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A Recognition Moment: An Interview with Jacqueline Scafidi of Zurich

Jacqueline ScafidiMeet Jacqueline Scafidi
Employee Experience Specialist, Zurich North America

Jacqueline Scafidi is on a team that leads company efforts which examine and evolve the employee experience in the workplace. Through her role with Zurich North America, she takes a human-centered approach towards recognition and rewards, volunteering, and targeted ways to engage employees in their work environment. She began with her current team in 2010, when Zurich invested in a growing team dedicated to community investment and the full employee experience. Jacqueline finds fulfillment in contributing to creative workplaces that engage a diverse set of thoughts and strategies, and has a passion to provide an approachable and distinct service experience for the customer and fellow colleagues.

Her previous career incarnation included production stage management with the Chicago theatre community. Jacqueline was a graduate of Knox College in Galesburg, IL and feels love and support from her spouse, children, family and friends.

Let’s Take a Moment to Recognize Jacqueline

We want to take a moment to recognize Jacqueline for her accomplishments in employee engagement. Below, she answers a series of questions, providing advice for fellow HR professionals and sharing her personal story.

  1. What interested you in a career in HR?

I’ve always had an interest in the study and behavior of people. What influences our choices and our behaviors? What intrinsically and externally will motivate someone? I began with a focus on the charitable efforts of the company and our employees – coordinating volunteering and fundraising efforts. In time I began to take on programs and initiatives related to broader employee engagement. More recently I took over efforts on building a culture of recognition with our rewards and recognition strategy and programs. I enjoy the variance of a job role in HR – it’s never quite the same day.

  1. What is your biggest focus or goal when it comes to the employee experience?

People matter. They are a driving force behind the success of a culture and of a company. Our focus is to ensure that our people feel that they matter and feel supported by our culture and our business. We look to involve our people in the evolution of the employee experience through their feedback and by inviting them to solution-orientated working groups to improve.

  1. What is your biggest culture challenge and how do you overcome it?

The rapid pace of change is one of the larger cultural challenges I think any organization faces today. Technology, processes, the definition of your job role – every aspect is open to a more efficient or innovative way of working.

To overcome the resistance to change it is important to communicate early and often, and to involve the users in the process from the beginning.

If you explain why change is happening and how it can positively affect someone, you are more likely to experience acceptance and adoption.

  1. What is the key to boosting employee engagement across your organization?

The key to boosting employee engagement across the organization is the support of management teams. Early adopters will always exist in an organization, but there are a majority of individuals that look to the leaders around them. We all know senior leadership should be role models for the rest of the organization. It’s the support and investment of mid-level leadership that will help an organization cross the threshold to true engagement.

  1. What is your favorite employee recognition moment at Zurich?

At Zurich, my favorite employee recognition moment occurs each year when we honor and celebrate our KAMP Leadership Award recipients. On September 11, 2001, Zurich North America lost four colleagues in the World Trade Center attacks: John Keohane, Peggy Alario, Kathy Moran and Lud Picarro. Since 2002, Zurich has celebrated their lives by presenting the KAMP Leadership Award to deserving employee leaders. KAMP is an acronym representing each of our colleagues’ last names, but it also serves as a reminder about Keeping A Meaningful Perspective, something each of those friends and colleagues exemplified in their lives. The KAMP Leadership Award is a tribute to their spirit of courage, dedication, integrity and passion. There is a sense of duty and humility when I get to steward this award and experience we provide our winners.  

  1. Where do you see the future of employee engagement heading?

I think the future of employee engagement is one that responds to the changing work environment and adapts to the needs of the employees. Companies have evolved to be interconnected on global scales, now we must look at how we stay connected with the advancement of a mobile workforce that works anywhere, anytime. Across industries we need to rethink what it means to be engaged with one another and how those interactions will continue to be meaningful. The bottom line is that engagement affects our business and if we aren’t evolving to this new way of engaging, success will be harder to reach.

  1. What would be your top three pieces of advice for an HR professional who is looking to implement an employee engagement strategy at their organization?

#1: Be intentional and specific on what your strategy should accomplish.

#2: Embrace the ideas of your employees and have them be a part of shaping the outcome.

#3: Be ready to evolve and learn.

Looking Ahead

What’s next for Jacqueline? She and her team are doing some exciting work around the employee experience at Zurich. They’ve recently had the opportunity to listen to their employees in a more in-depth way and map out key moments that matter to their experiences from when they join to when they retire. These insights are allowing the Zurich team to take a deep, human-centered look at what contributes to their company’s culture and work environment and how they can continue to find ways to contribute enhancements.

About Zurich’s Recognition Program

Zurich’s employee recognition program, powered by Achievers, caters to 9,300 employees across North America. Since launch, the program has seen huge success, including 98.13% activation and 67.18% monthly active users. In the first half of 2018 alone, the program saw:

  • 54% of employees received recognition
  • 1,025,235 award points given
  • 76,784 sent recognitions
  • 1,120 mobile recognitions
  • 24,249 boosted recognitions

 To learn more about the award-winning platform that powers Zurich’s recognition program, sign up for a demo of Achievers today.

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About the Author
Kellie WongKellie Wong is a Content Marketing Manager for Achievers. She manages The Engage Blog and produces a range of marketing content. In addition to being the final editor of all blog content for The Engage Blog, she also manages and maintains relationships with 45+ writing contributors. Connect with Kellie on LinkedIn.

 

 

 

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employee holiday party

How to Engage Employees During the Holidays

The holiday season brings with it an elevated level of fun and excitement. Unfortunately, the holidays can be chaotic and stressful. All this excitement – and stress – can infiltrate your workplace and hinder morale, decrease productivity, and derail employee engagement. The holiday decorations, parties, and gift exchanges can all be quite overwhelming and easily distract your team.

Through all the hustle and bustle of this time of years, you can still find ways to reduce stress, boost employee engagement, and keep your team on track. Here’s a look at some ideas to enhance employee engagement during the holidays.

Celebrate Successes

The end of the year is the perfect time to look back over company successes. Review the company goals set at the beginning of the year and compare those goals to year-end results. Share the results with your employees. It’s vital that you remain transparent with your team by sharing the good and the bad, but always remaining positive about the future. Remember, your ultimate goal is to keep your team motivated and engaged, not to discourage them.

Take time to celebrate success for the year with your workers. This not only includes company goals that were met, but also look for other achievements, such as the number of new clients, increase in production, improvement in overall attendance, or sales numbers.

Recognize Top Employees

People crave recognition. They want to know they are appreciated for a job well done. Your workers are no different. They want to know that their time, dedication, and hard work is both recognized and appreciated. It’s best to make employee recognition part of the workplace culture all year round. There’s something about the holiday spirit; however, that makes it the perfect time of the year for special recognition.

This holiday season you should be deliberate about making employee recognition a priority. There are many ways you can do this, such as hand-written thank you notes, certificates, awards, social media recognition, and more. One great example is to transform your holiday party into an Employee Appreciation Day where your employees truly are the guests of honor. Use this time to honor your workers for their hard work and their commitment to the company.

Announce Company Goals for the New Year

According to a recent Gallup poll, less than half of today’s workers state that they feel connected to their employer’s mission. This disconnect isn’t because they don’t want to because this same survey shows that 83 percent of workers want to have meaning in the lives. Part of the problem is that employers aren’t sharing their core mission and values with their workforce effectively. With one year coming to an end and new year just around the corner, now is the time to share the company’s vision and goals for the new year with the entire workforce.

‘Tis the Season for Giving

The holidays are the time for giving – so catch the holiday spirit and reward your team. Rewarding your workers isn’t just about handing out gifts, it about creating an experience with your employees to make sure they know how much you appreciate their work. There are many affordable employee reward options, such as gift cards, food, extra paid time off, and more. Establish a recognition and rewards program where employees can choose the rewards that matter most the them.

Employee Volunteer Program

The holidays aren’t just about receiving – it’s about giving too. Many of your employees may want to volunteer but finding time between work and holiday activities may be difficult. You can help your employees out by creating a volunteer program that allows your workers to volunteer during work hours. Volunteering isn’t just good for your workers and the charities; it’s good for business too. America’s Charities calculates that businesses can save between $1,000 and $6,000 per employee by setting up an employee volunteer program.

Offer Flexible Scheduling

With the holiday season being so hectic, the last thing you may want to do is offer flexible scheduling. It’s important to realize, however, that your workers’ personal lives are just as busy as their work lives during the holiday season, which makes it difficult for them to maintain a healthy work-life balance.

Encouraging your employees to take time off or leave early to take care of some of the personal holiday responsibilities can help keep them more focused and productive at work. Research done by the American Psychological Association found that workers who remain positive can boost productivity by as much as 31 percent.

Set Realistic Year-End Goals

Several studies have linked unrealistic expectations in the workplace with increased stress. While there’s nothing you can do about some of the chaos brought about by the holiday season, you can minimize its impact on your workers. Understand that the end of November through December is going to be chaotic at work. More people will be taking off, and year-end task must be completed. Take proactive measures to prepare for the end-of-the-year by setting realistic goals that won’t overwhelm your team.

Don’t let the stress of the holiday season hinder employee engagement in your workplace. Instead, take steps now to plan a holiday season that not only will prevent your employee from becoming stressed and overwhelmed, but also will keep productivity and employee morale high. Learn how to develop employee engagement all year long, including the holidays, by downloading our employee recognition e-book now.

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About the Author

Diane Scheidler is a business focused Human Resources executive with significant functional experience in all areas of HR. She has worked in both early start-up and established high growth, Software and SaaS organizations supporting North American, LATAM, and European business units.

Diane is currently the Head of HR for Achievers, where she continually focuses on the employee experience, ensuring a culturally rich and engaging work environment.

Prior to Achievers, Diane has acted in a Sr. Leadership capacity to lead functionally diverse areas of Human Resources for employee populations ranging from 200 to well over 100,000 employees for Samsung Canada, Amazon Canada, Blackberry and Altana Pharma.

Diane currently holds a Master of Human Resources and Organizational Development degree from the London School of Economics and a Bachelor degree from the University of Western Ontario. Diane is also a Certified Compensation Professional.

 
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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.

 

 

 

employee recognition and feedback

Real-Time Recognition and Feedback: The Key to Driving Sustainable Engagement

A recent study revealed that 87 percent of employers surveyed rank improving retention as a key priority for their business. If you work in management or human resource, this statistic should come as no surprise. Low unemployment rates, the transformation to a candidate-driven job market and the fierce competition to attract top talent has helped employers realize the full value in their current workforce.

The Link Between Engagement and Retention

The question facing employers today is not whether they need to improve retention rates, but how to improve these rates on a long-term basis. Several studies have found a direct link between enhanced employee engagement and improved retention rates. This makes sense – the more engaged the employee is with the company, the less likely they are to seek job opportunities outside of the company.

In an effort to boost engagement, companies all too often invest in a one-time engagement strategy, such as a company retreat or team building exercises. While these tactics do offer some benefits, these strategies alone will never be enough to reap the reward of improved retention. Rather than one-time strategies, your company needs to invest in a culture of engagement. This can lead to sustainable engagement that really drives long-term results.

The Key to Sustainable Engagement

According to a recent Gallup poll, two-thirds of the employees surveyed stated that they did not receive any recognition for their work over the last seven days. Is it just coincidence that just over two-thirds of the workforce also claim to feel disengaged in the workplace? Not likely.

The truth is that it’s impossible to build a culture of engagement if you are not in constant engagement with your staff. Employee recognition and employee feedback offer a fun, effective, and non-threatening way to boost engagement while improving employee morale, job satisfaction, productivity and retention at the same time.

Why Real-Time Recognition and Feedback Is a Must

Not that long ago, employers could get away with semi-annual or even annual employee performance reviews. This is no longer the case. Employees are demanding more from their employers.

They don’t want to wait until the end of the year to find out how their employer views their job performance. Instead, they want real-time recognition and feedback. They want to know that their work is valued and that they are making a positive impact on the company. Today’s employees even accept negative feedback, as long as it’s designed to boost performance.

The reality is that if employers fail to provide real-time recognition on a regular basis, employees can start to doubt their purpose and their value to the company. Once the employee’s perception of their value in the workplace is damaged, you are at a higher risk of losing them.

Tips for Creating a Culture of Recognition and Feedback

In theory, this sounds great but putting it into action is another thing altogether. There are some steps you can take today to build a strong employee recognition and feedback program that can help build a sustainable culture of engagement.

Commitment

It’s crucial for your company to understand the full benefits of sustained engagement. Not only can enhanced engagement boost retention rates, but it also can improve overall productivity, increase workplace morale, and improve job satisfaction among the employees. Understanding these benefits will entice your company to make a solid commitment to invest in the resources necessary to build a strong, long-term employee recognition and feedback program.

Everyone Onboard

An employee recognition and feedback program will only work if everyone from top management down to the entry-level workers are all onboard. It is important to employ the support of company executives, managers and supervisors if you truly want to create a culture of recognition and feedback. Make sure that everyone understands the core mission and goals of the program.

Create a Structured Program

Employee recognition and feedback will not just happen overnight. It takes time to build a culture that can sustain engagement. Your best chance at success is to develop a structured program that is customized to meet your company’s specific needs. Use a behavior-driven platform that has the power to reach every employee, every day, everywhere.

Transparency

Transparency is a must. If there is even a hint that your employee recognition and feedback program is not equitable, it could do more damage than good. Think about it, if your program tends to recognize the same people every time, while ostracizing others this can cause resentment, not just with the workers feeling ostracized, but throughout the company. Be sure to regularly request feedback from your employees in reference to your employee recognition and feedback program and make adjustments or clarifications if necessary.

If you are looking for a meaningful way to improve retention, boost productivity and drive results you must focus not just on employee engagement, but on sustainable engagement. The key to this high level of sustainable engagement is real-time recognition and feedback.

Learn more about the link between employee recognition and engagement and find ways to develop a real-time employee recognition and feedback program in your company by viewing our Achievers and HR Zone webinar recording.

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Do you want to engage your employees? Start with social recognition. Access Achievers’ report “Building a Business Case for Social Recognition” to get started.

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A Recognition Moment: An Interview with Sandra Garcia of General Motors

Sandra Garcia GMMeet Sandra Garcia
Global Compensation CoE (Center of Expertise) Lead for Global Strategic Initiatives – Global Recognition and Global Service Awards Programs, General Motors 

Sandra Garcia resides in Rosario, Argentina and has worked for General Motors (GM) for close to 21 years. Sandra knew early on in her career that she wanted to work for a global company that would allow her to collaborate with people from different countries and cultures. She wanted the opportunity to expand her skillset and be challenged on a daily basis. With a bachelor’s degree in Labor Relations and two professional certifications from WorldatWork (Global Remuneration Professional (GRP) and Certified Compensation Professional (CCP)) and her wide-ranging experience within GM, she is fully equipped to help lead GM’s global recognition and service awards programs.

As GM’s Global Compensation Lead for Global Strategic Initiatives, Sandra is highly regarded as a thought leader in global recognition and global service awards programs and responsible for leading the subject from beginning to end. Her role in GM’s global recognition program, which launched in August 2017, included conducting research and development, leading the bidding process and vendor strategy, designing the new program and gaining leadership buy-in/approval. Also, as a member of the recognition implementation team, she develops strategies and guidelines, training and communication content and participates in key decisions regarding global deployment.

Let’s Take a Moment to Recognize Sandra

We want to take a moment to recognize Sandra for her accomplishments in employee engagement. Below, she answers a series of questions, providing advice for fellow HR professionals and sharing her personal story. 

  1. What interested you in a career in HR?

Early in my career at GM, I started working in Global Purchasing, which enabled me to develop strong negotiation, analytical and planning skills and build relationships with various stakeholders globally. As time passed, I realized I wanted to leverage my negotiation skills and bachelor’s degree in Labor Relations towards building collaborative relationships with the local Union within a challenging union environment in Argentina. I spent some time in Labor Relations, until I applied for a local Compensation and HR Planning position at GM which offered me more analytical and planning experience. I fell in love with working on compensation topics and that’s when I knew I wanted to become a specialized expert in this particular field. I ended up joining the Global Compensation CoE team at GM. I started as a Consultant, and over time, I developed deeper technical knowledge and expertise in different related areas. Just a couple of years ago, I was given the responsibility to lead the implementation of a new global recognition program. This stretch  assignment allowed me to use all the skills acquired throughout my career at GM to set up the program for success. The new recognition program has helped GM not only strengthen its culture of recognition, but support its culture change.   

  1. What is your biggest focus or goal when it comes to the employee experience?

Based on research, we know that focusing on the employee experience can give companies a competitive advantage. We also know that meaningful work and a sense of achievement are key factors that drive a positive employee experience. When it comes to recognition, our focus is to build a positive employee experience. Through our recognition platform, employees are able to connect the work they do every day with company values and gain a deeper understanding of how their work contributes to the company; this gives employees a sense of purpose and accomplishment.

Social recognition, in particular, helps nurture a positive work environment of mutually supportive relationships, which offers employees a sense of belonging.

All of this contributes towards creating a more positive employee experience that increases employee performance, engagement and retention.

  1. What is your biggest culture challenge and how do you overcome it?

Overall, my biggest culture challenge is finding new ways to innovate and having an open mind to change – to see things not as they are, but as they could be. Innovation is clearly led from the top, and I have been lucky throughout my career at GM to have supportive leaders that provide me opportunities and push me outside of my comfort zone. This has allowed me to develop and propose solutions, strategies and initiatives to address important issues related to our employees and/or competitive practices. To overcome my culture challenge to innovate or champion change (and the initial fear of potential failure one might feel), I go through extensive external and internal research to understand issues; this includes gathering data, facts, trends, etc. This process allows me to thoroughly digest every idea before selecting which one is the best to pursue or recommend. When I have research in my back pocket, I feel more confident to endorse an idea, believe in it and give it a try. Also, I have made it a habit to always reflect on the lessons learned – what went well and what did not – to better equip me for future decisions.

  1. What is key to boosting employee engagement across your organization?

One of the key factors for boosting employee engagement across GM involves our culture strategy. Our refreshed purpose, vision, values and behaviors introduced at the end of last year set the stage for common enterprise definitions. Having a common language globally for talent, feedback, recognition, development, learning and culture makes it easier for our employees to understand how their work is directly tied to the company purpose. Also, our leadership team plays a key role in GM’s employee engagement efforts and drives the direction of our culture. They focus on how to improve employee performance and drive a shared sense of accountability. Other key drivers that increase employee engagement across GM include career opportunities and frequent recognition. Our employees have endless opportunities to grow within the company both professionally and personally. They also have recognition embedded into their day to day, which gives them a sense of progress and achievement. When an employee’s work is publicly recognized by leaders and colleagues, it motivates him/her to grow, contribute and engage in the workplace.

