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How to Build an Engaging Social Responsibility Strategy Into Your Culture

MLK Jr. QuoteI’ve always had a passion for giving back and caring for others, but I always struggled with the idea of choosing to go down that path as my career. I never wanted it to lose the meaning by becoming a job that I was required to do. So, I made the choice early on in my career to give back to my community in parallel with my career and that idea has never felt more supported than it does at Achievers. A while back, my co-chair, Kelly Lawrance, and I were at a discussion about how companies get buy-in, whether that be for budget, or to justify to leaders to give employees days to participate in social responsibility, etc. and one of the VP’s from Starbucks simply put, “The business case is that it is our moral obligation to give back to humanity,” and I couldn’t agree more – and luckily, neither could the Achievers Senior Leadership Team (SLT).

At Achievers, employees are given four days a year to give back. There are endless opportunities to participate in company fundraising events and personal volunteer initiatives that the company helps support financially. All of this is facilitated and set up, by the Achievers CARES committee, a volunteer-based committee that manages Achievers Corporate Social Responsibility. Along the way, we have learned a lot about building a successful Corporate Social Responsibility (CSR) program within our culture and we have course corrected a few times to ensure that employees are engaged with the opportunities provided.

So, on behalf of the Achievers CARES team, we thought we would share a few guiding principles that you can easily apply to your organization:

  1. Leadership Buy-In Is Key, Even If It’s Just One Leader

Find a leader that shares the same passion for giving back as much as your committee does. Share with these passionate leaders your plans and goals and have a very clear idea of what you are asking of them. Are you asking for their time, approval on budget or their participation in events? Either way, go in with a plan and preferably an annual one that requires one approval.

  1. Learn What Your Employees Care About

All too often, organizations force their own personal philanthropy agendas on their employees and unfortunately, as a result, employees aren’t as engaged. After surveying our employees, we learned that giving back is personal and very diverse, with opportunities to give back ranging vastly. As a committee, we’ve always tried to balance that. We’ve done this by supporting both local and global causes. Our employees expressed that while global is extremely important, so many issues are right in our backyards. Along with our global partnership with WE, we’ve also put a really strong focus on mental illness and homelessness across cities closest to our employees. For us, that’s mostly across the GTA (Toronto area) and San Francisco. We learned that, “it is estimated that 1 in 5 Canadians and Americans will experience a mental illness throughout their lifetime”, so as a committee and organization we are highly focused on doing what we can to help. For other causes (environmental, animal cruelty, etc.), we source opportunities and host them on our recognition platform so that employees can choose to get involved. And the best part is, if it’s something that they are passionate about, they rally people to join them!

  1. Give Employees Equal Amounts of Opportunities

This was an important thing for Achievers CARES to focus on. We heard from our employees that there was a mix of employees who would prefer to give their time over money and vice versa, so it became incredibly important as a committee to ensure that we were always providing opportunities throughout the year to do both. We want to make sure employees feel connected to what they are participating in, and more importantly, aren’t restricted to participate due to financial or time constraints.

  1. Plan Out Your Year and Focus On a Common Goal

We decided about a year ago to pick a few key initiatives to facilitate as a committee and then to source opportunities; our aim was for the participation to grow organically. We set a budget at the beginning of the year, got budget approval, planned out our key events (one being Top Chef which is always a HUGE hit!) and from there we divide and conquer as a committee. Being a volunteer-based committee, it is important to divide and conquer since we are typically busy attending to our regular jobs.

  1. Have a Committee of Passionate People to Help Run the CSR Initiatives

Achievers’ CSR is 100% run through the Achievers CARES committee that is passionate about giving back and are all active volunteers. Each of us have different roles on the committee and we meet frequently to ensure that we’re sourcing opportunities, communicating to our employees and creating fun events to give back. Together, we’re able to pull off monthly activities and a few big events a year.

As a result, we’ve raised significant funds and volunteered hundreds of hours as an organization both locally (in San Francisco – Project Open Hand and Friends of the Urban Forest and Toronto – primarily Parkdale Foodbank, one of the least funded but most utilized food banks in Toronto) and globally, through our partnership with WE.

Winston Churchill Quote

If you currently don’t have a CSR strategy built into your workplace, why not? Today, employees are interviewing companies as much as companies are interviewing them. Employees are looking at a company’s values and seeing if they’re aligned to their own values. It’s safe to say almost everyone can connect to the importance of giving back. Not to mention, CSR initiatives are great way to connect with colleagues, do the right thing and feel good about giving back to the community.

