to be exceptional at recognizing employees in ways they value. Modern leadership must accept that recognition has a different meaning for Gen X and Gen Y employees than for previous generations. They grew up with it and they expect it. Create a culture of recognition where employees are empowered to choose their own rewards and they’ll never leave.”
Communication is vital to employee engagement. All high-performing organizations have great communication and, unsurprisingly, it is a top motivator for employees. Great communication within an organization can be defined as open, consistent, transparent and multi-directional.
This means that ideas and direction not only come from the top, but employees also contribute to the conversation. Dialogue is free-flowing and comes from both directions, as simple and basic as a homemade telephone with two soup cans and a string. Managers who are great communicators are also available to their employees for support, encouragement and questions. → Read More
Do your employees enjoy coming to the office? Are you looking for tips on how to improve productivity, morale, and happiness? At Achievers, we believe that a working environment should reflect a company’s culture and values, influence productivity, and evoke success. Organizations are constantly looking for new and innovative ways to keep their employees engaged; however, the answer is right in front of you.→ Read More
Dear A Advisor,
Recently, we’ve been fortunate enough to bring on a few new hires. We’ve already improved our employee engagement throughout our company. Now that we’ve brought on new people, how do we ensure our new hires are engaged and productive from day one?
– Growing Up Fast
What does it take for managers to motivate employees to achieve powerful results? Developing a strategy for employee engagement is the formula for an organization’s success, which starts with several initiatives geared towards strengthening the employee-manager relationship. We’re pleased to share The Employee Engagement Pyramid by David Zinger, which illustrates the most important fundamentals of employee engagement, thanks to The Globe and Mail’s recent post on the 10 building blocks for employee engagement. → Read More
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
We just polled our company and our engagement scores were down low. We’ve noticed a shift in morale and lack of recognition in general. We want to start with our managers to begin making a change. What do managers need to do to increase employee engagement on a daily basis?
Pat MaBack→ Read More
“Align your feedback with the company’s overall objectives. The most deeply motivated people – not to mention those who are most productive and satisfied – hitch their desires to a cause larger themselves.”
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
“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.“
“The most effective way to drive long-term performance is to provide employees with an intrinsic motivator – the ability to choose their own rewards. Empowering employees to redeem for what is of value to them is an enjoyable experience, motivating the employee to perform the activity that resulted in this outcome again.”
“While recognition and engagement scores hit bottom, people still inherently want to feel connected with others more and more. Tweeted, posted, and liked recognitions allow employees to share positive moments at your business with their internal network.”
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
“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.”
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.
Seymour Results→ Read More