  1. What is your favorite employee recognition moment at GM?

I have many memorable recognition moments at GM. One of my favorite moments was the day we launched our new global recognition program, powered by Achievers. On launch day, our project team received a public recognition from our Vice President of Global Human Resources and it ended up being the first recognition sent across the platform. This moment gave me a real sense of achievement and purpose, and I felt all my hard work paid off.

  1. Where do you see the future of employee engagement heading?

We know that the future of employee engagement is heading more towards frequent pulsing and the ability to act on feedback more rapidly; technology is key for this. As leaders play a critical role in employee engagement, we will continue to see a strong focus on providing leadership with quick, actionable tools to build and sustain engaged teams. There will also be an emphasis on providing employees the right resources to be more accountable of their own engagement levels. 

  1. What would be your top three pieces of advice for an HR professional who is looking to implement an employee engagement strategy at their organization?

#1: Conduct extensive research and advanced planning  

Like any project, designing and executing a successful program happens well before vendor selection, so it is key to do extensive research and advanced planning. Gather as much information internally to understand your company’s current state. For example, look into how employees and leaders perceive recognition, what options are out there, and what is working and what isn’t working. Look outside your company and research externally to better understand the recognition industry, trends and best practices. This will help you create a compelling business case first, and later, design the program, strategy and objectives for leadership buy-in. Also, gather as much information as possible during the bidding process to get a strong grasp of project deliverables and the deployment process before selecting a vendor.

#2: Create a compelling business case

Use all the extensive research you’ve done to identify alignments between your company’s business goals and HR strategy. For example, ask yourself, “Are you leveraging recognition to be a top driver of employee engagement or as a catalyst for alignment? Or perhaps as a driver to accelerate cultural change?” Be prepared to use different targeted key messages and tailor data or evidence for the different buy-in audiences and stakeholders (i.e. a technology platform can help track budget and monitor spend for Finance, while a recognition platform can serve as a top driver of employee engagement for HR).

#3: Get executive sponsorship from key players and involve stakeholders early in the process

Make it a priority to get buy-in from key stakeholders or audiences. Determine which stakeholders are the right ones to involve early in the project to better set up the program for success. By identifying who to get sponsorship from and which stakeholders are vital, you are building a stronger case and structure for your future recognition program. An employee engagement and recognition program is dependent on the right team and advocates driving it.

Looking Ahead

What’s next for Sandra? She is currently integrating hourly employees globally and other programs into GM’s recognition platform to further improve the employee experience and engagement. She continues to partner with key stakeholders to drive a culture of recognition and remains focused on sustaining and improving employee recognition across GM.

About GM’s Recognition Program

GM’s employee recognition program, powered by Achievers, caters to 68,000 employees across 26 countries. Since launch, the program has set the record for most activations in the first day of program launch in Achievers history. GM has seen huge success, including 96% activation, 63% monthly active users and 67.9% recognition coverage. To learn more about the award-winning platform that powers GM’s recognition program, sign up for a demo of Achievers today.

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About the Author
Kellie WongKellie Wong is a Content Marketing Manager for Achievers. She manages The Engage Blog and produces a range of marketing content. In addition to being the final editor of all blog content for The Engage Blog, she also manages and maintains relationships with 45+ writing contributors. Connect with Kellie on LinkedIn.

 

 

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Employee experience

Are You Personalizing the Employee Experience?

Have you ever been in a restaurant when one of the regular customers walks in? Not only does the waitress know his name, but she knows his order too, personalizing the customer experience. Is there any doubt in your mind that this is a loyal customer, that he will eat at the restaurant again or that he’s highly likely to recommend the restaurant to others?

This scenario isn’t exclusive to the restaurant industry. Businesses in all industries have always known the importance of providing high-quality customer service. Companies have now come to realize what waitresses have known for decades – that personalized services build loyal customers. In fact, in a recent survey, 77 percent of companies surveyed believe that providing real-time personalization is crucial to business success.

Lack of Employee Engagement

Unfortunately, many of the same businesses that have found success investing in personalized services for their customers have failed to apply these same principles to their employer-employee relationships – and it shows. According to Gallup, the rate of employee engagement has steadied around 32 percent for more than a decade, despite the fact that employers together are investing more than $720 million a year on employee engagement.

While it seems clear that employers understand that there’s a disconnect between them and their employees, their investments to date have done little to improve employee engagement. Perhaps, the piece missing in the employee experience is the same factor that drives customer loyalty – personalization.

How to Personalize the Employee Experience

Unfortunately, personal relationships aren’t built overnight – just ask the waitress. Instead, it takes time, a commitment, and ability to connect with the other person. There are steps, however, that employers can take right now to add personalization to the employee experience.

Listening Opportunities

Building a relationship is a two-way street. You cannot expect your employees to take a vested interested in what you have to say if you don’t listen to what they have to say. Take time to really listen to your employees and value their input.

Your employee’s first-hand knowledge of working with customers, working with the machinery or working with third-party vendors can provide you with a different perspective that may influence positive change within the workplace.

Regular listening sessions, reverse performance reviews and pulse surveys are great ways to show your employees that you’re willing to listen.

Career Advancement

Employees want career advancement. In fact, a recent study ranked lack of career growth as the number two driver of voluntary turnover. The facts show that employees will leave a company if they see no advancement opportunities. While many companies understand this demand and offer career growth opportunities from within, very few are personalizing this process.

Rather than send out internal memos related to job opportunities within the workplace, what if your company took the personalized approach instead? What if rather than wait for employees to come to you, you proactively take steps to grow and develop your staff based on their skills, performance and experience.

Employee Recognition

When done correctly, employee recognition can be one of the most effective ways to personalize the employee experience. The big question is – “Are you recognizing employees the right way?” First and foremost, employees want fairness and transparency. If both of these components are not at the core of your employee recognition program, it could have the reverse effect.

Your company’s employee reward and recognition program should recognize the personal accomplishments of your employees and, in turn, boost employee engagement. It’s important to develop a well-defined recognition program that is understood and followed by all levels of management.

Real-Time Feedback

For decades, employers have relied on annual performance reviews to provide feedback to their employees. While individuals names may be on each performance review, in most cases, this type of feedback is far from personalized.

In many cases, these annual reviews are little more than a supervisor trying to complete a stack of performance reviews before the deadline and then spending a few minutes, if that, while each employee reads over the review. Rarely, do these reviews give the employee an accurate look at their performance, either good or bad, on a daily basis.

Real-time employee feedback can solve this problem, and guess what – employees want this type of feedback. Real-time feedback gives supervisors and management the ability to immediately compliment an employee for a job well done or immediately point out underperformance when necessary. What’s most important is that immediate feedback personalizes the experience by providing specific feedback in reference to specific actions.

The process of personalizing the employee experience must start from the top down and include all layers within the company. This will help to personalize the employee experience and boost overall employee engagement rates within the workplace. Much like the customer at the restaurant, personalization has the power to build loyalty among your workers. Loyalty, in turn, can spur higher retention rates, improved productivity, increased employee referrals and better employee morale and job satisfaction.

If you want to learn more about the value of personalizing the employee experience, download our white paper covering Personalization: The Missing Link in the Employee Experience.

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ROI Employee Bottom Line

Recognize Your Employees and Strengthen Your Bottom Line

If you’re a supervisor or manager, you probably know how much more productive your team is when you make the effort to recognize each person’s contribution. In order to take employee recognition to the next level, however, and establish a company-wide system of rewards, you’ll need to be able to present the investment to your CEO or CFO in terms of the financial bottom line.

Fortunately, a growing body of research makes this easy. A Workplace Trends Report finds that recognition programs yield 50 percent higher sales, 27 percent higher profits and 21 percent better retention. With a solid positive ROI to back it up, an employee recognition program can be treated as part of your company’s overall strategy. A Cornell University paper on recognition in the workplace points out, “While recognition is not new, it is finally becoming more strategic as programs align recognition with business objectives and desired behavior.” Here’s some of the research that describes the nuts and bolts of why rewarding employees ends up boosting the company’s bottom line:

Rewards and Recognition Strengthen Employee Engagement

The benefits of expressing your appreciation of employees begin with engagement. Unengaged employees can cost your business thousands of dollars, because they’re not concerned about being efficient during their work hours. Instead, they tend to waste time and engage in countless distractions, just trying to get through the day in whatever way they can. If you have an employee who wastes just 15 minutes a day, that’s an hour and a quarter per week, or 3.125 percent of a work week. Looking at a sample service business with $3 million in revenue, this lost productivity from just one worker can add up to $93,750 in a year.

To avoid the lost revenue of alienated workers, you might be tempted to block social media sites from company computers, or institute various rules about not coming back late from breaks. However, the fact is that what really motivates people is positive reinforcement. Recognition is the number one driver of employee engagement, according to our Achievers’ video, and every 1 percent increase in engagement results in an additional .6 percent growth in your company’s sales. The Cornell research paper mentioned above notes that when employee engagement varies, 41 percent of that variation is directly due to the amount and quality of recognition that the employee receives.

 
The Value of Recognition and Engagement 

Engaged Employees Show Up and Pay Attention

Balancing work and outside life is tricky for everyone as our lives become more complex, but when employees are highly engaged in their jobs, they manage to show up to work despite the outside commitments that compete for their time. A Gallup research study states that engaged employees take fewer than three sick days each year, on average, while disengaged ones take more than six sick days. Your HR department is probably all too well-acquainted with the high cost of accidents and absences, and anything you can do to reduce these figures will contribute to the long-term sustainability of your organization.

There’s Space for Your Company at the Front of the Pack

Despite the proven fact that dedicating resources to employee recognition is financially prudent, many organizations still hesitate to follow through with this strategy. In a Forbes article, Ryan Scott, founder and CEO of Causecast, points out that “One of the top concerns for HR executives in 2017 is how to raise employee engagement, and for good reason. Engagement is on the decline across the world, and that spells trouble for business leaders everywhere.”

Gallup adds to this picture: Fewer than one-third of employees would strongly agree with the statement that they have received recognition or praise for doing good work within the last seven days. The authors of this Gallup study state that the role of recognition in producing engagement “might be one of the greatest missed opportunities for leaders and managers… in their search for new ideas and approaches, organizations could be overlooking one of the most easily executed strategies: employee recognition.” The fact that many companies are still missing out on the benefits of having a strong employee rewards program means that you can gain extra ground on your competitors by putting the power of recognition to work in your organization.

Employee Recognition Is Key to Staying Competitive

It’s beautifully logical, when you put it all together: Embracing a system to optimize employee appreciation and recognize others within your company will yield an abundance of benefits. According to the Cornell research, “Recognition programs, on their own, can help instill and reinforce corporate values, help with retention, and positively impact financial results. They also boost productivity, engagement, profit margins, customer retention, employee retention, ROE and ROA.” Taken together, these advantages will provide a robust return on your investment to recognize employees. Furthermore, they will add luster to your employer brand and help you compete for the top talent in your industry.

To learn more about how to recognize employees and build a strong business in a time of declining employee engagement, download our ebook Employee Recognition: More Than Just a Day.

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Celebrate Work Anniversaries

10 Fun Ideas for Celebrating Work Anniversaries

On the inside, you’re full of warm-hearted gratitude for the loyalty of employees who stick around for the long haul. The question to ask yourself is whether your team knows how much you appreciate their efforts. They can’t read your mind, so celebrating employee milestones and work anniversaries is a way to showcase your positive energy and spread it around. It’s also a way to strengthen your company’s financial position, because a stronger work culture leads directly to stronger employee engagement. Emma Seppala, Science Director of Stanford University’s Center for Compassion and Altruism Research, notes that “a positive environment will lead to dramatic benefits for employers, employees, and the bottom line.”

The negative side of the equation has plenty of alarming numbers: The absentee rate for disengaged workers is 37 percent higher than normal, and they have 49 percent more accidents and cause 60 percent more defects and errors in production. Furthermore, employees who don’t feel like their company recognizes their efforts are twice as likely to quit in the coming year, according to a 2016 study by Gallup.

An easy way to strengthen your work culture is to recognize employees on their work anniversaries. Here are 10 ways to have fun and reward your people for their loyalty.

1. Feature the Person on Your Landing Page

What better way is there to express your appreciation for someone’s years of hard work than to make him the face of your company for a while? Groundfloor Media, a Denver public relations company, does exactly that, and it obviously pays off. Named by Outside Online as one of America’s top places to work (for four years in a row!), Groundfloor Media’s loyalty to its employees conveys a brand identity focused around real people.

2. Sponsor an Exciting New Experience

Survey company 6Q celebrates employees’ long-term diligence by giving them a chance to have a whole new experience. A voucher for an unusual event — a fantasy convention or a skydiving jump, for example — can be combined with giving the employee an extra day off. The recipient will have lots to tell her co-workers about when she comes back, and the photos she takes will look great on the company’s social media page as well.

3. Personalize the Gift

Individualization is one of the top three characteristics of employee recognition, according to Gallup (with honesty and authenticity being the other two). In other words, you can’t stock up on a closet full of identical coffee mugs that say “Five Years” on them to give out during work anniversaries. Instead, offer something that demonstrates your knowledge of each worker as a unique individual. For example, set up an employee recognition and rewards platform that has a large catalog of rewards that employees can pick from.

4. Interrupt the Daily Routine

While standing up and being applauded may not be everyone’s cup of tea, fun ceremonies can occur in various brief, creative ways. Arrange for a balloon delivery to interrupt the day for employees who reach their work anniversaries. If you’re not in a big city that delivers anything from cookies to caviar, try contacting TaskRabbit and arrange for someone to come in and play a tuba solo at your worker’s desk.

5. Let Them Eat Cake

Go gluten-free if necessary, and explore the amazing art of today’s cake decorating. It’s not just for grandmothers anymore. Shock and amaze your employee with a professionally created cake in the shape of a dragon, a crystal geode or the planet Jupiter.

6. Support the Employee’s Charitable Cause

Many people have local or global causes they care fiercely about. To celebrate a worker’s loyalty in a way that has heart-level impact, take up a collection among the whole department to contribute to something the person is passionate about. You’ll improve employee productivity by showing that your company culture has an altruistic core, and you’ll polish up your employer brand as well.

7. Roll Out the Red Carpet

If your employee usually drives to work, it can be a fun (and free) treat to let her use a VIP parking space for a week, suggests Kelley Zanfardino of the HR Center for Excellence. If she typically takes the bus, you could hire a car service for her for the day and include a free cappuccino en route to work.

8. Give Coupons for Time Off

Offering workers more control over their day (and some “time for slack” as well) is a great way to express appreciation and build employee engagement, according to a Deloitte report. You can celebrate worker anniversaries with a handful of hourly coupons for time off, based on the number of years the person has worked for you.

9. Lunch With the CEO

This probably works better with small groups of employees whose work anniversaries fall within the same time period, unless your company is fairly small. Leadership consultant Christine Comaford writes that employee lunches with the CEO are “a terrific way to foster connection and safety, belonging, and mattering in your culture.”

10. Anniversary E-Cards

Who doesn’t love a fun e-card signed by their teammates? Get the team together to sign an anniversary e-card. This is a great way to get employees together to recognize an employee’s achievements and build a positive team spirit. On the day of the work anniversary, the employee will be pleasantly surprised to see a heartwarming e-card in their email inbox from their teammates. Cloud-based employee recognition and engagement platforms, such as Achievers, makes it easy for employees to participate in and receive work anniversary and birthday e-cards.

You can establish the roots of positivity in your organization today, and it doesn’t require a massive investment of time and money. Check out our ebook on employee recognition, and start optimizing your workers’ productivity.

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And if you’re looking for ways to improve the employee experience, check out our white paper, “Personalization: The Missing Link in Employee Experience.

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Learn how to increase employee engagement at your workplace 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.

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Future of HR Tech

Where HR Tech Is Headed

Are you ready for the future of human resources? HR tech is “on the precipice of a total reinvention,” according to Josh Bersin, author of a pivotal Bersin by Deloitte report. The amount of resources being poured into that market bears out his statement: He notes that in 2015 alone, investors sank $2.4 billion into HR tech vendors, a figure that represents a 60 percent increase over the previous year. What kinds of changes will you see from this reinvention, and what kinds of new opportunities will come your way? Here’s a quick preview of the most relevant trends in digital management of the human beings that work for you:

It’s All About Employee Engagement

At first glance, it might appear that the increasing digital direction in HR might lead to a less humanistic, holistic approach. As a matter of fact, though, it has done the opposite: Where talent management was once automated and characterized by practice-driven solutions, the whole focus has now shifted in the direction of employees’ human needs. Data-driven solutions reveal that employee engagement and cultural fit lead to the best HR outcomes, and the new digital ecosystem now encourages a more organic human approach.

Managing People Requires Feedback

It would be handy if human employees could project virtual meters of how engaged they are, just as some online game avatars always indicate their levels of strength and well-being. Until that time arrives, however, employee engagement is something that has to be understood through specific types of measurement. HR tech provides excellent tools for ongoing feedback, including pulse surveys and structured opportunities, as well as various ad hoc channels. Bersin notes that companies find the new flock of feedback tools to be “transformational,” bringing hidden management defects into the light of day and allowing employee engagement problems to be addressed before they reach crisis levels.

Real-Time Feedback Is Becoming More Accessible

Bersin’s report notes that over 120 vendors are currently providing tools for continuous real-time evaluation of overall employee well-being. These include assessments of company culture, employee recognition platforms, and a growing array of text-based feedback channels where confidential and anonymous comments can be given. Some of these channels are as impromptu as single words that workers offer for a word-cloud, while others may be associated with a particular company event or scheduled brainstorming sessions.

Once you have all this incoming data, new analytics are able to crunch it into beautifully charted trend lines. You’ll be able to see how your workers’ level of engagement is doing now as opposed to last week or how one team’s enthusiasm compares with that of another team. This unprecedented ability to slice and dice your employee alignment is incomparably valuable for measuring the effectiveness of different rewards and recognition initiatives.

Analytics Help You Predict Behavior Trends

While analytics can be used for noting employee engagement levels, this is really only the beginning of the extensive new possibilities offered by the emerging technology. As a manager or HR professional, you probably wish that some software platform could give you a crystal ball that let you view the future: Which new hire will end up staying with the company for 10 years, and which one will flame out in six weeks? Which front-line employee is on the verge of rage-quitting, and which one is angling to take on new job responsibilities? It’s now common for companies to use predictive modeling to figure out how to keep their high-performing workers, and Bersin notes that “the percentage of companies doing predictive modeling has almost doubled over the past three years.” In addition to employee retention probability, predictive modeling is also valuable in gauging future sales productivity, service quality and fraud activity.