A huge shout-out to our Achievers CARES team who make a difference every single day. Our success wouldn’t exist without all of you and the world would be a little less bright without your efforts – Kelly Lawrance, Megan Sylvester, Yola Lis, Meaghen Frame, Dave Sinyi, Monika Shtun, Samira Hafezi, Chris McTague, Kaitlyn Laframboise, Sheila Yue and Phoebe Licata. Thank you to our employees for caring so deeply about our communities and bettering the world around us.

Learn more by viewing the Achievers CARES photo album.

Do you want to join the A-Team? Apply for one of our open positions here.

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About the Author
headshot Breanne Woodrow
Breanne is a Senior Manager of Professional Services and leads a team of Technical Consultants at Achievers. Her teams focus is on launching and expanding success programs onto the Achievers platform. Outside of work, Breanne loves to read, do pilates and spend time with her friends, family and dog Eddy. Breanne is the Co-Chair of Achievers CARES, along with Kelly Lawrance.

 

 

 

 

Innovation Workplace

How to Apply Innovation Principles to Your Engagement Strategy

Any people-centric company lives through its employee experience: engagement, culture and performance management brought together. In the employee recognition and rewards space, this translates in continuous engagement efforts, closely aligned to individual preferences. But the 2018 Deloitte Human Capital Trends report states that only 8% of organizations considered “their rewards program was very effective at creating a personalized, flexible solution.” Employees expect you to come up with creative, tailored ways to respond to their feedback points. And a culture of innovation can be the answer you’re looking for.

You don’t always need a massive shift to apply innovation principles to your engagement strategy. Sometimes, even the smallest incremental improvement can trigger innovation. Ask yourself, “What could we do to make employee engagement efforts easier to consume, more responsive or more efficient?”

Do you need help to resolve your engagement innovation equation? Here’s how to apply innovation principles to your engagement strategy in 5 questions.

Engagement Innovation Question Change

Innovation is not always about building a brand new product.

It could be a better deal to pivot your engagement strategy by changing slightly your direction of travel instead of starting from scratch. That’s what Smart & Final understood when they decided to overhaul their employee recognition strategy.

Smart & Final implemented its “Spotlight” program on the Achievers Employee Engagement and Recognition platform, to engage and align employees across the organization’s geographically dispersed locations by encouraging cross-functional recognition via mobile devices. The results speak for themselves: “Sales grew 1.1% on average, resulting in revenues significantly above the sales level of the prior month-long time period.”

Engagement Innovation Question specialize

According to the innovation strategist Bill O’Connor, “Innovation is the art of establishing something in the real world that is new or different and that has a significant impact.”

The challenge is to pass the “real world” test. Innovation works when it’s useful and adopted by the individuals they target. And to address their main pain point in a new way, perfectly aligned to expectations, is specialization.

A good example of specialization happened at AirBnB. AirBnB was amongst the first ones to change the Chief HR Officer function into a Chief Employee Experience Officer function. Doing so, they aligned closely to the values of their workforce, including Millennials. And they sent a strong message to their employees that the employee experience is the essence of their workplace.

For the record, AirBnB rank #1 in Glassdoor’s “Best Places to Work” 2016 list.

Engagement Innovation Question combine

If your recognition strategy is already in place, would a small incremental addition make it more personal, effective, or user-friendly?

This is exactly the success story behind the Achievers and Limeade partnership.

Millennials know well that the root cause of stress for 80% of employees is work. That’s why they elevated wellness initiatives at work to the trademark of organizations who care for their employees.

With this being said, in order to help companies and employees feel more connected, Achievers recognition platform and Limeade’s wellness solution joined together to create a seamless, simplified employee engagement experience.

Engagement Innovation Question standardize

Innovation and creativity might be in full swing, but your business might still need structure to operate within profitable margins.

Are you looking for a performance boost? Rationalization and standardization are other ways to apply innovation principles to your engagement strategy.

M Resort Spa Casino story is a good example of standardization. To support its hands-on approach to customer service, M Resort was looking for a recognition program that would be personal and meaningful to its employees, while consolidating the property’s 14 separate employee recognition program. M Resort partnered with Achievers implement the Employee Success Platform and “boosted recognition activity by 10x—far surpassing its 2x goal—and achieved 88% activation in the first six months.” M Resort was also able to effectively reduce time and labor costs associated with the organization’s previous recognition programs.

Engagement Innovation Question Try

The current disruptive market demands companies to align product and customer experiences and to continuously pivot and iterate on the go. Design thinking can help you to apply innovation principles to your engagement strategy and promote innovative thinking in the workplace.

This the exact spirit of a HR hackathon. Starting with a simple problem statement, hackathons are opportunities for employees to work collaboratively on the design of their own “perfect” employee experience.

Asian Bank DBS organized its first HR hackathon in August 2017 to create a more joyful experience for DBS employees, while at the same time being open to re-vamping HR processes.

The results, reported in this Forbes article, are impressive: “Within 12 hours, the DBS HR Hackathon generated over 200 HR solutions from 340 DBS HR practitioners across 9 countries.”

Innovation is not always about building a better product. There are many ways to apply innovation principles to your employee engagement strategy. From redesigning the onboarding experience to making rewards and recognition more personal, a creative makeover for your employee engagement efforts can be as simple as asking a new question.

Do you want to learn more about innovation? Attend Achievers’ Customer Experience (ACE) conference from October 23-24 in Toronto. ACE 2018 is a conference for innovators who are focused on improving the employee experience and driving engagement.

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About the Author
Coralie Sawruk
Coralie Sawruk helps global organizations create efficient team dynamics. A people-person at heart, she believes the ultimate competitive advantage is created by the right talents working hand-in-hand, cheerfully.

Coralie shares her insights on confident leadership and leading happy teams on her website.

Get in touch on LinkedIn.

 

 

 

Achievers employees bowling

Are You Having Fun at Work?

A few years ago I found myself diligently working non-stop for three days at a start-up to bring up a website with a team of six people. We were stressed, tired, not having fun, and my boss kept cracking jokes to lighten the mood.

Finally, someone asked, “How can you be making jokes at a time like this?”. He replied, “What’s the point of doing this if we’re not going to have fun doing it?”. At the time that didn’t really help our mood, but over the years that statement has stayed with me and has shaped how I approach my career and the work I do every day. Really, what is the point of spending 40 hours a week somewhere if we don’t enjoy it?

Throughout my career I’ve worked for some companies where I’ve had little to no fun, but it wasn’t until Achievers where I finally started enjoying my daily 9–5 life. Recently, I went to a conference where I heard Dr. Annie McKee speak. She is a respected academic, speaker, best-selling author of the book “How to be happy at work”, and advisor to top global leaders. According to Dr. McKee, “Life is too short to be unhappy at work”. When we’re unhappy at work, our personal life suffers, our sleep is affected and our relationships take a back seat. Think about it. An average person works about 43 years in their life. That’s 2,236 weeks, and 89,440 hours of being unhappy. That’s a BIG part of your life!

Dr. McKee says the three keys to being happy at work are purpose, hope, and friendship.

Purpose

We all strive to find purpose in our day to day lives, whether it’s with eating healthy, making time for friends and family, or exercising. Having purpose should be an equal priority. This purpose needs to come from the leadership team. “Having a sound, clear, and compelling purpose helps you to be stronger, more resilient, and able to tap into your knowledge and talents,” says Dr. McKee.

Hope

Similarly, employees need hope to succeed. Purpose drives us to be better today, but hope keeps us on track for tomorrow. Hope helps us get through the days that aren’t easy, the projects that prove to be difficult, and the people that aren’t always pleasant to be around. “To be truly happy at work, we need to see how our workplace responsibilities and opportunities fit with a personal vision of our future. This kind of vision emerges from hope and optimism, which we can, with focus and hard work, cultivate even in difficult jobs and toxic workplaces. When we see our jobs through a positive lens, and when a personal vision is front and center in our minds, we are more likely to learn from challenges and even failures, rather than be destroyed by them,” says Dr. McKee.

Friendship

The last key to being happy at work, according to Dr. McKee, is friendship. She says, “One of the most pernicious myths in today’s organizations is that you don’t have to be friends with your coworkers. Common sense and my decades of work with people and companies show the exact opposite. Love and a sense of belonging at work are as necessary as the air we breathe.”

If you find hope, purpose, and friendships in a company, chances are you will also be happy there. I find purpose through opportunities to develop. For example, I recently joined a team where I was able to learn technologies I didn’t know before such as Docker and Symfony. Achievers is special in that they give employees an opportunity to learn on the job when they see promise in them. I find purpose in giving back to the company because they believed in me. In addition, I have hope because I am progressing in my career. I am able to grow and therefore, I have more mobility as a Software Engineer. Finally, I have found some really amazing friends in my teammates. Some days I laugh so much at work that my stomach actually starts hurting.

Exhibit A — the day we spent redecorating my friend’s workspace and watching his reaction when he walked in.

Achievers employee

Exhibit B — the day we decided to dress up as skittles.