One utility that all predictive analytics have in common, however, is that they give managers solid evidence for making beneficial changes. For example, Facebook recently offered its employees at least $10,000 if they would relocate their homes to within 10 miles of the company’s Silicon Valley campus. According to Bersin, this offer was the direct outcome of Facebook’s predictive analytics: Their HR tools found that the longer a worker’s commute, the lower their productivity and the likelier they were to quit.

Tech for Employee Learning

HR tech has wide applications beyond directly keeping track of how employees are faring. Millennial workers rate the opportunity to learn while on the job as their highest priority when seeking a new position. Naturally, if companies want to hold onto this valuable young demographic, they will respond by re-examining their way of offering training and development. The arrival of new HR tech options has transformed the nature of corporate training. Whether the new training opportunities are termed “mobile learning,” “blended learning” or some other freshly minted term, they are all increasingly self-directed. Bersin cites an interesting statistic to illustrate this trend: Seven years ago, 77 percent of corporate training used to be instructor-led, while now that percentage is only 32 percent. He states, “People at work simply don’t have the time, budget, or patience to sit in classes the way they did a few years ago.”

Managing your employees is a very human art, and new technology will not take away the psychological insights and instincts that you’ve developed over the years. Instead, the new technology provides solid data to back up what you already know about keeping your employees engaged, as well as streamlined new tools to increase your effectiveness. To learn more about how data can help you achieve greater levels of employee happiness, download our e-book, “Four Places to Start Measuring What Matters.”

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Start using HR tech to engage your workforce. Get started with our white paper, “Engage or Die: How that Act Fast on Engagement Outpace the Competition.

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Are you free in October? Discover where the future of HR technology and employee engagement is heading 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.

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Shift to Recognition

The Shift from Years of Service Awards to a Culture of Recognition

We’ve all been there. Your coworker Sam is moving on to a new opportunity. Goodbyes are being said. Personal email addresses are being exchanged so everyone can “stay in touch”. Sam’s cardboard box is filled with the usual suspects: family photos, a mousepad with the Dallas Cowboys logo, the chrome stapler he secretly lifted from the supply closet and a Ziplock bag full of client business cards he has gathered over the years.

employee turnover

Now, here is where the real fun begins. Sam’s footsteps can still be heard in the hallway when the vultures swoop in at his desk. The Pilot 2.0 pens, the ones that draw the super clean lines without smearing, go first. The post it notes and desk calculator go next. Bill from accounting grabs the XXL Chili Cookoff sweatshirt for his 6’4” nephew who plays nose tackle in Idaho. By the time the dust settles, inventory has grown scarce. However, a few items have remained unclaimed despite numerous scavengers passing by. Sam’s three “Account Executive of the Half” awards have zero bids. What is Sam supposed to do with these? Set them up on his desk at his new gig? Another drawer holds the faux leather briefcase with the company logo stitched on it that he received for his five-year work anniversary. Sam only had three options for his award and he selected the briefcase over the whiskey decanter (he already has one) and the cherry wood desk clock (his watch works fine). Sam won’t need it in the future as this company is now firmly in his past.

Why would Sam leave his years of service award behind? These type of awards are meant to be a reward for the culmination of five years of hard work! Does an unused briefcase truly represent the appreciation his previous company had for him? Sam has worked his tail off for 260 weeks and his big thank you comes in the form of a pleather bag to carry to work – the same bag that has been gathering dust in his desk drawer since the day he received it. To make matters worse, every employee next to Sam receives the same type of awards at their five-year work anniversary which makes the gesture less personalized. Whether your work performance is the strongest or the weakest in the company, everyone gets the same reward. Logic would assume that a costly rewards program would focus on performance yet 87 percent of recognition programs focus on tenure.

This brings up a legitimate question –  is a tenure of 5 years the benchmark to define loyalty? Do employees not take actions on a monthly, weekly or daily basis to benefit their company and confirm their commitment? For Sam, there were dozens of moments during that time span that were worthy of recognition. Like the time he renewed his biggest client despite them having given a verbal commitment to his competition. What about the time Sam worked 10 hours on Thanksgiving Day to finalize the forecast projections the CFO dropped on everyone at the last minute? Or maybe the 11 folks he acted as a mentor to when they were new hires. If you demand Sam’s loyalty, you must recognize him in the moments he displays it. After all, 59 percent of employees are not recognized at their preferred frequency. Nobody is sticking around for half of a decade just to get a lapel pin, gold watch or acrylic awards. In fact, the high majority of employees will never make it to a 5-year anniversary at a company. According to the Bureau of Labor Statistics, the average job tenure in the US is just 4.2 years. And the millennial workforce, who is expected to make up 75 percent of the workforce by 2025, will switch jobs four times in their first decade out of college!

What’s the solution? How do you build loyalty in the modern job-hopping workforce? The secret lies in building a true culture of recognition. Employee recognition should be given frequently and in the moment. This can include performance achievements, learning and development accomplishments and even celebrations such as birthdays and work anniversaries. Below are six keys to a successful recognition strategy.

  1. Speak to employees in their preferred language
    The modern employee wants convenience and information delivered in a manner that is easy to use, available via mobile and in the flow of work.
  1. Increase the frequency in which you recognize to drive behavior
    Letting employees know that their positive contributions are noticed drives discretionary effort because what gets recognized gets repeated.
  1. Celebrate milestones in the moment
    Find reasons to show employee appreciation such as finishing an onboarding checklist, completion of modules in a learning management system, birthdays, service anniversaries, etc.
  1. Integrate multiple programs into your recognition and engagement platform
    Make your recognition and engagement platform into a one-stop shop. Integrate other company programs such as HRIS, LMS, Wellness, Charity, Innovation and Referrals.
  1. Incorporate a non-monetary recognition strategy
    Not all recognitions have to include a monetary reward. Allowing for social recognitions increases frequency and drives incremental effort.
  1. Research successful employee recognition programs
    You’re not alone when it comes to building an impactful recognition strategy. Take a look at how other companies are successfully engaging their workforces through employee recognition. For example, you can gather inspiration from Horizon BCBSNJ’s and Smart & Final’s success stories. Access more HR success stories from leading companies here.

As the modern workforce shifts from year of service awards to sophisticated recognition and engagement platforms, it’s important to keep in my mind my six keys to a successful recognition strategy. From now on, avoid having the next Sam walk out your door by showing him appreciation from the start and on a regular basis.

To learn more, download Achievers eBook Recognition Culture: The MVP of Employee Experience.

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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.

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About the Author
Clinton Bean Headshot
Clint Bean is an Enterprise Account Executive at Achievers dedicated to helping large corporations better understand the evolution of engagement. He resides in Texas with his wife and 3 sons and can often be found on the sidelines coaching basketball and soccer or enjoying a round of golf. Connect with Clint on LinkedIn.

 

 

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Spread Employee Appreciation

20 Fresh Ideas for the Best Employee Appreciation Week

At Achievers, we couldn’t quite wrap our minds around designating just one day a year for employee appreciation. One special employee appreciation week, though — that can be a great opportunity to renew your commitment to showing your employees how much you value them.

Below are a few fun ideas you can use to really show your employees what they mean to you.

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1. Create a Mentoring Program

Mentoring shows each worker that they matter, and creates new bonds of connection within the company.

2. Non-Work Lunch With the Boss

Take your team members out to lunch, either individually or in small groups. Keep the conversation away from work topics; instead, spend the time getting to know each person better.

3. Team Games

Make a list of fun activities (like bowling or laser tag) and ask your team to vote on their favorite. Be sure to offer appealing alternatives for anyone with physical limitations.

4. Do Your Employee’s Job for a Day

Draw names from a hat to choose one worker whose job you will do for a day. The chosen person will supervise you and make sure you do it right. You may just get a bird’s eye view of problems you weren’t aware of.

5. Crowdsource Innovation

Send out an employee survey asking for suggestions on ways to make the workplace run more smoothly, then hold a vote and promptly implement the winning idea. Your team will feel valued and you may well see an uptick in productivity.

6. Add Fun to the Break-Room

Sometimes, having a puzzle to work on is a great form of mental relaxation. Toy stores feature an incredible selection of cute, wacky, challenging and compelling amusements for all ages, and just seeing them will lighten up everyone’s mood.

7. Upgrade Office Furniture

Do people’s chairs need replacing? Providing your staff with ergonomic office furniture is a great way to ward off possible back problems and improve productivity. Your team will appreciate the fact that you care about their health.

Tip the Work-Life Balance

8. Massage or Manicure

Bring in two specialists and let each team member choose which luxury they prefer. Whether they end up with fancy fingernails or more relaxed shoulder muscles, it’ll brighten their day.

9. Housecleaning or Window Washing Coupons

Arrange for a bulk discount at a local housecleaning agency, and give all employees coupons for a single session at their homes. Even the tidiest housekeepers will welcome a helping hand.

10. Free Pass for Time Off or Late Arrival

These passes are sure to be coveted, and they’ll demonstrate that you respect your workers’ outside commitments. The flexibility of being able to pick a day to come in late, leave early or stay home will reduce the stress of conflicting demands, and will increase employee engagement.

11. Add a Fountain for Mental Refreshment

The sound of water is proven to bring a sense of calm and well being. Add a small water feature to your office, with a fern or two, and green up the atmosphere of your workplace.

12. Gift Certificates for Childcare and Dinner

It’s great to offer workers the chance to go out on a real date, but this can create extra expenses for those with young children. Professional child-care agencies offer gift certificates, allowing your employee to enjoy the luxury of a real evening out.

Offer Rewards and Recognition

13. Handwritten Notes

Yes, we mean just sit down with a pen and a stack of paper. Think about what each person has accomplished this year, and thank them for their specific efforts and achievements. It’s simple and straightforward, and will put a lasting form of validation into your employees’ hands.

14. Flowers

Natural beauty isn’t just for women; dramatic and colorful floral arrangements can be created to appeal to all tastes, and show that you care about aspects of life deeper than just the bottom line. For large teams, a major assemblage can be placed where everyone can see it.

15. Gift Cards

Everyone loves the luxury of getting to shop for free. Choose gift cards according to each workers’ preferences, or pick a type that covers so many different items that it’s guaranteed to delight every recipient.

16. Free Gym Memberships

This will add to your productivity by upping your workers’ fitness levels, and the extra exercise will improve their emotional health as well. Pair the memberships with some schedule flexing so employees can find time to actually get to the gym.

17. Artisan Food Delivery

Does your city have a gourmet cookie or cupcake delivery service? Handmade artisan food treats are becoming more common, and nothing says quality and caring like treating your workers to the best edibles out there.

18. Serve Breakfast to Your Team

Reserve the first hour of one day for a truly great catered breakfast. Once the food has been brought, grab a coffee pot and start pouring the coffee and serving the waffles. It will show that you’re willing to go the extra mile for your people!

19. Create a Team Scrapbook

Ask everyone to contribute a few photos, and take some of your own as well. Use photo-editing software to create a printable book, add some personal compliments and then print one copy for each person on your team.

20. Broadcast Your Appreciation

Take to your company’s employee recognition platform and give a shout out to everyone on your hardworking team. Recognition, whether monetary or social, is always welcome, and it takes on extra power when it’s offered publicly.

Employee appreciation is most effective when it’s given out on a consistent basis and is an integral part of your daily routine. For more in-depth discussion on building up your employee morale, download our report on The Art of Appreciation. And make sure to check out our infographic highlighting results from our 2018 survey on “New Year, New Job?”.  You’ll be surprised to see how many people are planning to look for a new job this year and what it takes to retain them.

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Are you looking for a great eBook? Check out our newest eBook highlighting 3 ways to make recognition an everyday event.

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Do you have any other fun employee appreciation week ideas? Share your comments below.

Celebrate Your Employees

10 Meaningful Ways to Celebrate Your Employees

Are you celebrating your employees on a regular basis? The people who work for your organization perform essential functions for you, and in return you should respect them, appreciate them, and be supportive of them. It’s time to celebrate your employees with thoughtful gestures that can take their employee experience to the next level. Here are 10 meaningful ways to show your employees how much you appreciate everything they do:

1. Eliminate the Bullies

Even careful hiring and screening procedures can fail occasionally, accidentally adding a bully or troublemaker into the employee mix. This can demoralize the rest of your staff, and you may lose some of your more dedicated workers. A 2017 nationwide survey of workplace bullying found that 60 million people are affected by bullying on the job, and 29 percent of the victims remain silent about it. Basic concern for your staff begins with making sure they feel safe at work.

2. Get to Know Your Employees Better

Communication works more effectively when people know each other better. Zappos, famed for its employer brand, has an “80-20 rule,” which mandates that managers spend at least 20 percent of their time with their team members. Zappo’s Insights trainer Kelly Wolske says, “When you get to know each other on a personal level, mutual respect grows. Knowing someone’s triggers as well as their strengths can also improve communication.”

3. Offer Employee Recognition

Levi King, CEO of Nav and founder of Lendio and other businesses, emphasizes the importance of acknowledging everyone’s contributions as a way of showing appreciation in the workplace. He writes, “Go out of your way to acknowledge unique efforts and success. Recognition is the icing on the cake of achievement, and it tastes delicious.”

4. Design Workspaces That Encourage Movement

Innovative companies are taking a second look at the layout of workspaces and increasing their employees’ productivity by encouraging them to move around during the day. A recent paper by design company Teknion notes that most office jobs keep workers tethered to a chair, while “alert, engaged, and healthy workers are most often those who are afforded a stimulating and inspiring work environment that encourages movement — to sit, stand and walk around.”

5. Define a Career Path for Each Employee

A major factor that leads workers to seek new employers is stagnation at their current jobs. “Workers who stay longer in the same job without a title change are significantly more likely to leave for another company for the next step in their career,” according to Andrew Chamberlain, chief economist at Glassdoor. Neglecting employee development can also have a measurable negative effect on your company’s bottom line.

6. Set an Example of Positive Energy

If you don’t seem glad to see your employees each day, those workers aren’t going to feel that they matter to you. Show that you care about them as people by putting out vibes that are encouraging and upbeat. Leadership trainer Shari Bench tells managers, “Do not wait for others to create the positive, rewarding, motivating environment that you have had the power to create all along.”

7. Ask for Employee Opinions

When you care about people, their opinions are important to you. The reverse of this statement is just as true: If you ask people about their thoughts, preferences and creative ideas, they will feel that you value them as individuals. Entrepreneur recommends that managers “ditch the suggestion box” and instead create a culture of transparency and fearlessness, in which everyone feels encouraged to speak up.

8. Reward Good Efforts

According to a study published in Business News Daily, “85 percent of workers surveyed felt more motivated to do their best when an incentive was offered, and 73 percent described the office atmosphere as ‘good’ or ‘very good’ during an incentive period.” The article notes that reliably offering employee rewards and incentives elevates levels of employee engagement, an essential element for building a sustainable business.

9. Encourage Employees to Take a Break

We don’t just mean coffee breaks here. Your workers need to have your permission — and in some cases, your friendly insistence — that when they leave work at night, they can ignore work emails and focus completely on the rest of their lives. To maintain good health and avoid burnout, they need to take all their vacations days as well; American workers left 658 million vacation days unused in 2015, lowering their productivity and depressing their attitude about their jobs.

10. Don’t Forget Free Food

No discussion of valuing your workers would be complete if we didn’t mention snacks. Food is one of those perennial forms of caring guaranteed to delight almost everyone. In a recent survey of millennials, 48 percent said that if they were looking for a new job, the availability of snacks would be a factor in their decision, and in one company, workers said the introduction of a seltzer machine was “life-changing.”

The common thread among all the measures listed above is that employees feel valued when their needs and efforts are individually recognized. To optimize your company’s productivity and attract the best talent in a competitive market, you must create a culture of recognition. To learn more about how to establish best-practice methods for giving employee recognition and rewards, download our e-book, “Recognition Culture: The MVP of Employee Experience.”

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The Neuroscience of Engagement

The Neuroscience of Employee Engagement

Job satisfaction is at the heart of employee engagement. And as early as 1959, it received decisive momentum when Psychologist Frederick Herzberg published the Two Factor theory of motivation. Herzberg’s research suggests that fulfilment at work is due to two set of factors:

  1. Motivators – intrinsic conditions of the job
  2. Hygiene factors – extrinsic factors causing in dissatisfaction if absent

With more advancements in brain science over past decades, Herzberg’s psychological studies have been given deeper scientific substance. Today, neuroscience (the study of the nervous system) can explain the fundamentals of human motivation at a molecular level.

This makes me question: how can we leverage neuroscience findings to help optimize employee engagement initiatives?

Let’s explore …

Neuroscience and Motivation

In “Motivation on the Brain – Applying the Neuroscience of Motivation in the Workplace”, Kimberly Schaufenbuel details the four core drivers of motivation at work:

  1. Drive to Defend: this is the only brain circuit triggered when people feel threatened.The most common “threat” at work is to feel undervalued. Usually triggered by lack of feedback or line manager interactions, it can be fixed through continuous, positive feedback.
  2. Drive to Acquire: the need to seek, to take control, and to retain objects and personal experiences of value in pursuit of immediate gratification.This can be fulfilled with short term gratification through employee recognition and rewards.
  3. Drive to Bond: the brain is wired to be social, and this drive allows like-minded people with shared interests to work cooperatively together.This is strengthened by a company culture where collaboration is valued, and leaders positively “walk the talk”.
  4. Drive to Learn: The natural desire to make sense of our world and ourselves. It exists in a cooperative atmosphere where curiosity is rewarded and knowledge freely shared.Through appreciation and gratitude, you can encourage creativity and learning.

Address the Drive to Defend: Continuous Feedback

Drive to Defend- Neuroscience and Engagement

Did you know that our brain interprets “social pain” much like physical pain?

This is the conclusion of the work by Naomi Eisenberger, Psychologist at UCLA.

Let’s take employee feedback and annual reviews for instance. If sporadic, people can experience those as an attack on their “status”. The brain is quick to perceive feedback like a physical attack, and reacts with a defensive strategy.

Achievers, a leader in employee engagement and recognition, has been an advocate of continuous feedback and listening. Egan Cheung, Vice President of Product at Achievers, shared at the 8th Annual Achievers Customer Experience (ACE) conference in New Orleans:

“To engage a modern workforce, an organization needs to be continuously listening to its employees.”

Access to constant feedback is now real. Achievers recently released Listen, where employees can provide feedback to management on their day-to-day issues via check-ins and pulse surveys.

Achievers’ Listen goes even a step further, taking into consideration the importance of positive feedback. Allie, an intelligent, digital “coach”; interacts with employees in a familiar conversational way, while guiding employees with effective feedback and providing recommendations back to managers.