Achievers employees dressed up as skittles

However, those things alone are not enough. The company goes one step further to create a culture that’s inclusive, welcoming, and fun. At Achievers we have one of the best company cultures I have ever seen. We have weekly Throwdown Thursday parties, epic Halloween weeks where the entire office gets a makeover, an employee appreciation week where we get gifts and perks every day, and a wellness week with fitness challenges and healthy shakes, to name a few. We have a Magic, The Gathering league that includes players from our senior leadership team. Here we have the CTO, Aris Zakinthinos and the Director of Product, Egan Cheung, playing a Magic match that had play by play commentary, and an audience of about 30 people.

Magic the Gathering Team Event

We have regular public speaking practice sessions called Speaker’s Corner. Many people, including myself, have a fear of public speaking, so I started this club to let people practice and get over their fear. The company allows employees to take time off to volunteer and also provides volunteer opportunities. We even have a band, along with a music room to practice. Here is a recent performance of our band Operating as Intended. Pikachu was visiting for the day.

Achievers Band with Pikachu

Recently my friends and I started our own little acoustic band where we meet and just play together. Here we are performing at the office talent show!

Achievers Acoustic Band

We routinely go on coffee walks together, and sometimes do 15-minute exercise breaks. We have karaoke, trivia nights, and personal top 1’s where we set a personal goal for the year, and receive $250 towards achieving it. My own personal top 1 for this year is to run an official 5K race. I’ve always wanted to run more so this initiative is providing me with the motivation to do it. Once I finish my run, I can get up to $250 towards anything I spent for the run (i.e. running shoes, clothes, costs of participating). Just this past week we had an amazing afternoon participating in a scavenger hunt, and wrapping up the day with an awesome party. Here we all are before the games began!

Achievers employees

All of these, along with unlimited food and drinks in the kitchen, makes Achievers one of the best places I’ve ever worked at.

In the end, how much fun you have really depends on you. A company can provide an amazing work culture, but you can be as involved as you like. If your company doesn’t have the culture, you can start the initiative. For example, I started Speaker’s Corner and one of our technical support agents started the band. The more involved you get in the culture, in the team, in the activities provided by the company, the more fun you will have at work. This, combined with hope, purpose, and friendship will help make you much happier during your 40-hour work week. That happiness will spill into the rest of your life and who doesn’t want that?

Oprah

Start building an amazing workplace culture with Achievers Employee Engagement Platform, which combines the highest-adopted employee recognition platform with an active listening interface to accelerate employee engagement. Schedule a demo today.

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Do you want to join the A-team? Apply for one of our open job listings here.

Do you have any thoughts on this article? Share your comments below.

About the Author
Samira Hafezi
Samira Hafezi is a Staff Software Engineer at Achievers.

 

 

 

This blog post was re-purposed from Achievers Tech Blog.

 

Create a Mission-Based Culture

4 Ways to Create a Mission-Based Culture Where Employees Will Thrive

A company’s mission statement is the driving force behind its company culture. It’s what ignites passion and motivation in employees.

At Achievers, our mission is simple: to change the way the world works. We aspire to do that by aligning everyone with business goals and company values, driven by recognizing shared victories every day. In short, we aim to make success a way of life.

Creating a mission-based culture is crucial for employee — and ultimately, company — success. In fact, according to our latest report, 76 percent of North American employees cited a positive corporate culture as the single most important quality in an employer.

By focusing on your mission company-wide, you open the door for more meaningful employee experiences and a more motivated team.

Here are four steps you can take to instill a mission-based culture at your company:

  1. Start with the employee

Empowering employees to adopt the company’s mission and values as their own is the first step in creating a mission-based culture.

Help your team take this step by encouraging employees to approach their work with an entrepreneurial mindset. Challenge your team to proactively and creatively find solutions to issues the company is facing.

Software companies, for instance, use hackathons to discover new solutions in programming. Leverage this idea to bring people together to accomplish challenges that can have impact throughout the company.

Jumpstart the event by asking employees to note the biggest challenges they or your customers are facing. Next, have them form teams and begin collaborating. Give employees a designated amount of time (traditional hackathons are about 48 hours) to design a program, role, or even software to solve the issues they presented.

The last step is to have employees present their solution and successfully explain how it reinforces the company’s mission. The winning team can then move forward with implementing their solution.

  1. Celebrate your mission

 Recognition isn’t just about celebrating your employees. It’s also about celebrating your company’s mission and recognizing those who exemplify it. In doing so, employees are able to see a direct connection between their efforts, the mission statement, and the company culture.