Address the Drive to Acquire: Incentives

Drive to Acquire - Neuroscience and Engagement

The value of incentives to motivate employees has been debated for long. Still, money can be effective to express appreciation: a survey by Harris Interactive and Glassdoor revealed that 75% of employees consider a pay raise as a form of appreciation.

But some leaders argue material gifts are a short-term fix only. What does neuroscience to say about it?

Receiving a gift triggers an immediate dopamine response in the brain. Described initially by Wolfram Schultzreward more than 30 years ago, reward systems in the brain heavily influences our behavior.

Achievers’ platform is a good example of alternatives to cash bonuses. Through points-based employee recognition, each employee can receive monetary and non-monetary based rewards and recognition.

And it works! As shared at ACE 2017, organizations using a rewards and recognition technology solution reported better levels of employee engagement, employee retention, and productivity over the course of a year.

Address the Drive to Bond: Social Connection

Drive to Bond - Neuroscience and Engagement

Matt Lieberman is the Director of UCLA’s Social Cognitive Neuroscience lab. In his TEDx St. Louis talk “The Brain and Its Superpowers”, he shares:

“Social is not one of our programs. It is our basic operating system.”

According to Matt Lieberman, the default state of the brain (when where we’re not cognitively engaged in anything specific) is to deepen our social cognition network. He shares:

“This network comes on like a reflex to think about other people’s minds — their thoughts, feelings and goals…It promotes understanding and empathy, cooperation and consideration.”

Promoting social bonds is a pivotal dimension of employee engagement. As organizations go global, a common platform to share and connect is a simple way to tap into social drive.

A case study covering Ericsson’s employee engagement and recognition program stated:

“The program spreads positivity throughout the geographically dispersed organization, connecting employees – through recognitions they post on daily basis – to each other, and to the company”

Address the Drive to Learn: Appreciation
Drive to Learn - Neuroscience and Engagement

Small acts of generosity and gratitude trigger a specific neurobiological feedback loop. Glenn R. Fox (Brain and Creativity Institute at USC), conducted extensive research and concluded:

“When the brain feels gratitude, it activates areas responsible for feelings of reward, moral cognition, subjective value judgments, fairness, economic decision-making and self-reference.”

Employee recognition can directly impact employee engagement levels. As the brain responds to gratitude with a positive feedback loop, needless to say that a recognition-based culture can do more than a feel-good effect! The by-products of gratitude at work are serious business assets, such as enhanced creativity, increased happiness and productivity, and better cooperation within teams.

By aligning your employee engagement strategies to main human motivation drivers, you tap into dopamine reward loops and create a lasting positive feeling.

What is the value behind employee engagement? To learn more, download this white paper covering The True Cost of Disengagement. 

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About the Author

Coralie SawrukCoralie 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 human-centric leadership and leading happy teams on her website.

Get in touch on LinkedIn.

 

 

Build an Engaging Office Culture

4 Steps: How to Build an Engagement-Driven Office Culture

The importance of employee recognition and engagement cannot be overstated. Companies everywhere are shelling out billions every year for HR programs designed to enhance their office culture and improve employee productivity. Yet, according to Gallup’s 15-year study, the percentage of American workers that are “actively engaged” at the workplace remains fairly stagnant, with an average of just around 32%.

Gallup StudySource: Gallup

This begs the question: why are some employee engagement programs working while others aren’t?

Designing an engaging office culture requires more than just planning birthday parties or patting a worker on the back for a job well done. Engagement strategies can’t be forced; they need to be implemented carefully and encouraged in order to make an impact.

So what should you do to get your workforce more involved?

If you’re looking to build an engagement-driven office culture, check out these four common traits of successful culture initiatives.

  1. It All Starts with Leadership

Teams look to their leaders to set examples of proper behavior. The effect management has on employee engagement and motivation is astounding. According to Gallup’s State of the American Manager Report, leadership has the strongest impact on employee engagement levels in a workplace. Management is responsible for 70% of the variation in employee engagement levels, and workers who had proactively engaged managers were nearly 60% more likely to be engaged themselves.

There is no denying that managers are largely responsible for the office culture of their organization, and therefore, it is up to them to make the necessary changes for improvement and become employee engagement champions. When they strengthen their leadership practices and become more hands-on, teams will likely follow suit.

One practice that leaders must absolutely do away with is abusing company talent in any way, shape, or form. Only about 20% of office workers feel that management motivates them to do their best. Mismanagement, poor job design, or unfulfilled expectations are some of the leading causes of employee disengagement. Many workers feel that managers misuse their skills in the office by not providing opportunities to use their key skills. Underutilization or overworking employees are both major mistakes that can cause frustration, disengagement, and eventually, higher turnover rates.

Leaders with poor communication skills, micromanaging tendencies, or other negative traits can quickly discourage employees and create negative behavior among the team. In order to push for a more engaged environment, leadership must first establish a set standards and examples for others to follow.

  1. Focus on Culture Fit from the Start

We all have a desire to fit in with our peers, and it can be very frustrating and disheartening to new hires who just don’t quite mesh with the new company culture. In fact, IBM’s study found that 20% of workers left a position because they did not fit in with the company culture.

IBM Study Source: IBM

Culture fit is critical to employee engagement and happiness, especially when it comes to new hires. By focusing more on culture fit from the very beginning during the recruiting process, employers will find it easier to boost employee engagement levels while simultaneously decreasing turnover and increasing retention.

HR technology plays a huge role in employee engagement, and it can simplify the tedious process of finding new talent that are great culture fits. If you really want to be more accurate at finding employees that fit your culture, you can incorporate more data-driven insights into your hiring process. For example, there are certain HR tech platforms out there that can track applicant’s personality traits, problem solving abilities, and even professional values.

  1. Get Everyone Involved in Team Decisions

When you think of companies with great employee engagement programs, one that probably pops into mind is Southwest. The low-fare airline has really set the bar for employee enthusiasm and satisfaction levels by finding new ways to get the team involved with the company. When the business decided it was time to redesign company uniforms in 2016, they allowed employees to select the colors, fabrics, and details. All employees were then able to vote for a final decision.

The airline’s founder, Herb Kelleher, understands the importance of building a business that values everyone’s opinions and participation.

The things you can’t buy are dedication, devotion, loyalty – the feeling that you are participating in a crusade.” – Kelleher

Collecting honest feedback and suggestions is the key to building an office culture of innovation in which everyone can feel open to participate. An engaged employee often feels connected to their organization because they understand the unique role they play in its success.

  1. Encourage Interests Outside of the Office

69% of the healthiest and happiest organizations in the country offer programs for professional skill development, proving that a little extra motivation can make all the difference. Encouraging employees to work on things they are passionate about not only provides satisfaction, but also helps them achieve their fullest potential.

Innovative workplaces that encourage employees to get involved with passion projects will build an office culture that thrives. Google is famously known for encouraging employees to pitch their own business ideas and even pursue personal projects to fuel innovation and engagement.

Finding ways to support non-profits or good causes is more than just a nice thing that businesses can do. Fortune reported that up to 59% of respondents to a survey agreed that they would prefer to work for a company which supported a charitable organization over one that didn’t back any, and many were more likely to buy products from such businesses as well. More and more businesses are urging their employees to get involved with charities. Tom’s of Maine is a great example – they require employees to spend 5% of their paid work time volunteering.

Employee engagement shouldn’t just run from Monday to Friday, 9 to 5. It must be practiced beyond the office, too. Keeping everyone inspired to develop, grow, and improve, even after they’ve clocked out, can help everyone in the business aspire to be something better.

Over to You

Businesses that prioritize employee engagement will create more enjoyable office cultures for everyone. Leaders must set the standards, but it is also important to build a strong team from the bottom up. Getting every single person involved by listening to their opinions and encouraging personal interests can help keep the momentum going.

Building an amazing company culture takes time, but the rewards are well worth the wait!

To learn more about the importance of strong culture, check out this white paper on The True Cost of Disengagement

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Start building an engagement-driven culture with Achievers and Limeade. Watch this short video to see the partnership in action.

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About the Author
Lori Wagoner is a market research consultant. She advises small businesses on new ways to find local and national business. She’s an avid blogger and writes for sites such as Small Business Can, Tweak Your Biz and Customer Think. You can catch her on Twitter @loridwagoner.

 

Strengthen Management

12 Traits That Make a Great Manager

Great management is essential to your company’s bottom line, but leadership skills are often considered to be inborn. The fact is, though, that these attributes can all be identified and strengthened. Moreover, a skill set that accounts for over 70 percent of the variations in employee engagement scores should not be left to each manager’s instinctive talents. While you probably rely on your own familiar set of great management skills, it never hurts to itemize what you’re already doing. If you’re still on a learning curve, these 12 traits can supply a roadmap to professional excellence.

1. They Build a Work Culture of Mutual Trust

Harvard Business Review analyzed what goes into leadership excellence, and trust is a major element. If your employees are going to feel safe coming up with possibly risky experiments, they have to be confident that you’ll be receptive to their ideas. Productive teams know that mistakes are just milestones on the road to the next great innovation.

2. They Focus on Employee Strengths

A strengths-based workplace culture offers measurable advantages: Gallup’s 2015 Strengths Meta-Analysis presents the “powerful connections between employee strengths development and business performance.” Their report shows that a strengths-based workplace increases employee retention by up to 72 percent in high-turnover industries, increases profits by 14 to 29 percent and decreases safety incidents by up to 59 percent.

3. They Do Not Micromanage

Recognizing that “Teams with great managers were happier and more productive,” Google notes that successful leaders don’t try to rule over every detail. If you’re invested in your team’s success, you might fall into the trap of feeling that you have to guard every detail. In fact, micromanaging can erode worker initiative and damage employee motivation.

4. They Are Assertive

Naturally, assertiveness must be paired with empathy and diplomacy — but marketing guru Michelle Smith points out that fearlessness is essential in a manager. A leader must be able to overcome resistance, weather social adversity and get out in front to drive employee success.

5. They Help Develop Employees’ Careers

Have you been concerned that supporting your employees’ training and development may only prepare them to move on? HR best practices suggest otherwise: Google’s manager research shows that identifying opportunities for employees to master new skills actually builds your team’s depth and strength. Furthermore, you convey a powerful message that you care about your people’s personal well-being.

6. They Handle Pressure Well

As a manager, you’re held accountable for the performance of others, and there will be days where you feel you’ve got a target pinned to your shirt. A study at the Norwegian School of Economics placed emotional stability at the very top of a list of essential management traits. Your ability to take good care of yourself and withstand work-related pressure will keep you thinking clearly during periods of stress.

7. They Communicate Honestly

Like assertiveness, candidness has to be balanced out by a sensitivity to your workers’ perspectives. However, Harvard Business Review research notes that a great manager gives direct feedback and doesn’t hide truths behind a shield of politeness. The report found that “Subordinates felt they could always count on straight answers from their leader.” Your employees will have trouble improving if they don’t understand exactly which behaviors are problematic.

8. They Are Open to New Ideas

As a manager, you need to keep an agile and open mind so you will notice when an operation can be improved. Yasmina Yousfi, Chief Business Officer at Cloudwave, comments that “Great managers let their team members share new ideas, and leave them room for creativity.”

9. They Have Strong Analytical Abilities

You may be a super-persuasive, charismatic people-person, and be skilled at communicating with your team — but those talents are still only part of the package. You’ll also want to leave yourself enough mental energy to maintain a good overview of your department’s workforce analytics. The Management Study Guide names a strong cognitive and analytic approach as one of their vital leadership traits, because it leads to good decision-making.

10. They Recognize and Reward Good Work

Only one in three U.S. workers “strongly agree that they received recognition or praise for doing good work in the past seven days,” according to research published by Gallup. The report points out that offering employee rewards and recognition is a golden opportunity for managers that is often overlooked. Employee recognition “not only boosts individual employee engagement, but it also has been found to increase productivity and loyalty to the company, leading to higher retention,” the study states.

11. They Are a Role Model

As a leader, you set an example and express the diligence, enthusiasm and other skills that you expect from the people whom you manage. In a recent report by global research firm Universum, the ability to be a role model was one of the top two qualities that executives look for when they’re choosing new managers.

12. They Communicate Employee Appreciation

Using employee rewards to let your team members know their efforts are appreciated has significant benefits throughout your organization. PR coach Kim Harrison points out that “Recognizing people for their good work sends an extremely powerful message to the recipient, their work team and other employees through the grapevine.” When you reward great work, you transform the entire climate of your company.

Each manager brings different strengths to the table, and you can use this checklist to identify those areas where you can up your game. Your organization will benefit: Gallup research shows employee engagement can double when management talent improves, and this results in an average earnings rise of 147 percent per share.

Learn more about what makes employees happy by checking out this infographic highlighting results from Achievers’ “New Year, New Job?” survey.

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why employees quit

Understanding Why Employees Quit

Knowing what makes employees quit — and then heading off those problems — is the goal of every HR department. While you’ll never be able to avoid individual events that disrupt the lives of workers and their families, it’s helpful to have an overview of preventable causes for employee churn. People leave jobs for several classic reasons, according to Harvard Business Review, all of which are somewhat predictable. The key is to understand each reason well enough to defuse it with a proactive intervention. Here are the main reasons workers cite for leaving their positions, and how you can slow this expensive leakage and build your employee retention:

They Don’t Get Along with Their Boss

This reason is the elephant in the room, and we can’t discuss employee retention without starting here. Gallup CEO Jim Clifton points out the primacy of management know-how: “When you name the wrong person manager, nothing fixes that bad decision. Not compensation, not benefits — nothing.”

When an exit interview or other feedback shows that you have a problem manager, you need to rectify the situation as soon as possible. If the person seems open to developing new skills, it’s often worthwhile to provide them with intensive management training. However, if real change doesn’t seem possible, you’ll ultimately save money by replacing them with someone who simply has better management skills.

Their Lives Take a New Direction

This may be unexpected, but research cited in Harvard Business Review notes that job-hunting rates jump by 12 percent right before a worker’s birthday. Researchers speculate that a person is often stimulated by the arrival of their birthday or another milestone to take stock of their life and see if their career is going in the direction they want. While you have limited input into this private self-examination, it’s helpful to incorporate a personal check-in along with celebrating your employees’ birthdays. Are they happy with their job? What are their current thoughts and ambitions?

Their Careers Aren’t Moving Forward

In today’s networked marketplace, your most talented employees are going to keep an eye on opportunities in their field, and Gallup’s 2017 report on the State of the American Workforce finds that 51 percent of them are ready to jump ship at any given moment by actively looking for a new job or watching for openings. Harvard Business Review notes that Credit Suisse responded to this tendency by having their internal recruiters cold-call employees to let them know about new openings arising within the company that they might be qualified to fill. This program ended up moving 300 employees into more challenging positions and saved the company $75 to $100 million in employee turnover costs.

They Don’t Feel Challenged

Human resources expert Susan Heathfield warns employers that they have to make sure their workers are actually using their skills and abilities, and Gallup’s report found that 68 percent of today’s workers feel they’re over-educated for their current positions. While this is related to building a career path, it’s not the same. A position may have a title that looks great on a resume, but if the day-to-day operations don’t actually feel interesting and engaging, the worker is going to be looking for the exit door. Heathfield notes, “Work closely with employees who report to you to ensure that each employee is engaged, excited, and challenged to contribute, create, and perform. Otherwise, you will lose them to an employer who will.”

The Company Lacks Vision

To keep great workers, you have to make it possible for them to feel aligned with a company vision that’s both meaningful and tangible. Gallup CEO Jim Clifton, in his foreword to the 2017 report, puts it succinctly: “Change from a culture of “paycheck” to a culture of “purpose.” Your very best employees are the ones with a powerful sense of internal motivation, and you nurture that motivation by showing them how their efforts contribute to the overall goals of the company. CNBC notes, “Some of the most successful companies are able to attract and retain great employees because they are great at communicating their vision all the way from the top down to the front-line workers.”

Their Efforts Aren’t Recognized

While it’s essential to give your employees the sense of purpose mentioned above, that alone is not sufficient. Even your top workers, who care passionately about doing a good job, still have a psychological need to be recognized for the effort they expend. Emotional intelligence leader Travis Bradberry comments that a failure to recognize good work is one of the biggest mistakes a manager can make. He writes, “It’s easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all.” Establishing a system for employee rewards and recognition is fundamental to nurturing those human resources that your company is lucky enough to have.

In today’s tight labor market, it’s more expensive than ever to lose a good worker. Josh Bersin of Deloitte points out that employees are “appreciating assets,” while the cost of losing one is generally about 1.5 to 2 times the person’s annual salary. Furthermore, the increasing team emphasis of many workplaces makes it harder than ever to integrate a new hire. Keeping your workers engaged is essential to running a successful business, and every manager needs to stay focused on this goal. To learn more about employee turnover, check out our infographic 6 Stats That Speak to Employee Retention.

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Top 10 Company Perks

10 Irresistible Company Perks for the New Year

In a recent survey of millennials, more than 30 percent said that they’d like their workplace to be “more fun” – and this element seems to be in short supply. Survey respondents noted that “fun and humor” were job aspects for which daily reality fell far short of their wishes. In order to entice and retain the most talented workers in today’s competitive job market, it’s important to come up with company perks that will add fun to your environment. Here are 10 amazing possibilities that could make your employer brand sparkle in the new year:

1. A Place in the Spotlight

Every company has a few would-be stars yearning to strut their stuff for colleagues. AOL has found that events like lip sync battles, happy hours, and ping pong or Foosball tournaments are great at keeping staff engaged. Andrea Marston, AOL’s senior director of talent acquisition, notes that “Offering these company perks helps keep AOLers happy and excited to come and have a productive work environment.” Bain goes farther afield with its “Bain World Cup” soccer tournament for employees once a year.

2. Vehicle Maintenance Service

Okay, we know that having your vehicle worked on doesn’t really qualify as fun. But the opportunity to painlessly take care of routine auto maintenance or bike repair on the clock leaves your team more time outside of work to do something more enjoyable. Adobe offers this service worldwide, while adding kayak storage at its Seattle campus. And, in order to make sure that transportation is never a problem for its employees, Adobe also offers shuttle service and a guaranteed ride home.

3. Company Yacht

This one only works if you’re located near the right body of water, but many organizations on the San Francisco Peninsula are realizing the potential benefits of proximity to the bay. One of these is iCracked, with its Redwood City headquarters right next to a communal dock. Employees who need a break can take the yacht out for a spin on the bay to clear their heads and breathe in the fresh salt air.

4. Flex Time for Surfing

It’s hard for staff members to feel down when the workplace reception desk posts daily surf reports – and then offers flexible hours so they can take advantage of those days with absolutely perfect waves. At Patagonia’s Ventura campus, HR director Shannon Ellis says, “Whether it’s playing volleyball or going down to the beach, we encourage people to take a moment of time to reconnect and enjoy summer.”