Unfortunately, it seems many companies are missing the recognition mark. In fact, our report also found that 55 percent of North American employees noted a lack of recognition and engagement as the main reasons behind wanting to change jobs.

At Achievers, we maintain a strong, positive culture by tying our communication and employee recognition efforts to employees’ work. For example, on a quarterly basis, our company comes together for a rewards and recognition (R&R) celebrations.

We place a lot of importance on giving our employees a voice and making it known throughout the company. We are not only proud of our employees, but also we value them and want to demonstrate that during the R&R celebration.

Recognitions are shared company-wide, highlighting examples of how our employees make a difference both internally and with our customers. No accomplishment is too small. They are meaningful, impactful, and push the company’s mission forward.

  1. Be transparent during the good and the bad

 Transparency allows employees to clearly see how their efforts impact overall organizational goals. To give employees a greater sense of transparency, let your company’s mission and values shine through in every situation — both good and bad.

When something great happens, like the promotion of a team member, celebrate it publicly. Explain what this employee did to earn a promotion and how their actions and attitude positively reflect the company’s mission. This way, employees can see the company mission in action and learn and grow from it.

While not as easy to do, it’s equally important to share the downsides of the job with employees. If you lose a client, for instance, be open and honest with your team about why this happened. Most importantly, use this time to inspire employees and unite them behind your mission. By discussing the issue as a team, you and the company can learn from this experience and help prevent similar issues in the future.

  1. Stay connected

 Your company and employees are constantly evolving. Even if your mission stays the same, the connections and values employees have will change. Because each employee is unique, you need to stay connected to their emotions and relationship with the company.

To accomplish this, arm your managers with the tools they need to listen to their employees, as well as offer recognition, on a consistent basis.

Technology that allows your managers to get a pulse on their direct reports on a daily basis will provide more insight into accomplishments and challenges than an annual or quarterly survey. More importantly, the data managers receive is in real-time, which allows them to take immediate action.

Giving your managers the tools they need to listen and respond to their direct reports in a personalized way brings it full-circle and back to the company mission. These practices will give leaders the opportunity to understand what matters to their employees, react in the moment, and redirect employees to a more engaged, mission-based culture.

Find out more about your employees’ needs and expectations by downloading our report here.

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Are you free in October? Come see me and discover how to increase employee engagement by attending Achievers Customer Experience (ACE) 2018 in Toronto, October 23-24. Get the early bird rate and save $200 off the regular rate today. Buy now here.

Do you have any thoughts on this article? Share your comments below.

About the Author
Diane ScheidlerDiane Scheidler is the Head of HR at Achievers, an employee engagement platform specifically designed to align everyone with business objectives and company values, driven by recognizing shared victories every day.

 

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celebrating Achievers' Employees

Employee Appreciation Week: Achievers Celebrates Employees

Here at Achievers we love Employee Appreciation Week! In celebration of Employee Appreciation Week, we want to turn the spotlight to Achievers’ employees. We’re highlighting some of our favorite Achievers moments within the past year, from fun culture videos to employee recognitions. To kick things off, we want to bring it back to our Achievers Carpool Karaoke video which we played during our company-wide Recognition & Rewards (R&R) meeting. You don’t want to miss this:

 
Achievers Carpool Karaoke Video

One of the most loved initiatives we have here at Achievers is the Achievers Women’s Network (AWN). The AWN committee aims to help others develop the leadership skills and career advancing opportunities needed to drive success – this is done by sharing information, best practices, education, and experience. For International Women’s Day, the AWN committee spearheaded a video project featuring Achievers’ employees standing by the #BeBoldForChange campaign. Check it out:


Achievers #BeBoldForChange Video

Employee Appreciation Week wouldn’t be complete without highlighting actual employee recognitions delivered via Achievers’ own ASPIRE recognition program. While we don’t have the space to feature all of our employees in one blog post (wish we could!), every member of the Achievers family deserves massive recognition for all the A-mazing work they do. Thank you A-players for staying engaged, recognizing your peers, and helping our customers boost employee engagement in their own workplaces.

ASPIRE Recognition 2018ASPIRE Recognition 2018 ASPIRE Recognition 2018ASPIRE Recognition 2018 ASPIRE Recognition 2018 ASPIRE Recognition 2018 ASPIRE Recognition 2018 ASPIRE Recognition 2018 ASPIRE Recognition 2018

It’s important to spread employee appreciation across your organization frequently, not just during one week of the year. You’ll be surprised at how impactful it can be. After all, 69% of employees cited Recognition and Reward as a motivator to stay at their current job in 2018. Take the first step and recognize someone today for a job well done.

Looking for fun ideas on how to show employee appreciation? Check out our blog post 20 Fresh Ideas for the Best Employee Appreciation Week Ever.

Remember, don’t fall short when it comes to engaging your employees. Learn the consequences by accessing Achievers’ white paper The True Cost of Disengagement.

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We’re excited to share that Achievers has been nominated for the Canadian HR Reporter’s 2018 Readers’ Choice Awards in two categories: Employee Engagement Programs and Recognition Programs & Awards. Share your love for Achievers and vote for us today before the March 19, 2018 deadline. Vote here.

Do you have any thoughts on this article? Share your comments below.

About the Author
Kellie WongKellie Wong is the Social Media & Blog Manager for Achievers. She manages The Engage Blog and Achievers’ social media presence, including the editorial calendars for both. In addition to being the final editor of all blog content for The Engage Blog, she also manages and maintains relationships with 35+ guest blog contributors. Connect with Kellie on LinkedIn.

 

 

 

 

Support Team Well-Being

6 Ways Managers Can Support Team Well-Being to Drive Engagement

Helping companies and employees feel more connected, Limeade and Achievers have joined together to create a seamless, simplified employee engagement experience. Read more about the partnership announcement here.

At Limeade, we believe true engagement happens when people feel good and have a sense of purpose.

We define employee engagement, or “Big E” engagement, as the extra energy and commitment that comes from this sense of purpose and connection. We look at engagement through the lens of well-being because our research shows that well-being is a precursor to engagement — and how your organization supports well-being is a critical part of the equation.

After a deeper look into our research, we found that the single most important way to support employee well-being is through immediate managers.

This year, make sure your managers are supporting employee well-being by following our six tips.

  1. Schedule frequent 1:1 meetings with your team members. Listen and invite an open dialogue to cultivate discussion about their projects, tasks or roadblocks.
  2. Be a role model for well-being improvement by communicating your own well-being priorities with your teams. Tell them about your goals and the steps you’re taking to reach them.
  3. Send frequent messages of support and encouragement to your teams to call out their great work. Thank you cards or real-time recognition, whether monetary or social, during team meetings are a great way to show your employees you care.
  4. Get to know your team on a personal level in order to understand what matters to each employee. Some employees will want to focus on work-related topics while others will open up about their goals and challenges.
  5. Invest in your employees for the long-term by providing career development or cross-functional training. Side projects that help them develop new skills will show them you care about their development.
  6. Assume positive intent from your employees and give them more control over their schedules. It’s about trusting employees to get their work done on a schedule that works for them.

It’s time for managers to transform themselves into leaders, and it starts with supporting employee well-being with these six tips. Do you want more tips and tricks? Check out this full list of steps to help elevate your authentic commitment to employees.

Do you want to learn more about Achievers and Limeade’s partnership? Watch the video below to see the partnership in action.

Create a connected employee engagement experience with Achievers and Limeade.

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About the Author
Limeade is an employee engagement platform that builds great places to work by improving well-being and strengthening workplace culture.

 

UK HR Directors Summit 2018

Event Activities at UK HR Directors Summit in Birmingham, February 6-7, 2018

The latest report from Gallup states that just 1 in 10 UK and EU workers are actively engaged and with UK productivity seeing further falls during 2017, according to the Office for National Statistics – it is no surprise that the UK Government recognizes that the country has an employee productivity problem.  The UK’s newly announced Industrial Strategy is based on “Five Foundations of Productivity”, one of these Foundations being ‘People’. As an organization that lives and breathes employee engagement and sees the business benefits first-hand of the power of putting people at the heart of the strategy, this is welcome news.

The impact of employee engagement on key business objectives is staggering. According to Gallup, highly engaged business units see:

  • a 17 percent increase in productivity
  • 24 percent less employee turnover
  • a 41 percent reduction in absenteeism

The importance of employee engagement on key business performance metrics cannot be ignored. On February 6-7, the Achievers team will be heading to the ICC, Birmingham, UK, for the 16th HR Directors Summit. This year’s pertinent theme is ‘Curators of the New Business Landscape – Guiding Strategic Growth’.

The UK HR Directors Summit is one of the largest gatherings of senior HR Executives from across the globe and welcomes 800+ of the highest level of industry experts, strategic thinkers, innovators, and HR leaders.

It is a leading forum that connects the best in business leadership and promises to arm leaders of all people-focused functions with the tools necessary to transform themselves not only into more functionally-confident business leaders, but to fortify the HR position as a value-generating machine necessary to ensure future prosperity, profitability, wellbeing, and financial success.