5. And Snowboarding…

Vermont snowboard maker Burton, located in Vermont’s Green Mountains, offers its workers flexible hours so they can catch the powder while it’s fresh. Free lessons and demo equipment lure newbies and veteran riders out onto the slopes, with free passes and discounted lift tickets thrown in. Meanwhile, office attire at Burton includes “jeans, flip-flops, mud boots” and anything that the workers feel like wearing.

6. In-house Cooking Lessons

For employees who want to actually enjoy a home-cooked meal (rather than dining at one of the company’s specialty cafes), Adobe hosts cooking classes by the company’s executive chef in the “Learning Kitchen”. These type of company perks may not fall under traditional forms of worker training, but it’s bound to keep team members on the company campus for longer hours.

7. Workspace in the Woods

Spanish architecture company Selgas Cano located its office in an actual forest (conveniently located in downtown Madrid). Workers sit at eye level with the leafy forest floor, under a curved glass wall and partial roof that let in abundant natural light. The structure is partially embedded into the ground as well, making it comfortable regardless of season or outdoor temperature.

8. Wrap-Around Lifestyle Benefits

Cutting-edge companies like Yahoo pull out all the stops when it comes to company perks. The team can get a haircut, massage or dental care; visit a farmer’s market; get their car washed; play volleyball; exercise in the fitness center; do yoga and enjoy free meals three times a day – all without leaving work. Yahoo Director of Communications Carolyn Clark states, ” [We want] our employees to feel excited about coming to work every day and making a difference.” With benefits like these, employees might never want to go home.

9. Concierge Service

For employees who are too busy with work tasks to take care of personal errands, Wisconsin household product brand SC Johnson employs a full-time concierge. This person may do anything from standing in line for concert tickets to taking an employee’s car in for an oil change – helping workers with that tricky work-life balance.

10. Employee Recognition

All the parties, boat rides and cooking lessons in the world can’t substitute for giving your employees frequent individual recognition. HR technology introduces creativity into your workplace and also provides a streamlined way to reward your team members for their unique contributions. Coworkers and managers can all participate together, while workers enjoy the fun of being rewarded for their efforts.

More than three-fourths of millennial workers state that “the culture and atmosphere of their workplace is just as important as pay and benefits.” In today’s tight job market, you’ll keep the edge over competitors if you provide unbeatable company perks and make your company into a place where people simply enjoy hanging out. To learn more about attracting and retaining employees, download our infographic on Six Stats That Speak to Employee Retention.

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HR Technology Trends

Major Trends in HR Technology Software

Employees are the most valuable part of any organization and HR’s responsibility to engage employees is crucial for organizational growth. The latest development in the ever-changing world of HR technology software consists of major disrupters within the recent years, from listening tools to in-depth analytics and much more.

According to an article published by the Society of Human Resource Management, it was claimed ‘Investors, seeking the next big step in breakthrough technology, plunged more than $2 billion into HR tech systems and platforms in 2016.’ This clearly states the massive breadth of advancements the HR world has gained accessed to. There has been a major change in the field of human resources – from simplified employee recognition to enhanced performance management platforms, HR is becoming high tech and data-driven. Manually keeping records on file is no longer efficient and this need to stay in a modern workplace calls for robust HR technology software to assist in taking care of HR goals targeted towards employee engagement and an effortless and unbeatable employee experience.

Below are major trends in the HR technology software world:

Growth of HR Software

Bersin by Deloitte provided an HR Software evolution report in 2016, which clearly showed the evolution and market growth of HR systems over the years.

Bersin by Deloitte provided an HR Software evolution report in 2016

The report shows the progress from the year 2000. Switching from mainframe computers to personal computers was a major shift in the technological world. This led to the growth and development in the field of software and led to the creation of HR software. Client-server software delivered core HR features such as record capturing, hiring, payroll, and learning management. In 2000, talent competition grew more leading to the market for talent management software. The more advancements made in technology, the more opportunity HR had to develop platforms and programs surrounding other initiatives outside of employee record keeping, such as the ability to leverage employee engagement and employee recognition and rewards platforms. And over the years, now the entire hr technology software trend has moved and continues to move undoubtedly to cloud computing.

Switching to a Cloud-Based System

Legacy HR software has always focused on task completion and storing information. But now, companies want to replace their traditional HR software with cloud-based HR solutions. The major advantages of moving to cloud based HR software consists of anywhere access, super user-friendliness, mobile app support, easy upgrades, lesser maintenance and, most importantly, little or no requirements for IT infrastructure like hardware and trained staff. All you need is a computer and an internet connection and you are set to go!

Integration with Social Media and Learning Management

When it comes to trends, social media is leading the charge. It not only allows for network building but now social media can be an effective way to communicate at the workplace. Using simple, fun ways to communicate via emojis and hashtags can contribute to improving the employee experience. Even the ability to send social recognitions across an employee recognition platform can help boost employee engagement.

Also, Learning Management Systems (LMS) are now turning into an old tool. HR is adopting the latest web-based technology for taking interviews. Video-based learning is now a fundamental learning platform and already adopted by multiple companies. Visual element supporting features in HR software are now a must-have given the rise of VR and AI.

Predictive Analysis of Employees

A more integrated approach is being adopted when it comes to communication tools. People prefer to have an end-to-end technology-enabled platform for interpersonal communication. Tools that allow data to be collected and shared across departments and organizations are preferred because it allows quick access to real-time insight.

Pulse surveys, employee recognition and rewards, culture assessments or any other approach that merges all employee needs in one group is required by an HR department – think of it as a one-stop shop for HR. They now believe that building a predictive analysis model and harnessing employee data is more important and today many companies are spending large sums of budget to get this done.

Mobile is “The Platform”

With all this advancement in technology, we can see a whole new world coming up. If you look around, there are more mobile devices than PCs and laptops. People talk on a phone, walk with a phone and now even wake up and sleep with a phone. We prefer to access all information on our mobile.

This means that HR technology software also has to adapt accordingly. For example, mobile applications can be a huge benefit to recruiters as many high potential candidates use their mobile devices to find a job and can apply easily while on the go. HR mobile applications should be mobile-friendly and easy-to-use to stay current with how employees prefer to communicate and engage.

Breakthrough in HR Technologies

As we are now moving ahead of the computer revolution, core technologies are not enough, instead their refinements are given more importance. Simple and smart technologies have taken over the hyped and complex core technologies. User-friendliness and delivering targeted results efficiently is the main focus. Companies now ask if the HR software they are considering buying is easy to use and accessible to their employees. Overall, what matters most is smart data, value for money, and user-friendliness.

The development of HR technology software has a symbiotic relationship with both businesses and employees. It will enable organizations to grow HR initiatives more effectively – whether it is improving performance management, employee recognition, or employee engagement. Technology helps create transparency and enable employees and HR departments to stay updated on progress, engagement levels, and more.

So business owners, let’s get the ball rolling and strive to create a transparent working environment with HR technology software.

To learn more about HR tech, in particular employee engagement and analytics, download the eBook Employee Engagement: Four Places to Start Measuring What Matters.

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About the Author
Sanjay Darji
Sanjay Darji works as a software analyst at SoftwareSuggest. His interests include HR software, performance management, employee engagement, photography, and food. In his spare time, he likes to spend time with his son and catch up on the latest technologies. You can follow him on Twitter at @sanjaydarji01.

 

 

 

 

 

Employee Happiness

Understanding the Power Behind Employee Happiness

You likely know that people don’t perform as well when they’re feeling disengaged or distracted, but you may not realize how pervasive a problem this is in today’s workplace. How happy are your employees? Is employee happiness at a low or a high? The latest Gallup poll (collected from over 80,000 workers) on employee engagement tells a dismal story. In 2015, only 32 percent of workers say they’re “engaged” at their jobs. Over 50 percent say they’re “not engaged,” while another 17 percent state that they are “actively disengaged.” Furthermore, this data has shown no significant change since Gallup first started this annual poll in 2000, so the problem is persistent.

Why Employee Engagement Matters

When you go to the office each morning, of course you hope that your workers are feeling energized because it makes the office environment a better place for everyone. But how does employee happiness translate into actual performance and productivity? The numbers are clear; companies with engaged workers outperform other companies by 202 percent. Research published by the Academy of Management Perspectives finds that “stronger emotional ties to the organization serve to significantly lessen the likelihood that employees would leave.” Furthermore, the cost of replacing an entry-level worker is 30 to 50 percent of their salary. This expense increases as the position being filled becomes more specialized. Replacing top workers can cost a staggering 400 percent of their annual salary. And these statistics don’t even begin to address the burnout felt by the coworkers shouldering the extra burden after a colleague leaves the company.

Employee Happiness Begins With You

As a manager, you’re not responsible for every emotion your employees feel but your actions have a profound effect on your team. Research by Gallup notes that managers account for 70 percent of the variance in employee motivation levels. Furthermore, a survey of over 7,000 workers found that one in two had left a job to get away from a specific manager. Given the power you have in improving employee happiness, what can you do to make your company a great place to work?

Be Engaged Yourself

For starters, evaluate your own personal engagement. Gallup’s State of the American Manager report determined that only about 35 percent of supervisors and HR managers are themselves engaged, and this disaffection has expensive outcomes. The cost of managers who report that they’re “not engaged” is estimated to be $77 billion to $96 billion annually, while the cost of the additional 14 percent who are “actively disengaged” is more than $300 billion per year. On a positive note, the fact that you’re reading and thinking about employee recognition suggests that you’re in the minority of managers attempting to make improvements.

Empower Employees

People feel a deeper commitment to their work when they have some power over how things are done. You can affect your workers’ sense of empowerment in a wide variety of ways:

  • Give them control over their schedules, allowing them to shift their start times or work remotely from home for part of the week. If workers have the chance to fulfill their outside obligations, they’ll feel less stressed and distracted  when they’re on the job.
  • Communicate the ways in which each person’s work matters to the company. Employees will make a greater effort if they understand how their daily contribution furthers the ultimate company goals.
  • Offer the opportunity for professional development, including coaching/mentorship programs. Your workers will feel a greater commitment to your organization if they know you have their long-term well-being in mind.
  • Seek suggestions and feedback. Let every worker, regardless of salary level, have a say in how things are done.

Offer Rewards and Recognition

Everyone should have their efforts recognized, regardless of age or the type of work they’re undertaking. Being recognized leads to a greater commitment to the work itself, as well as a deeper sense of personal identification within an organization. Employee rewards and recognition can be expressed in a variety of forms, and often the non-monetary forms can be the most meaningful. A few words of gratitude or appreciation from co-workers can do wonders for the sense of teamwork, and a supervisor’s acknowledgment can help a worker feel that their effort was worthwhile. 48% of employees stated that management’s recognition of employee job performance, whether through feedback, incentives, or rewards, was “very important.” For these reasons, a system used to facilitate employee appreciation is required for any company striving to be successful in today’s marketplace. Besides, giving employee rewards will make your job more enjoyable as well.

How Happy are Your Employees?

As you take steps to foster employee happiness, it’s necessary to be able to measure success. You may be able to sense the overall mood of your workers, but you need something more than your own intuition — something tangible This is where the HR technology known as pulse surveys come in handy. A pulse survey is a one-click response ( using a scale of images that represent sadness to happiness) that employees can submit anonymously each day, giving a quick indicator of how they’re feeling. This daily information provides an immediate snapshot of both your company’s and immediate team’s well-being as well as displaying the trend of happiness levels over time. The anonymity of the survey facilitates honesty, and when a company shares the results of the pulse survey, it creates an environment of transparency and gives rise to important conversations.

The Technology of Happiness

As HR tech becomes more sophisticated, it integrates with some of our basic social needs. Employee recognition best practices and pulse surveys are effective methods for strengthening organizations and building employee success.

For a deeper dive into this topic, download our eBook The Case for Employee Recognition.

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Reduce Employee Turnover

4 Ways to Reduce Employee Turnover and Improve Your Bottom Line

Employee turnover is one of the most bottom line busting costs associated with a company’s workforce. SHRM estimates that, for entry-level employees, the cost to fill an open position hovers near $4,000. Using this insight, if your company loses 100 employees a year, your company experiences a loss of at least $400,000.

While this number is certainly frightening, the good news is that turnover is an easily avoidable problem and with the right tools, your company can ensure that top talent is not leaving your company. It’s also worth mentioning that none of the following causes and solutions presented here exist in a vacuum—when an employee quits his or her job, it’s usually a reflection of many factors that led him or her to finally quit.

That being said, what tools and initiatives will help you reduce employee turnover? Let’s jump right in…

  1. Hire Managers Who Manage Well

Hiring managers and putting people in charge who show compassion and have the skills to manage others is one method to combat employee turnover on the front lines. Achievers employee survey showed that 57% of employees don’t feel recognized at work, and Entrepreneur claims that when workers are not recognized, they are not motivated. Low motivation can make an employee that much closer to quitting his or her job, or even put him or her over the edge far enough to finally quit.

Performing a top-down audit of your management team can have a huge effect on your entry-level workforce. While you may not have direct contact with these employees, the managers you choose certainly do. It is absolutely crucial that your management team is personable and qualified to lead. Poor managers also make it more difficult for an employee to work, and if the job itself (which may already be difficult by nature) is harder than necessary, an employee might find it not worth it to work there any longer. Address this issue early on by being transparent with recruiters about what traits you’re looking for in a manager during the hiring process.

  1. Be Flexible

Work flexibility is important for every employee at every level. I’m sure you can remember the last time you had to leave the office early or take a personal day for an inevitable issue. Being flexible with policies and protocols shows your employees that you understand that life happens. When an employee thinks that his or her employer is understanding, you reduce his or her risk of leaving the company. On the other hand, if an employee thinks that the company doesn’t understand his or her life situation, then it’s more likely that the employee will try to find a job for an employer who does care.

On the same train of thought, flexibility in other areas will show your employees that the company cares about them. Since entry-level employees may not be making as much money as they need to be able to save a hefty sum for emergency expenses, offering financial flexibility is another area to focus on if your company cannot afford to pay them more. One such initiative is allowing your employees to control the frequency of their pay. Simple add-ons to your existing payroll system allow you to do this at no cost to your company and no changes to the way your company handles payroll. In result, a study by DailyPay showed that employees are 1.9x more likely to apply for a position whose job description mentions that it offers daily payments.

  1. Prioritize Recognition and Rewards

Along with the previous point about hiring managers that care, instilling an employee recognition and rewards program that allows you to easily highlight achievements and strong work will also show your employees that you care and appreciate them. Making it as simple as possible for your managers to recognize employees on a daily basis will help ensure that your managers are actively participating. By promoting this type of program across your organization, you are letting employees know that your company takes employee recognition and happiness very seriously.

Recognizing employees will directly help improve your bottom line. For example, an Achievers’ video highlighted the following findings:

  • a 1% increase in employee engagement returns an additional .6% growth in sales for your company
  • 50% of HR leaders said that an increase in employee recognition would boost employee retention
  1. Offer Unique Advantages

In the current job market, it’s becoming increasingly harder and harder to hire top talent due to the record low unemployment rate and tight job market. Employees across all industries and skill levels are continually searching around to see which company will offer him or her the best complete package. Additionally, it’s been reported that if you offer help to improve financial wellness, employees are more willing to work for your company. The plain advice is that offering work perks and advantages that your competitors are not offering will help put your business ahead in overall employee preference.

Now more than ever, it’s crucial that your company is doing everything in its power to retain your current workforce and improve its employee retention rate. Since it is incredibly hard to fill open positions, you must prevent the need to fill open positions by retaining your workforce. In turn, your company will save time and improve its bottom line significantly without the recruitment costs and countless hours spent searching for talent. Try out some of these tips and let us know which worked best for your company.

To learn more about employee retention, check out this fun infographic covering 6 Stats That Speak to Employee Retention.

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About the Author
Seth LoftisSeth Loftis
Seth Loftis works at DailyPay, Inc., a financial solutions company dedicated to reducing employee turnover by improving the financial lives of employees. Employees can receive their wages days before their scheduled payday at no cost to your company or change to your existing payroll system. Learn more at trydailypay.com or follow them on Twitter or LinkedIn.

 

 

 

 

Improve Your Onboarding

How to Effectively Get New Hires Up to Speed

Employees are the moving gears behind a business. For this reason, employers must be sensitive on how they treat and engage their workforce. And it starts from the very beginning, an employee’s first day at work. A new hire’s first day is important because it is the day that they get a real first impression of what your company is like and is critical to setting them up for future success. Why is proper onboarding so important? Because a new employee can take up to two full years to reach the same level of productivity as an existing staff member. Avoid waiting two years for a new hire to reach the same level of productivity as an existing staff member by getting them up to speed faster. Below are a few tips to effectively onboard new hires:

Clearly Define Your Onboarding Goals

It is vital that new employees have a clear understanding of their specific goals and objectives at your company. Recruiting new employees without clearly spelling to them what is required will only lead to confusion and lower productivity. When onboarding new hires, be very clear about your onboarding goals and expectations. Strategize on how you can build transparency in your workplace and onboarding programs.

A fun and easy way to get a new employee up to speed and on target with their onboarding goals is by pairing him or her with a mentor within the organization. This will help them stay engaged in all activities that take place and have someone to turn to when they have questions. It not only helps both parties build a work relationship with another, but adds to a more engaging work culture. Choosing a mentor who is well versed in the same career path or team projects would be an effective way for employees to collaborate closer together early on. New employees and their mentor may meet once or twice a week to discuss the new hire’s progress and how they are adjusting to the new job.

Foster Strong Employee Relationships

How an employee engages and interacts with rest of the team is very crucial. As part of the Human Resources department, you have a role to play in helping to foster strong relationships amongst coworkers. Interworking relationships is a huge part of work culture and leadership’s relationship with employees in particular has a strong impact. Leaders need to lead by example and have the responsibility to live out the company’s values daily and communicate with those around them. When employees and leadership develop a strong relationship, new hires gain an instant new sense of teamwork and employee alignment.

When new employees feel free and comfortable to reach out to co-workers because of the healthy professional relationships presented, especially for the first few weeks, the learning process becomes easier for them to adapt to their new surroundings and team members.

Promote Your HR Programs

New employees should be quickly introduced to your HR programs and HR tech platforms. For example, if your company has an employee recognition and rewards program, make sure new hires are aware of it and know how to use it as soon as they start. Employee recognition programs connects employees and allows them to recognize each other for hard work. Programs like this not only provide something fun for new hires to become accustomed to but also instantly immerses them into the company culture and fosters a positive work environment. Receiving public recognition on a digital, easy-to-access HR tech platform boosts employee happiness and gives employees insight on what others are working on and accomplishing.