The 2018 UK HR Directors Summit will host 150+ speakers in 8 content streams, 70+ Exhibitors, 250+ Match Meetings and 11+ hours of networking spread across 2 days. And with an amazing line-up of keynote speakers, it is a must-attend event for any senior HR professional looking to get inspired and motivated for the year ahead.

Denise Willett, Achievers’ EMEA Senior Director, will be taking the stage on day two at 12:00 PM to discuss ‘Using Recognition to Drive Engagement and Business Results’. She will she share how leading organizations are leveraging HR technology to complete the loop from measure to action, increasing employee engagement and driving business performance.

In addition, some of this year’s line-up of keynote speakers include:

  • Josh Bersin – Principal and Founder
  • Nilofer Merchant – 50 Thinker, Best Selling Business Author
  • McDonalds – Paula Coughlan, Chief People Strategy Officer
  • ABB – Jean-Christophe Deslarzes, CHRO
  • Nokia – Joel Casse, Global Head of Leadership Development
  • Avon – Dr Melissa K. Hungerford, VP Global Talent Management & Inclusion
  • Bosch – Rosa Lee, Senior VP
  • BT – Candice Cross, Group Head of Diversity and Inclusive Culture
  • Countrywide – Kate Brown, Group People Director

And this is just a taste of some of the amazing speakers this year. Check out the entire list of confirmed speakers here.

Don’t forget to join the conversation on social media with the hashtag #HRD18 and by following @Achievers on Twitter.

Tickets are now very limited so register here today! Be sure to pop by to chat with the Achievers’ team at Stand #56 and look out for Denise Willett’s presentation at 12:00 PM on February 7th. And for those looking to book a meeting with Achievers at this event, please book a meeting here. See you in Birmingham!

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About the Author
Ruth Chapman
Ruth Chapman is Achievers’ Marketing Manager (EMEA) and is focused on growing awareness for the Achievers brand in the UK and wider EMEA marketplace. It is her mission to communicate the success that Achievers employee recognition and engagement platform is driving for its clients. Learn more about Achievers here.

 

 

 

Recognition Provider Spotlight

Achievers Named #1 Overall Recognition Provider in Baker’s Dozen 2017 by HRO Today

Achievers is honored to be listed as #1 out of 13 ranked vendors in both the Overall Excellence category and Breadth of Service category in the HRO Today’s Baker’s Dozen Survey. Read the press release here.

Employee recognition is a very important part of company culture. So much so, more and more HR Tech is dedicated to making employee recognition easy for both employees and managers. And it can address important business objectives relating to employee engagement, like attracting top talent and increasing productivity. In fact, 40% of workers in the U.S. said they would go the extra mile for a company that rewards and recognizes them on a regular basis. This means even the smallest investment in an employee engagement platform could have a big impact on your company’s bottom line.

Here are just a few of the key business objectives HR tech, employee recognition and employee engagement can address when working together:

With more and more HR tech providers offering a solution addressing employee engagement and recognition, it might be hard to decide which is the right one for your company. But according to HRO Today’s Baker’s Dozen Survey, Achievers is the cream of the crop. As announced on August 17th, 2017 Achievers finished first out of 13 ranked vendors in both the overall score category and the Breadth of Service Category.

HRO Today ‘s rankings are based on the buyers of the services, rather than the opinion of HRO Today staff. The overall category ranking is derived from three components: features breadth, deal sizes, and quality. Check out what Elliot Clark, CEO of SharedXpertise and Publisher of HRO Today, said about why Achievers won:

“Employee recognition leads to better employee retention and engagement, and companies seeking recognition and motivation service partners consider the information provided in the HRO Today magazine Recognition Baker’s Dozen Customer Satisfaction Survey to provide extremely valuable insight to a successful RFP process. Achievers led this year’s ranking in the No. 1 position, overall and for breadth of service, differentiating itself as an exceptional provider in this highly competitive industry.”

This is a tremendous honor for Achievers. As Greg Brown, Achievers General Manager, commented:

“The eagerly awaited HRO Today Baker’s Dozen results are considered by buyers to be the gold-standard for recognition providers. Achievers is honored to have earned the No. 1 ranking in both the overall category as well as breadth of service. Achievers understands the challenges organizations face today to attract, recognize, and retain top talent. We are committed to helping our customers excel in employee engagement.”