It’s HR’s job to not only implement HR tech platforms and programs correctly but also keep promoting them to new hires and existing employees so there is optimal use and employee engagement.

Ask for Feedback

Employees want to feel like they can be honest and heard at their company. Asking for continuous feedback and reviews are a great way to have healthy and honest conversations on how to improve the employee experience, especially the onboarding process. What better way to discover how to improve the onboarding process than by asking new hires about their experience?

Employees must be given the opportunity to participate in well-constructed outcome based reviews. This can be achieved by developing structured reviews that may include specific ratings, rankings, and written reviews on a mandated frequency. Employee surveys are also a great way to give new employees the opportunity to provide honest feedback about their overall experience and onboarding process. Through real-time feedback and pulse surveys, management is able to make the necessary adjustments and assessments for company initiatives. Getting employee feedback provides HR the insight they need to improve the onboarding process.

Provide the Right Material

New hires should not be left on their own. They should be supported from day one to ensure they feel comfortable in their work environment. Be prepared and stock their working stations with easy-to-digest guideline materials and resources so that they know where to go when they have questions. This includes contact sheets, company guidelines, access information, portal details, time-saving tools, and other onboarding material. New hires should be provided with public administration forms regarding their benefits, taxes, and direct deposits as early as day one. The more useful information, the better. And don’t limit yourself to sharing just health benefits and 401k details, add some fun collateral that represents your company culture and engages employees to want to learn more.

Companies need to invest wisely when it comes to their employees and it starts with putting attention on the onboarding process. The onboarding process is critical when it comes to setting employee up for success. When employees are set up for success, they become more engaged, satisfied, and productive. Don’t fall short with your onboarding initiatives and make sure you get your new hires up to speed quick.

To learn more about how you can enhance the employee experience through a culture of recognition, download this eBook.

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About the Author

Addison Jenning

Addison Jenning is an HR manager and a passionate writer who recruits, motivates and contributes to the development of employees. She oversees the effective and successful execution of the company’s internal strategy. Addison runs Job Descriptions Wiki and she can also be found on Twitter.

 

 

 

 

Achievers Knowledge Exchange Event

Key Highlights and Takeaways: Achievers Knowledge Exchange 2017, London

Are you struggling to increase employee engagement? You’re not alone. According to Gallup, only 15% of workers worldwide are engaged. Achievers, a leading employee recognition and engagement solution, aims to help companies effectively engage employees and increase their percentage scores. Achievers EMEA team was thrilled to have so many customers, prospects, and partners at their first-ever Achievers home-grown EMEA event in London. The objective for the inaugural Achievers Knowledge Exchange event was to facilitate the conversation surrounding employee engagement by bringing together HR industry experts and Achievers’ customers to share their success stories behind using employee recognition to drive engagement and business results.

Achievers, first and foremost, wants to take the opportunity to thank our wonderful customer and host, Shop Direct, who generously extended the use of their amazing new workspace in central London. The stunning environment really captures Shop Direct’s company values, ambition, purpose, and passion and provided the perfect backdrop for knowledge sharing, insight, and networking within the HR community.

The Achievers EMEA Team at Shop Direct’s Central London Office for the Achievers Knowledge Exchange Event.

The Achievers EMEA Team at Shop Direct’s Central London Office for the Achievers Knowledge Exchange Event

Greg Brown, SVP International of Blackhawk Network, kicked off Achievers Knowledge Exchange event with an inspiring welcome and eloquently communicated Achievers’ commitment to the EMEA market, Achievers’ wider global expansion, and its valued customers.

Brown was swiftly followed by Jasmine Gartner, renowned Employee Engagement Trainer, Speaker and Author of ‘A Little Book of Big Ideas’ – well worth the read if you fancy an alternative and practical look at employee engagement. Gartner led an interesting session on re-humanizing the workplace through employee engagement. Her presentation gave an insightful view of the unique, local, macro-economic factors impacting our workplaces both now and in the near future – Brexit being an exceptional example. She shared how we can’t accurately predict the likely impact but we do know that attracting, recruiting, retaining, and engaging talent will be increasingly important for economical success.

Gartner was then followed by Denise Willett, Senior Director of Achievers EMEA, who kept attendees on track by taking on the role of event chair for the remainder of the day, introducing the next speaker, Colin Watt, Shop Direct’s Director of Employee Relations, Engagement, and People Services. Colin’s theme was ‘It Takes a Village’ and he shared how Shop Direct has leveraged employee recognition to transform its business.

Following a short stop for lunch, Kerrie Maitland, Managing Director of Positive Dimensions, HR Consultant, and Life Coach shared her learnings around both gaining executive buy-in and top tips for a successful global implementation. Having led the procurement, design, and implementation of two employee recognition programs (both with Achievers) the audience were keen to hear Kerrie’s practical experience.

Next up were the perfect double act. Ramón Edilio Vargas, Director Global Employee Recognition at Scotiabank, and Vanessa Brangwyn, Achievers VP of Customer Success, took to the stage to share the Scotiabank success story on using recognition to drive engagement. Scotiabank is an organization that is leading the charge when it comes to global employee recognition and building compelling business results from successful employee programs.

Egan Cheung, Achievers VP of Product Development, rounded off the day and proudly shared more around the much-anticipated Achievers Listen release. Achievers Listen is a suite of tools that empowers employees to give continuous feedback on what’s working well and what needs to be improved. It provides managers with recommended actions based on their team’s unique values and culture. We know that every employee is different and to engage your entire workforce, we must avoid a “one size fits all” approach. Achievers Listen allows you to do just that.

Informal drinks and networking brought the successful day to a close and the Achievers EMEA team would like to thank every speaker, client, partner, and friend for their participation. A special shout-out to the Achievers team from North America for making the journey to be in London with everyone in person. This dynamic event was a valuable day for anyone interested in increasing employee engagement. Stay tuned for more information on Achievers’ next event and make sure to check out photos from Achievers Knowledge Exchange here.

To learn more about how Shop Direct increased employee recognition and engagement with Achievers, download the Shop Direct case study.

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About the Author
Ruth ChapmanRuth 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.

 

 

 

The Value of HR Tech

How HR Tech is Making Employees More Engaged Than Ever

Employee engagement of past generations was historically limited to the HR department to address perfunctorily once per year. However, a recent Deloitte report on human capital trends indicates that that is no longer the case. Employee engagement is now a front-and-center business issue, with 87 percent of surveyed organizations citing employee engagement as a top priority challenge.

Why is employee engagement so important?

Gallup has conducted a number of large scale meta-analyses which show that employee engagement levels directly relate to outcomes such as customer satisfaction, profits, productivity, employee turnover, and product quality. And companies that increase their number of talented managers and double the rate of engaged employees achieve, on average, 147% higher earnings per share than their competition.

Having a high level of employee engagement can be a vital asset to businesses in today’s competitive market. It is clear that employee engagement is an area that must be monitored. Fortunately, this is easier than ever with advancements in HR tech. Here are five ways HR tech is making employees more engaged than ever.

  1. Social Chatter

Social media is how employees engage with friends and family in their personal lives, so it only makes sense that mimicking that function in the workplace can foster authentic relationships and improve employee engagement levels. Tools like Slack allow team members to collaborate easily across teams and functions, and keep multiple groups informed at the appropriate level. Aside from facilitating improved business functions, social media and chat tools allow employees to have fun — you can send GIFs, use emojis, share inside jokes, celebrate occasions like birthdays or work anniversaries, and more.

  1. Thanks 2.0

Never underestimate the power of thanks. In a survey of 1,000 U.S.-based, full-time employees 75% of employees who were recognized by their manager once a month reported being satisfied with their job. An appreciated employee is an engaged employee, but as teams grow and become more remote, staying on top of employee recognition can be a challenge. Plus, while many companies have a (even if half-hearted) process in place for manager to direct report recognition (i.e. performance reviews) they lack a way for peers to praise peers. Tools like Achievers are taking “thanks” to the tech-driven next level, ensuring that employee recognition is actually recognized as a critical part of day-to-day operations and overall employee satisfaction.

  1. Tailored Training

One important workplace trait often mentioned in employee engagement surveys is workplace training. A very human trait is the desire to grow and learn more. None of us likes to stagnate. However, training in the past meant long, dry conferences that took employees away from their critical daily work. Today, learning management systems (LMS) make it possible for employees to learn on their time and even better yet, in their way. While conferences of the past tried to put all employees into a one-size-fits all lecture box, LMS varies training techniques and includes gamification best practices to make the most of learning.

  1. Easy Check-ins

Sometimes the most important thing to do to increase employee engagement is to ask about it. Many businesses might think they have an effective employee engagement plan in place, but it can’t be done without frequent check-ins with employees. There are HR tech tools to assist with easy check-ins; such as allowing management to monitor moods of employees and receive feedback on a more frequent basis. This helps employees to feel heard more often. And managers can notice and nip problems before they get out of hand. When employees see that management listens to and addresses their concerns promptly, they will want to stay long-term.

  1. Simplified Communication

Record numbers of employees are now working remotely, whether it’s the occasional work-from-home day or an entirely remote team. This trend can be hugely beneficial for work-life balance, as it allows employees the flexibility to keep a job they love while adapting to changing personal needs (I.e. a move, a growing family, and so on). However, it can also present an employee engagement challenge. Without the right HR tech tools in place, remote employees can feel isolated, particularly when a larger group of employees work in an office together and only one or two are remote. In addition to the chat tools mentioned above, video calling and web conferencing solutions make it possible to have both one-on-one or entire team face time. Simply seeing a coworker’s smile across the miles can give any employee a big boost.

A final consideration to note is that technology needs are generational. As millennials move into management roles and Gen Z starts filing into the workforce, the types of HR tech that will be most natural for your teams to interact with will shift. Stay on top of HR tech trends because while the available technology is always changing, one thing isn’t — the importance of engaging your employees.

To learn more about how to engage your employees, check out this webinar recording Using Recognition to Drive Engagement.

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About the Author
Krystle DisneyKrystle Disney, M.A., PHR is a human resources consultant and writer for TechnologyAdvice. She obtained master’s degrees in community counseling and clinical psychology from Gonzaga University and Washington University in St. Louis, respectively. Krystle resides in St. Louis, Missouri with her husband, two children, and two very stubborn beagles. You can find her on LinkedIn.

 

 

 

 

Navigate Your Culture Transformation

How to Navigate a Successful Culture Transformation Process (Part 2)

Are you ready to transform your company’s culture? In Part 1 of this series, I discussed the process for a successful culture transformation. In this blog, I’ll discuss key tips and reminders to help you through the process. Let’s start by understanding that although this is not a quick and easy process, it can be done.

Transformations Take Time

The transformation of habits and attitudes does not occur overnight, especially when employees have been allowed to operate in a certain way or in status quo for a long period of time. Employees will naturally resist change at first, so the first thing to remember during a transformation process is that you need time. The good news is that you usually have more time than you think. While poor customer feedback, slumping profits, or even a crisis can create an incredible sense of urgency that something must be done now, the more time you plan, prepare, and work with your managers, the more likely your culture transformation will be successful. You cannot just focus on the employee base to successfully transform the service culture of your organization. As discussed in Part 1, the key to successfully transforming your culture is to focus on your front-line managers, enabling and empowering them to drive and be responsible for the change process. You also need the change to be led from the top, so in effect, everyone in the organization plays a part.

It Is All About the Habits

“We are what we repeatedly do. Excellence, then, is not an act, but a habit.” —Aristotle

Strong work habits are the key to successful execution. To change and improve your corporate culture, you must identify the habits or behaviors that need to be removed and replaced.  It is important to explain why certain habits need to change, but more critical, is to know what new attitudes and behaviors must be introduced. While new habits can generally be introduced relatively easily and quickly, it is the removal of old or outdated habits and thinking that takes time. As economist John Maynard Keynes rightly suggests, “The difficulty lies not so much in developing new ideas as in escaping from the old ones.” To escape from old ideas, you cannot rely on training alone. You must take time to stimulate thinking and conversations that highlight why current habits and attitudes are hurting the business, brand, and interactions. At SGEi, we utilize a three-pronged approach of stimulation, training, and socialization to help remove old habits and introduce new ones.

Begin With Stimulation

Before you deliver any training on the new work habits you want to see, you must get people out of status quo and begin having conversations that promote thinking. We like to utilize various media like posters, quotes, videos, and business cases to help get the conversation started. It is not important that people are able to explain ideas or answer questions correctly, rather, it is necessary to focus on getting everyone in the organization talking and having conversations. This is the first part of the management team’s training, we take them through communication training and how to deliver effective messaging. Getting daily or weekly meetings started where managers are creating conversations is an important part of the stimulation process. As the stimulation process evolves, conversations around why certain habits are unhealthy or outdated are included.

employees in conference

The key to the stimulation process is to ensure you are providing the management team with the important sound bites you want them to repeat and talk about with their teams. In the previous blog, I talked about the importance of manager accountability. So to ensure stimulation is happening correctly, it is important to observe and listen in as the managers talk to their teams. Also, it is important that the managers begin demonstrating the desired behaviors and habits before the staff go through any training.

Deliver Great Learning Experiences

For training to be effective, it should occur after time has been spent talking about why change is required, why certain behaviors or attitudes are no longer effective, and what the expectations of performance look like moving forward. If done correctly, the employees should be asking for training and information regarding how they can improve in the future.

When it comes to training and development, keep in mind the following ideas:

  • Keep training sessions under two hours at a time and do not overload them with too much content.
  • Conduct the training with cross-discipline groups so that staff can get to know other staff outside of their immediate area.
  • Make the training fun and interactive so it is memorable. Remember, staff will not walk out of training ready to adopt new habits—that will occur with socialization—so consider training as just an interrupted opportunity to communicate.
  • Spread the training out so that participants have time between sessions to process and practice on information presented.

Deliver the Change You Want Through Heavy Socialization

Probably the most important part of this process is socialization. Once staff have gone through training, you need to reinforce key messages and communicate them repeatedly. Have a communication plan that continually shares information with your employees about the transformation process. All executives and managers must be involved in this, not just the Human Resource team or a few managers who speak very well. Communication is the most important leadership tool. Therefore, no manager can make the excuse that they are not good at it. An inability to communicate is an inability to lead, so this is an important test of the management team.

employee presenting

In addition to ensuring your managers are reinforcing the new habits in their daily and weekly communications, you should provide learning reinforcement of any classroom training with e-learning so staff can learn on their own in their own time. For some employees, learning on their own time is most effective. You also have to allow time for staff to practice. One of the best practices we have implemented on various projects is to schedule rehearsals for staff to attend each week. It is amazing how habit transformation is significantly enhanced by providing practice time to staff away from your customers. One hour per week for four weeks is a great opportunity to transform mindsets and behaviors. Ensure you have the managers lead these small group sessions (no more than twelve people), so they can practice explaining why the change is important and what is expected as well as practicing giving feedback. This best practice is a win-win for all.

The final critical element in habit transformation is to ensure your managers are providing clear, timely, and consistent feedback that provides insights into what the staff are doing well and what they can improve on. In Part 1, I explained how all managers must have a responsibility for the change process. The change process can only be successful when managers are reinforcing the training through continuous feedback and coaching.

Remember That You Are Building a Movement

We stress that in the early stages of transformation you must focus on those staff that are excited by and already embracing the change rather than those that resist. There will always be those that resist, and yet, so many times we spend all our energies trying to change them. The reality is they might not ever change. In the meantime, we fail to capture the hearts and minds of those that want change. To transform successfully, you must find and embrace those that are excited by the change. As they get on board, they will find and embrace others. Successful transformation is a numbers game—the more people you have supporting, excited by, and leading the change, the more likely you are to help everyone in the organization successfully change. Of course, there will be those few that resist, but many of them are smart enough to shift their perspective when they see such overwhelming support for the changes ahead.

Don’t Forget to Recognize a Lot

employees high fiving

Recognition is a key component of employee engagement. Remember that your managers need recognition too. Ensure you make a big deal about those managers, teams, or departments who are leading the way. I recommend enhancing your company’s employee recognition program during the critical parts of the transformation process, particularly when managers are communicating with their teams regarding the transformation and as front-line training begins. This provides positive reinforcement for those embracing the transformation process.

Cultural transformations are not easy, but they are necessary for continued success. By understanding the process and following these key tips, you will find yourself better prepared for this undertaking. Know that while the initial transformation process can be difficult, it is amazing once you get traction in a movement, start recognizing successes, and celebrating people’s change. You will quickly have your people tell you they wish you had done this a lot earlier.

“At first, people refuse to believe that a strange new thing can be done, and then they begin to hope it can be done, then they see it can be done, then it is done, and all the world wonders why it was not done centuries ago.” —Frances Hodgson Burnett, English writer

To learn more about how to enhance your company culture through recognition, check out this eBook Recognition Culture: The MVP of Employee Experience.

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About the Author
Shane GreenA world-renowned keynote speaker, author of Culture Hacker, and television personality, Shane Green is a business magnate who consults global Fortune 500 leaders on customer experience and organizational culture. Shane draws upon his foundation at The Ritz-Carlton Hotel Company and work in multiple industries to transform employee mindsets, habits, and skills to improve customer experiences and interactions. As the President & Founder of SGEi, Shane leads a team of professionals who inspire brands like the NBA, Westfield, Foot Locker, NetJets, Cisco Systems, and BMW to reprogram their employee experiences to create loyal customers and raving fans. Visit www.ShaneGreen.com to learn more.

About SGEi
At SGEi, we help executive teams develop a cultural transformation strategy and plan. We enable and coach your management team to own the continuous development of your company and people. And we design and deliver the training and communications necessary to shift mindsets and habits to meet the objectives of the company. Please connect@sgeinternational.com to learn more about how we can assist you with your transformation needs.

 

transform your culture

How to Navigate a Successful Culture Transformation Process (Part 1)

How strong is your work culture? Are you in need of a successful culture transformation? With 21% greater profitability from engaged business units, a strong work culture can be the key to your business’ future success.  It’s important to navigate your new culture shift with the right approach. SGEi has led transformation processes over the years to improve the culture of organizations, large and small, across multiple industries. From our experience, there are some important ideas to keep in mind and an approach to be followed for any cultural transformation to be successful. Let’s begin with recognizing the need for change.

Recognizing the Need for Change

Heraclitus once said that the only thing constant in life is change. This is probably more relevant in business today with our customer and employee bases forever evolving in their needs and wants. This alone explains why we need to move our business and people out of the status quo to be constantly evolving to deliver the products or services our customers demand. At the same time, companies must be evolving the employee experience to ensure it meets their employees’ needs and inspires them to deliver more and stay longer.

Culture is the collective mindset and attitude of your employees, and it impacts how much your employees will care about your customers, how much effort they will put into their work, and whether they will stay with you long term.  Ultimately, this impacts the performance and profitability of the company, so it’s pretty important. When companies see poor customer feedback, small market share, low productivity, low employee engagement, or high turnover, there is a good chance the company had a culture problem—meaning their employees just don’t feel as good as they should about who they work for or what they do. This is the clearest message that it is time to transform your culture, and reprogram your employee experience.

Once you’ve recognized the need for change, it is important to have a well-thought-out transformation plan that incorporates the following ideas.

Transformations Must Be Led from the Top

Culture transformation has to be led from the top. This does not mean a bunch of words being said—it means making decisions that support the change.  The problem, in our experience, is that for many cultural transformations the owners or executive teams think that the change is for everyone else but them. This is a problem. Successful transformations occur when the people at the top of the company become the change they want to see in others. Gallup recently shared 70% of variance in culture is due to team leadership. Executives set the example, and let their actions begin any transformation process. This means getting them out of the office, ensuring they have conversations with employees who may not even know who they are about the reason for change, and being humble enough to admit that they too are challenged by the transformation process. The transformation process requires executives to be vulnerable, which is not something they are always comfortable being. It is also important that the ownership and executive teams then focus on the most important group within the organization to ensure the cultural change is successful. Hint: it is not the front-line staff. The focus must be on the middle and front-line managers, as they are the critical element in the transformation process.

The Key to Any Transformation Is the Front-Line Managers

Generally, the executive and senior leadership teams are a small group within the organization that is acutely aware of how important the culture transformation process is. Therefore, they are generally strong supporters and advocates for change, even if they are not always willing to change themselves. However, even though the need for change is strong amongst the owners and senior leaders, research suggests that only 12% of companies executing a culture transformation process achieve their desired results. Why is this number so low when there is commitment from the top? It is because, even though the cultural transformation must be led from the top, the small ownership, or senior leadership team cannot initiate the change on their own. They need help, and the problem is they often don’t engage the most important group to assist in the change—the front-line managers.

employees

What do you think has a bigger and better chance of impacting change amongst your employees: a 15-person executive team, 50-person senior leadership team, or a 500-person front-line management team? The answer is, you need all of them. But if you only have a small executive team or a slightly larger senior leadership team trying to implement cultural change without the involvement of the front-line management team, you will fail.

Even if we understand the need to get the front-line managers involved, we often assume that because they have a title that they get it, know it, and do it. When we make assumptions about the abilities of the management team to lead the change process, we fail to instill the necessary comfort and confidence in them to affect change. Instead, we allow them to maintain their own sense of status quo, meaning all the training and communication in the world for the front-line staff will do very little to change mindsets and habits, because the group they look to for most of their communication, in actions, words, and attitudes, are still doing what they always did. When the employees see that their immediate managers are not changing they naturally assume there is no real need for them to change too.

To successfully change your culture, you must invest most of your time, training, communications, and accountability in your management team. A big part of the focus on the managers is to assess their leadership abilities. Leadership is defined as a person’s ability to inspire someone to want to do what they, the leader, wants them to do. If you ask most front-line staff, they will tell you that they do not want to change. So the cultural transformation process, in my mind, is the best opportunity to see if your managers can inspire their people to want to do something they probably don’t want to do. By having the right management team in place with the ability to lead change you not only significantly increase your chances of a successful cultural transformation, but you also have a strong leadership team in place moving forward.

All Managers Are Responsible for Communicating Change

As I have already indicated, the key is not to assume that the managers know how to change or what needs to be done, so you must invest in their development first. The important things to work through and teach your managers are to understand the change process, why the culture is changing, how they can model the ideal leadership behaviors, and what they can do to improve their employees’ experience. From these initial training sessions, it is important that you communicate with the managers the reason for change, and provide them with a few choice sound bites that they will ultimately use with their staff. Communication is critical to successfully change while maintaining engagement from employees.

workplace employee

The next set of skills that you must ensure your front-line managers have is the ability to provide informal feedback, or have casual conversations with their staff about the new behaviors they wish to see. In our experience, the front-line managers’ inability to give casual and comfortable feedback to their staff is another important reason why transformations fail. So before doing anything with your staff, ensure your managers are trained on understanding change, why change needs to happen in your organization, how to help their staff change, and how to give them effective feedback once the new mindset and behaviors are rolled out.

Remember, just like with anyone, do not think that by putting a manager through a training class that they will suddenly adopt the habits and expectations held of them. The secret with managers is to require them to practice their new habits immediately.  This is done by equipping managers with sound bites, posters, videos, and talking points they can use with their staff to stimulate conversation. By requiring them to talk about the reasons for change and demonstrating the new habits, you can quickly evaluate a manager’s belief and commitment to the transformation process. Remember, if you do not enable them by giving them the necessary training, tools, and information, they will not be able to lead the change process. Invest the time and resources to make them a part of the change process, not a group sitting on the sidelines.

One of the important steps is to provide the management group with their own coaches, someone who can give feedback and guidance on these initial steps. The coach is assessing each manager’s engagement in the process. There are few organizations with the resources to dedicate coaches to the managers, which is why SGEi has focused on coaching managers over the years by providing them with the training, feedback, and support to be successful in change. We have learned that by setting a series of tasks for the managers to complete, guiding them through what to say and how to say it, and then ultimately assessing their ability to deliver, these are critical components to a successful cultural transformation. While we encourage our coaches and the executive teams to recognize the managers whose departments meet their goals and are champions of the change process, we also require the executives to have tough conversations with those that do not. It is important to note that those tough conversations might lead to making the equally tough decision that a certain manager is not a good fit for your organization to move forward.

One of the things our coaches have learned over the years is that managers reaching out for help or asking a lot of questions is a good thing. I am often quoted as telling all managers that they should all be struggling when it comes to change and the unknown. Our coaches know that the managers to be worried about are the ones who do not step up and ask for help—or remain quiet during training. This group is hoping that the cultural transformation just goes away, which is another reason why requiring the front-line managers to be front and center in communication is the best way to judge their comfort and confidence in the process and messaging.

Leading Change with the Front-Line Staff

Once your managers are set up for success, the attention shifts to executing change with the front-line staff. Consider the following ideas: First, keep their training sessions short, no more than two hours. Involve the executives and managers to speak at the sessions and keep training interactive and fun. Remember, most of the habit transformation will occur back in the operation, so any training session should be an introduction of ideas and behaviors. If the managers are providing feedback effectively, the employees will begin shifting their perspectives and evolving their behaviors. Reinforce the casual conversations with a lot of employee recognition to celebrate effort and mastery.

employees

Have a Plan for Those That Don’t Want to Change

At some point, as there is positive momentum in the organization, and you have provided a lot of information, training, and tools to enable great performance, you will have to start focusing on those still resisting the change. This is where you need to develop a consistent, clear, and comprehensive plan with your human resources team to transition out those that do not want to be a part of the new culture. However, don’t be too quick to write people off. People will surprise you.

In Part 2 of this blog series, I will discuss key ideas for a successful culture transformation. Read Part 2 here.

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About the Author
Shane GreenA world-renowned keynote speaker, author of Culture Hacker, and television personality, Shane Green is a business magnate who consults global Fortune 500 leaders on customer experience and organizational culture. Shane draws upon his foundation at The Ritz-Carlton Hotel Company and work in multiple industries to transform employee mindsets, habits, and skills to improve customer experiences and interactions. As the President & Founder of SGEi, Shane leads a team of professionals who inspire brands like the NBA, Westfield, Foot Locker, NetJets, Cisco Systems, and BMW to reprogram their employee experiences to create loyal customers and raving fans. Visit www.ShaneGreen.com to learn more.

 

About SGEi
At SGEi, we help executive teams develop a transformation strategy and plan. We enable and coach your management team to own the continuous development of your company and people. We design and deliver the training and communications necessary to shift mindsets and habits to meet the objectives of the company. Please email connect@sgeinternational.com to learn more about how we can assist you with your transformation needs.

 

appreciate employees during the holidays

7 Holiday Ways to Spread Employee Appreciation

While you may do your best to spread seasonal cheer and appreciation, it’s important to keep in mind that this time of year is not all sparkles and snowflakes for your staff. Many of them will be trying to balance holiday schedules and family complications while feeling added stress due to end-of-year work tasks. Furthermore, absences and vacations often leave big holes in staffing right when the duties are most intense. With only 34.1 percent of employees engaged at work without the distractions associated with the holidays, don’t be surprised if the holidays bring a decline in productivity and a decrease in employee engagement.

There is a fix for this. Expressing employee appreciation during the holiday season is a powerful way to build good will that will last long after the candy canes have been composted. Here are seven tips for sharing true merriment (or at least momentary comfort) with your workers over the holidays.

1. Deliver Individual, Handwritten Notes

Almost all our written communications now take place online, so the simple act of putting ink on paper adds a real sense of importance to whatever is being said. Concentrate on each employee’s specific strengths, challenges, and achievements, when acknowledging their contributions on a nice sheet of paper. Avoid using holiday cards for this purpose, because you don’t want it to seem like an obligatory act. Research at Wharton School of Business found that when managers take time to express gratitude to workers, productivity increases by 50 percent.

2. Facilitate Relaxation

Weathering the winter holidays is hard work; a survey conducted by Healthline shows that between 61 to 65 percent of workers feel elevated stress during the holidays due to factors including money, family expectations, heavier work duties, and scheduling and travel demands,. You can brighten everyone’s day by bringing in a massage therapist to offer free shoulder massages or in-chair back rubs. Another inexpensive option that can be helpful is a wrap station. Encourage workers to bring in their stacks of unwrapped family gifts and provide a space with free wrapping paper and various tools and supplies. Employees can socialize during breaks while they get a personal chore accomplished.

3. Be Flexible

Winter weather complicates commuting, and if children’s schools close, you may end up with frustrated employees who are torn between commitments. Letting your people work remotely or adjust their schedules can go a long way toward relieving family stress, and employees will be able to concentrate on job duties if they aren’t having to text a stranded family member. With half of the modern workforce holding a job with some workplace flexibility, this initiative might be one to keep year-round.

If your company’s tasks cannot be handled remotely, you can win huge points by encouraging employees to bring their children to work. Buy a few games or hire a temporary childcare worker; for a small investment, you can earn months of heartfelt gratitude from busy parents. Besides, you’ll be helping your company save money. One snow day in Massachusetts costs the state around $265 million, most of it in lost wages.

4. Provide Free Food

While employees welcome edible contributions any time of year, food is one of the strongest ways to put something tangible behind your holiday employee appreciation campaign. In a workplace survey, 51 percent of respondents said that perks involving food made them feel valued and appreciated by their employers, and the holidays give you a ton of options for fun food treats. Keep some of the offerings vegetarian and gluten free, and include more than sugary desserts if you want to help people concentrate on work. If end-of-year tasks are causing your staff to burn the midnight oil, ordering in some pizzas can make all the difference in people’s commitment to stay until the job is done.

5. Host a Volunteer Day

Building a company culture of volunteerism pays valuable dividends in the form of employee morale and brand perception, according to a Deloitte study. This is especially helpful during the holiday season, because many people get depressed when they feel that celebrations have lost a central purpose of generosity and caring. You can divide staff up into different teams, depending on the volunteer setting, and help with a toy drive, holiday meal program or other community cause.

6. Encourage Employee Recognition

Employees need to feel appreciated by co-workers as well as by supervisors. In a “recognition-rich environment,” according to Gallup, employees who feel adequately recognized (including by their peers) are only half as likely to quit during the following year as those who don’t feel appreciated. The holiday season offers fresh new approaches for co-workers to gift each other, including “Secret Santa” programs and cookie or gift exchanges. Provide the initiative to get the ball rolling, and offer logistical support to any employee who wants to spearhead a recognition program of seasonal fun.

7. Leave the Holiday Party Early

This last tip might sound confusing, but it’s good to start the new year without taking yourself too seriously. Regardless of how cool you are, you’re in a position of authority, and your employees will inevitably feel somewhat self-conscious in your presence. Leadership consultant Tine Thygesen reminds managers that “while bosses are (mostly) nice people, it’s a well-known fact that no one wants to sit next to them at the Christmas party, because then they have to behave.” She urges bosses to show up during the first part of the event, circulate in a friendly way, and then leave while everything is still underway, so that employees can relax and really bond with one another.

Rewards and recognition are an important part of your company culture all year round, however the holiday season provides you with unique opportunities to show your employees that you care. For more handy tips, check out this report: The Art of Appreciation

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Employee Recognition Spotlights

Spreading Employee Recognition and Appreciation Across Achievers

It’s that time of year again, time to give thanks! And what better way to give thanks than to thank our very own employees here at Achievers. A business is nothing without its employees, which is why we encourage frequent employee recognition and appreciation. Today, we’d like to highlight some of the top employee recognitions sent across our ASPIRE platform, powered by Achievers’ HR technology. We’re proud of our employees and everything they accomplish day-to-day. Check out some of our favorite recent employee recognitions and get inspired to thank someone in your organization for a job well-done!

Achievers ASPIRE Employee Recognition Card

Achievers ASPIRE Employee Recognition Card

Achievers ASPIRE Employee Recognition Card

Achievers ASPIRE Employee Recognition Card

Achievers ASPIRE Employee Recognition Card

Achievers ASPIRE Employee Recognition Card

Achievers ASPIRE Employee Recognition Card

Achievers ASPIRE Employee Recognition Card

Huge shout-out to Achievers’ employees for everything that they do. If you want to know what it’s like to work at Achievers, check out our fun Achievers Facebook Photo Album. And discover how other companies are spreading employee recognition and appreciation with Achievers by checking out their customer stories here. Did I also mention that we’re hiring? Apply now.

Don’t let employee appreciation be limited to the holiday season. Start encouraging employee appreciation throughout the entire year with an unbeatable employee recognition and rewards program! Take the first step by downloading The Case for Employee Recognition.

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About the Author
Kellie Wong
Kellie Wong is the Senior Social Media and Editorial Manager for Achievers. She manages Achievers’ social media presence and The Engage Blog, including the editorial calendars for both. In addition to writing blog content for The Engage Blog, she also manages and maintains relationships with 35+ guest blog contributors and edits every piece of content that gets published. Connect with Kellie on LinkedIn.

 

 

Take Advantage of HR Tech

5 Creative Ways to Engage Employees with HR Tech

It’s no secret that an engaged employee is a productive employee, but fostering and maintaining that initial focus and enthusiasm is no easy task. Employee engagement relies on sparking an emotional investment in the company and creating an atmosphere in which everyone is motivated to work toward common goals. Considering only 29 percent of workers say they’re actively engaged at work, this is an issue most businesses contend with on a daily basis. Digital technology has rewritten the rules for both business and personal interactions. It’s surprising that 89% of the workforce feels they aren’t provided with the latest technology when it’s become such a necessity in the modern workplace. For savvy HR teams, there are myriad ways to bring positive change to the workplace and encourage employees to communicate, share and participate leveraging HR tech. Let’s take a look at a few ways technology is changing HR for the better.

  1. Play Around with Gamification

About 40 percent of Global 1000 organizations use some form of gamification to keep their employees engaged and invested, but what is it and how does it work? Gamification is simply a way to apply elements typically found in games – achievement-tracking, peer competition, immediate feedback and so on – onto a variety of real-world situations. HR tech platforms use these factors to tap into employees’ psychological motivators, encouraging good-natured competition and social sharing that drives determination and fun.

  1. Personalize the Employee Experience

Every employee wants to know that their unique needs and abilities are frequently recognized, and one way to accomplish this is through delivering a personalized working experience. This means making the extra effort to understand each employee’s specific wants, needs and preferences and catering to them, from the initial hiring process all the way through day-to-day activities and tasks.

Software platforms simplify this task, making it easier to customize everything from onboarding to benefits enrollment to ensure that each employee has the support and experiences they want. If your company offers a wide range of benefits, you can also leverage computer algorithms to help your employees identify the benefits that are most useful to them. This kind of individualized attention drives home the point that each employee is valued and respected, making them more likely to invest personally in their work.

  1. Manage Employee Feedback

When it comes to employee engagement, few things are more important than providing ways for workers to give feedback on the issues that matter to them. Employees need to know that their voices are being heard, and pulse surveys are one way to ensure that happens. Pulse surveys can be used to gather data on virtually anything, from gauging feelings about a recent significant change within the company to tracking the effects of action initiatives. This allows employees to offer real-time feedback and also provides managers with the valuable information they need to guide their decisions and inform strategy. However, it’s important that you have a genuine commitment to acting on the results of these surveys, as engagement may actually suffer if employees feel their input has fallen on deaf ears.

  1. Reward and Recognize Employees

Everyone wants to be recognized for their good work and achievements, but many employees feel their efforts go largely unnoticed. One way to remedy that is through HR tech tools and cloud-based platforms such as Achievers that encourage peer-to-peer recognition. Whether it comes in the form of leaderboards, awards or social and monetary recognitions, these tools keep employees engaged by recognizing achievements and creating a fun, friendly competition in the workplace. In fact, 75% of employees who were recognized by their manager once a month reported being satisfied with their job.

  1. Stay Connected

At 43 percent of all employed Americans, a greater number of employees than ever before are spending at least part of their time working remotely. While remote working on its own has been connected to higher employee engagement and greater employee satisfaction, it’s still important to make the employee experience as smooth as possible. Meeting with workers at their home office will require some different approaches and balance acts – consider exploring communication and web conferencing tools to keep in touch without a keyboard. If your remote workers need to use a variety of different systems during the course of their work, APIs can be used to tie disparate platforms together into a convenient and efficient whole.

No company can thrive without happy, motivated workers. In fact, companies with engaged employees typically outperform those without by up to a staggering 202 percent. By leveraging the technologies laid out above, you can streamline your HR responsibilities and help foster a friendly, productive environment that encourages your employees to reach their full potential.

To learn more about the importance of employee engagement, check out this fun infographic 6 Stats That Speak to Employee Retention

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About the Author
Beth Kotz is a freelance contributor for numerous home, technology, and personal finance blogs. She graduated with BA in Communications and Media from DePaul University in Chicago, IL where she continues to live and write. You can find her latest work at HomeOwnerGuides.com.

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Identify skilled leaders

5 Leadership Skills to Look for When Promoting In-House

Promoting in-house is a smart way to grow your business and invest in your staff towards leadership development. Companies that promote from within often have higher satisfaction ratings from employees and there’s nothing like the possibility of a promotion to keep your team working hard. According to Adam Foroughi, a co-founder and CEO:

“Outside hires can sap the motivation for mid-level and junior-level talent to work harder and move up the ladder. When you promote from within, your employees know that the sky’s the limit, so they always work hard and deliver more for your company. In my experience, this ‘sky’s the limit’ approach creates an atmosphere of optimism that has a positive effect on everyone.”