Having pioneered the concept of social recognition, Achievers remains the innovation leader in the industry, continuously developing new approaches that drive employee engagement by delivering best-in-class employee recognition tools. Among Achievers large customer base, clients like Ericsson and Shop Direct have already seen results, such as:

  • A 3 percent increase in engagement score for Ericsson, up from an already astounding 81 percent
  • A 17 percent engagement survey increase for Shop Direct

Over one-third of Achievers’ employees are a member of a service team, existing as part of its Professional Services, Customer Success, or Member Experience team dedicated to giving the best client experience. It is this emphasis on customer service that has led Achievers to receive consistently high scores on customer satisfaction surveys.

If you’d like to learn more about the Achievers and start running an award-winning employee engagement and recognition platform across your organization, schedule a demo today.

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About the Author

Iain FerreiraIain Ferreira is the Content Marketing Manager at Achievers. He lives in San Francisco. You can view his Linkedin profile here.

 

 

 

 

Celebrate Employee Appreciation Week Achievers

Employee Appreciation Week: Achievers’ Employees, We Appreciate You!

It’s our favorite time of the year here at Achievers: Employee Appreciation Week! During this week the amount of love being sent throughout our organization gets cranked up to 11. We know that a simple “Thank you!” goes a long way – whether it’s a social recognition, monetary reward, or just a friendly high five – so we’d like to take this opportunity to say a very public “Thank you” to every Achievers employee for all their hard work, dedication, and passion. We are so proud to have such a great team pulling together towards achieving our stated mission – to Change the Way the World Works.

In honor of Employee Appreciation Week, we’re highlighting our A-mazing employees by spotlighting one of our favorite employee recognitions delivered via Achievers’ own ASPIRE recognition program. While we don’t have the space to feature all of our employees in one blog post (wish we could!), every member of the Achievers family deserves massive recognition for all the great work they do. So thank you A-players for staying engaged, recognizing your peers, and helping our customers boost employee engagement in their own workplaces.

Employee Appreciation Week Recognition Card

We hope you spend this fun week recognizing your employees too. After all, 93% of employees hope to be recognized at least quarterly, if not more! Recognizing others is infectious and spreads positivity throughout an organization. So why not take the first step and recognize someone today for a job well done. But don’t limit employee appreciation to just one week. It’s important to appreciate employees frequently to foster employee happiness and continuously boost engagement and motivation. Recognize someone right now with our free and fun personalized online recognition card.

Looking for fresh ideas on how to show employee appreciation? Check out our blog post Out of the Box Ideas for Employee Appreciation Week.

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About the Author
Kellie Wong
Kellie Wong is the Senior Editorial and Social Media Manager for Achievers. She manages Achievers’ social media presence and The Engage Blog. In addition to writing blog content for The Engage Blog, she also manages and maintains relationships with 35+ guest blog contributors. Connect with Kellie on LinkedIn.

 

The Engaged Workplace

The Engaged Workplace: More than Free Lunch

“How do I keep my top employees happy and excited to come to work?”

Whether you’re a high level manager, an HR professional or a small business owner, chances are you’ve asked yourself this question at least once. Happy employees are something companies strive for. After all, they’re the ones that stick around, right? And from a business perspective, happy employees deliver results. 

But in today’s millennial-laden workforce, where bean bag chairs, cocktail hours, and free lunches are almost a given, it takes a bit more to keep your top talent chipper.

sandwich platter

One thing we do know: employee satisfaction is about more than just a fully-stocked fridge. Employees crave a stimulating environment that keeps them engaged – one that cultivates teamwork, innovation, and real-time feedback.

Take MGM Resorts International for example: just five short years ago, MGM was on the verge of bankruptcy. Today, MGM is an industry leader in hospitality and entertainment. What changed?

“I am most proud of our people philosophy,” says Michelle DiTondo, SVP of HR at MGM. “We built all of our strategies, competencies, and culture initiatives around engaging and inspiring (our employees).”

At Achievers, we believe in recognizing companies who go beyond catered Indian food to cultivate an environment of employee engagement. That’s why we named MGM Resorts one of the Achievers 50 Most Engaged Workplaces™ in both 2013 and 2014.

The Achievers 50 Most Engaged Workplaces™ Awards recognizes top employers that display leadership and innovation in engaging their employees.

How do you keep your employees inspired to come to work every day? Share how your company’s employee engagement strategy has changed your workplace for the better – and inspire other companies to follow suit.

Apply Today to be one of the Achievers 50 Most Engaged Workplaces™, and earn recognition as a top employer in the modern workplace. We’d love to hear your story, even if it includes a free meal here and there.

*Applications open to companies of 1000 or more employees in North America