As you look to various employees who may be similar in terms of work ethic, company loyalty and passion for the business, look for these leadership traits that set them apart. Employees who exemplify these characteristics will be better suited for a leadership position, allowing you to promote the most qualified and excited employees.

  1. Confidence

Confidence is one of the best indicators of potential success with an in-house hire. Fear of personal failure affects a staggering 31 percent of Americans according to a 2016 survey. The same survey even found that 6.1 percent of respondents had given up a promotion due to fear of failure.

While having these fears is common, employees that are confident in their decision-making skills will be more effective leaders. How do you identify confident employees? Look for the following traits, as outlined by Jeff Haden, of Inc.:

  • They take a stand—not to be right, but because they aren’t afraid to be wrong.
  • They listen more than they speak.
  • They duck the spotlight to shine it on others.
  • They freely ask for help.
  • They think, “Why not me?”
  • They don’t put other people down.
  • They aren’t afraid to look silly.
  • They make their own mistakes.
  • They seek approval from only the people who matter.
  1. Social Skills

One of the best ways to know if your new hire has leadership potential is the ‘beer and barbecue’ test, according to Brian Scudamore, CEO of O2E Brands: Would you want to have a beer with this person? Would they have a good time and make connections at a company barbecue?

If so, the person shows leadership potential, because leadership is all about effective communication. You’ve seen this employee in action, and have a good idea of what their strengths and weaknesses are. If communication is one of them—they tend to be social at group events, often organize fun shindigs in the office, or are always the first person to answer a group email—then they may be one of the top candidates.

It’s also important for leaders to recognize others and show appreciation for hard work. Only 41% of employees feel recognized at their desired frequency and 60% feel their managers don’t recognize them enough. Recognition goes a long way and understanding the importance of employee recognition can positively impact employee engagement levels.

  1. Vision

The best leaders have a good idea of what they want to bring to the table. Business News Daily says that a good internal hire will already be showing signs of this kind of vision. They’ll be motivated, focused, and already striving to make company practices as streamlined as possible.

Look for employees that are ‘hustling’ and doing their best to make the company better, rather than simply showing up and going through the motions each day. You can trust that employees who share your vision, and maybe even have their own ideas for the growth of the company, will improve the organization when in a leadership role.

  1. Critical Thinking Skills

Managers are required to think critically every day: “One of the most common duties of a manager or supervisor is to make sure that client, customer, and employee obstacles are being removed or lessened. This includes making sure questions are being answered, proper actions are being taken, and problems are being resolved,” says Lindsey Burke of Select International.

Work with the potential candidates’ direct superiors to assess their work on the last few projects. Ask questions like:

  • Have they shown the ability to analyze a situation thoroughly instead of responding to it immediately?
  • Can they find effective solutions, or do they flounder?
  • Do they regularly offer solutions in brainstorming sessions and meetings?
  1. Ownership

If you’re considering an employee for a promotion, start by giving additional responsibility as a trial; even if they don’t know they’re being considered for the promotion or that this is a trial. Then watch closely as the employee(s) inevitably make mistakes and learn through these new tasks.

Employees that show ownership of mistakes they’ve made, and can move past them and see the learning experience that comes out of it, are the employees you want to promote, according to The Muse. The skill of ownership is difficult to teach, but invaluable when it comes to leading a team. Employees that embody this trait will often be the best people for the promotion.

Start Promoting

Use these tips to find the best candidates for an in-house promotion. There are budding and excited leaders among you, it’s just a matter of finding them. Look for confidence, vision, ownership and more to identify the employees who want to help grow your business and their career.

Discover why it’s important to recognize employees and promote in-house by checking out the eBook The Case for Employee Recognition.

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About the Author
Jessica ThiefelsJessica Thiefels has been writing for more than 10 years and is currently a professional blogger and freelance writer. She spent the last two years working tirelessly for a small startup, where she learned a lot about running business and being resourceful. She now owns her own business and has been featured on Forbes. She’s also written for StartupNation, Manta, Glassdoor and more. Follow her on Twitter @Jlsander07 or connect on LinkedIn.

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Offer the right perks

What Hourly Workers Really Want (It Might Surprise You)

Hourly workers are among the most unhappy employees in the workforce. They often take fewer vacations, have worse benefits, and are passed over for promotions compared to their salaried counterparts. This isn’t surprising. When most companies hire hourly workers, they often focus solely on the dollar amount they must pay to attract qualified candidates, rather than the perks and benefits that can set them apart from other potential employers.

Don’t be MOST companies.

With hourly rates climbing in most major cities, it can be hard to make your job look enticing. However, it turns out that hourly workers value much more than their pay. Employee engagement is more important than ever before. Companies should be considering techniques to attract and engage their hourly workforce

Let’s take a deeper look at what hourly workers really want and how your company can use that to stand out amongst the competition and hire great talent!

Work Flexibility 

It turns out that one of the perks hourly workers value most is work flexibility. In a recent study conducted by Snagajob, nearly 36% of hourly workers reported that work flexibility was the most important perk but only approximately 50% of employers planned on offering job flexibility. So, it begs the questions:

  • How can your company offer flexibility?
  • Is it possible for hourly workers to set their own schedule?
  • Can you offer unlimited vacation time (even if it’s unpaid)?
  • Can your workers choose how many hours they work?

If any of this is possible, your company will greatly improve its odds of making a hire and can even potentially offer a lower hourly rate to prospective candidates.

Bonuses

Another work perk that hourly candidates care about is a performance-based employee bonus.

In the same Snagajob survey referenced above, it appears that 27% of candidates thought bonuses are the most important work perk, so much so that 54% of workers surveyed would change jobs if it meant a bonus structure was included in their compensation plan. Although this seems like the same thing as paying more per hour, which most hiring managers can’t do, bonuses are different.

That’s because bonuses are usually based on work performance. Therefore, if you pay an hourly worker less but offer them a large bonus if they perform well, it’s a win-win situation. If they don’t meet their goals, you don’t have to pay as much. And, if they do, you pay more but you get great results.

See if there is a way your company can offer a bonus tied to performance.  You’ll be able to attract more candidates and it will also give them a great employee incentive to work hard.

Vacation Time

Nearly 13% of workers said that the number one perk they look for is paid time off. However, many hourly employers don’t offer much PTO if they offer it at all. And this, on the surface, seems like a good idea. Why give workers time off when you can have them in the office being productive?

Well, there are a couple very good reasons. Offering PTO is clearly important to workers which means that offering more vacation time will allow you to offer a lower hourly rate or hire more qualified employees. Secondly, many workers don’t even use the vacation time they have earned, so it won’t impact your organization as much as you thought it might. Finally, if your company is in a position where it can offer hourly employees unlimited vacation (even if it’s unpaid), it will be difficult for a candidate to pass up, even for a higher wage. And, as outlined above, they probably won’t use an excessive amount of vacation, even if they do have the option.

Employee Recognition

Don’t just roll your eyes and say “Ugh, Millennials!” Employees, even hourly or contract employees, thrive on engagement, recognition, and general feedback. After all, these are building blocks for improvement and advancement in any career. And even better, deficits in employee recognition are simple to address and can (and most often will) cost you zero dollars. In the meantime, employee recognition improves company culture, increases retention and boosts morale.

There are simple ways to get an employee recognition initiative started. A manager can start by simply sending an end-of-week email highlighting the highs (and lows) of the week. This kind of constructive feedback will enhance an employee’s work. You can even gamify employee recognition, create an employee shout-out on social media or simply give a pat on the back at the end of a grueling project or difficult day. Try taking it one step further and consider implementing HR technology or an employee recognition program across your organization to encourage daily peer-to-peer recognition. Decide what sort of employee recognition best fits your culture and put it into action today!

Employee Engagement

Many hourly employees feel like they’re not really part of the organization or that they are simply temporary workers. However, studies have found that hourly employees usually want to be more engaged with the company they’re working for. There are numerous ways a company and its managers can work to keep hourly employees feeling engaged.

A great way to start is to create a culture of inclusion and make sure that hourly employees are treated and communicated with just like full time or salaried employees. Secondly, managers and other employees should invest the time to get to know hourly employees and form personal relationships.  If an employee integrates particularly well, it may be a good idea to keep them on a salaried basis. Third, managers should communicate regularly with their hourly employees. Many hourly employees complain they are set on a task and are unable to communicate with their boss on a regular basis. Setting up an open line of communication and checking in regularly will not only help an hourly employee stay on task but will also make them feel more engaged with the company and team.

How Does All of This Help Your Company?

If you find ways to stand out amidst an ever-crowded, you can make better hires and pay less per hour by offering the right work perks for your employees. Work perks like flexibility, employee engagement, and vacation time cost your company very little but are incredibly valuable to hourly employees.

If you have any other ideas for great perks that hourly employees highly value, let us know in the comments below, we’d love to hear what you think!

For more information on how employee recognition can help your company, check out the eBook Recognition Culture: The MVP of Employee Experience.

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About the Author
Will Zimmerman is a writer for Proven.

 

managerial tips

5 Ways Managers Can Transform Themselves into Leaders

A quick search on Amazon.com indicates that there are more than 187,000 books with “leadership” or related words in the title. That’s a lot of content written on a single topic.

However,  the word “leader” has been applied to so many different areas of activity that it has become meaningless. Apart from political and military leaders, we have business leaders, market leaders, industry leaders, thought leaders, and so on.

The concept has become so overused that we’ve lost a true understanding of exactly what leadership is. As a result, today’s employees don’t trust their leaders like they used to. And because of this, many areas of the business might suffer, like employee engagement and employee retention.

That said, earning the title of “manager” is one of the greatest professional milestones a contributor can achieve. It means you’ve been deemed capable enough in your current job to be directing others to do it.

Even though this is a leadership role, actually being seen as a leader is no easy task. It takes a great deal of devotion, stamina, and determination.

A manager is someone who keeps operations running smoothly and ensures tasks are completed to meet the defined criteria. A leader, on the other hand, pushes the envelope and drives innovation.

“A genuine leader is not a searcher of consensus, but a molder of consensus.” – Martin Luther King

Make no mistake, both managerial and leadership roles are essential in business. However, leaders are the ones who tend to be remembered and cement their legacies in the history (and self-help) books. Here is what you can do to be one of the crème de la crème…

1. Exhibit Emotional Intelligence

An emotionally intelligent leader can be defined by five major components:

  1. Self-awareness
  2. Self-regulation
  3. Motivation/passion
  4. Empathy
  5. Social skills

Plain and simple, business is about people, both internally and externally. A good leader is well-aware of this and uses these components to pick up on the sensitivities of those around them. They can see the big picture and acknowledge opinions in the correct context of how they fit into it. Even more, they can anticipate reactions and proceed appropriately on instinct.

In terms of emotional intelligence, perhaps the most valuable trait of effective leaders is their ability to listen critically and observe neutrally. In addition to understanding what others are saying, they also take mental notes of the emotions behind the words. In many cases, these are much more important than the words themselves.

Leaders are visionaries. They know how to work with what they are given and inspire others to collectively achieve long-term goals. Speaking of vision . . .

2. Commit to Your Vision

Managers are committed to an organization and its goals. Their loyalty is to the company, and they have the reliability and inflexibility typical of the “good soldier” in that commitment. They’ll ask staff to push ahead, chasing the company’s aims. But their primary duty is to the organization.

By contrast, leaders are committed to their vision. We hear a lot about how leadership goes hand-in-hand with disruption, but unless you’ve worked with a true leader you don’t necessarily realize that disruption starts at home – in the leader’s own organization. Managers want to keep the show on the road. Leaders ask if it’s the right road, the right show, the right cast. Richard Hackman, the Edgar Pierce Professor of Social and Organizational Psychology at Harvard University and a leading expert on teams and teamwork, has this to say:

“Every team needs a deviant, someone who can help the team by challenging the tendency to want too much homogeneity, which can stifle creativity and learning.”

While managers want each day and each operation to run smoothly on well-understood lines toward predefined goals, deviants are the ones who stand back and say, “Well, wait a minute, why are we even doing this at all? What if we looked at the thing backwards or turned it inside out?”

When the Hackman deviant is just another team member, not a leader, they can be shouted down or frozen out, especially by over-organizing managers. But when they’re the one in charge, the whole team is moving toward innovation.

If you want to be a great leader, expect – and cause – the ground to shift under your feet in ways no manager would ever want. Change your vision of commitment before you commit to your vision.

3. Get Your Hands Dirty

Most great leaders have a common trait: their subordinates trust them and demonstrate unflinching loyalty to their cause. To achieve this, you must prove that you are willing to put yourself in the trenches and not delegate any task that you wouldn’t do yourself.

In other words, you must practice what you preach and not be afraid to jump into the thick of things. Working side-by-side with your subordinates will give you a better idea of exactly how things run on the ground level as well as working knowledge of the tools and methodologies your team uses to complete their tasks and streamline job management.

At the end of the day, demanding respect won’t give you the results you want. To actually earn it from those around you, one of the best things you can do is exhibit an all-for-one and one-for-all attitude.

4. Build People Up

When looking at the concept of people management, there are two major theories to consider.

The first one is Theory X. Managers who fall under the purview of Theory X are more pessimistic and generally assume subordinates do not like their job, avoid responsibility, and must be constantly controlled. These managers are typically known for stifling ideas and not focusing on the unique value each person offers. When this is the case, employees can easily lose motivation, resulting in a high turnover rate. In fact, a study by Gallup found that the odds of an employee being engaged are only 9% under such circumstances.

On the contrary, Theory Y is the one most often adopted by respected leaders. These managers live under the assumption that their subordinates are self-motivated and can work on their own initiative. When the work environment of an organization assumes and provides for such a culture, employees feel fulfilled both personally and professionally, and are motivated to do their best work.

Ultimately, it’s much harder for an organization to develop when managers tend to hold people back. A good leader encourages others to speak up and be meaningfully involved in completing the mission, rather than just following orders. Essentially, leaders coach and mentor, managers give commands.

The key to becoming a “Theory Y Leader” is by promoting transparency in the workplace. Make it a point to encourage open communication. Ask for honest feedback and value everyone’s opinions. This is how company cultures evolve and employees feel more engaged.

5. Challenge the Status Quo

As previously stated, managers keep operations running per usual. Leaders are known to break the mold and take risks. Bill Gates dropped out of college to start Microsoft. Alexander the Great marched a tired but undefeated army on and on. The best leaders are not remembered for playing it safe when opportunity arose.

To establish yourself as a leader, you must be willing to step out of your comfort zone, without being intimidated by the idea of failure. While you should always take appropriate precautions and “manage” risk, remember that leaders embrace change, even if there is nothing wrong with the current status quo. Great breakthroughs don’t happen without a significant risk factor.

“The reasonable man adapts himself to the world; the unreasonable one persists in trying to adapt the world to himself. Therefore, all progress depends on the unreasonable man.” – George Bernard Shaw

Leadership is about finding new and innovative ways to improve the norm. When you take risks, you are not judged by the extent of your success or failure. You are defined by the thought process underlying your approach, how you reacted throughout the execution, and what you did with the outcome.

Over to You

It’s important to note that leadership and management are not mutually exclusive roles. Leaders are managers by nature, and vice versa, in many instances. There will always be a need for someone to keep operations going steady. But for a business to see significant growth and development, managers must strive to push boundaries and claim new territory. The impact of a true leader is profound and influences the way people work and live. Ultimately, true leaders are those who make the world a better place.

Check out The Ultimate Guide to Employee Recognition to see how leaders can effectively engage, align, and set their employees up for success.

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About the Author
Lori Wagoner is a market research consultant. She advises small businesses on new ways to find local and national business. She’s an avid blogger and writes for sites such as Small Business Can, Tweak Your Biz and Customer Think. You can catch her on Twitter @loridwagoner.

 

Shocking HR Stats

13 Scary Employee Engagement and Recognition Stats That Will Spook You This Halloween

Are you haunted by worries that your best people might quit right before a key deadline? Does lack of team alignment keep you awake at night? Don’t let the tentacles of leadership doubt creep into your brain during hours when you should be rejuvenating. Read through these thirteen hair-raising employee engagement and recognition statistics below and banish any lurking shadows from your company culture.

1. Workers Are Still Rewarded Just for Existing

In a scary throwback to the mid-twentieth century, 87 percent of employee recognition programs center on how long the person has been at the company. While it’s true that minimizing turnover is helpful, nobody comes to work every day because of recognition they’ll be awarded in some future year.

2. Frequent Recognition Gets Overlooked

We know, your life as a manager gets hectic, and you may assume employees can read your mind when you don’t express the appreciation you feel. Pro Tip: They can’t. A Gallup survey finds that only 1 in 3 workers strongly agree that they have been praised or recognized within the past week for doing good work.

3. Most Workers Are Not Engaged

According to Gallup’s 2017 State of the American Workforce report, 51 percent of employees state that they are not engaged in their jobs, which means they’re likely keeping an eye open for a new job. That’s a scary thought, isn’t it? And don’t even think about the distracted workers doing jobs that have a direct bearing on other people’s health and safety.

4. Leaders Are Falling Down on the Job

Gallup provides some truly alarming figures related to the failure of leadership in today’s companies: Only 15 percent of employees “strongly agree” that their management gives them confidence about the future of the company, and only 13 percent state that the company’s leaders communicate effectively throughout the organization.

5. Actively Disengaged Workers: A Problem Waiting to Happen

The number of “actively disengaged” workers, at 24 percent, is nearly double the 13 percent of workers who say they are actively engaged. This can be expensive to your business, as Gallup points out that each instance of employee turnover costs your company an average of 1.5 times the employees’ salary.

6. Recognize Them or Lose Them

Research published in Human Resources Today finds that “the number one reason why people leave jobs is limited recognition and praise.” This is a simple statistic, easy to remember, that will help you keep your talented workers on board for the longer term.

7. Criticism Impairs Thinking

You may think constructive criticism will elicit star performances, but neuroscientists disagree. In fact, criticism activates higher levels of the hormone cortisol, which researchers say “shuts down the thinking center of our brain.” Praise, on the other hand, stimulates the basal ganglia to release pleasure hormones dopamine and oxytocin, which improve performance and attention levels.

8. Lack of Recognition Interferes with Performance

Do employees who aren’t praised work harder, in hopes of eventually being appreciated? Harvard Business Review says “No.” Their research points out that 40 percent of American workers say they would put more effort into their jobs if their employer recognized them more often.

9. Don’t Be Part of This Statistic

The Harvard Business Review study cited above also found that the average employee in their survey reported that it had been 50 days since they last felt recognized for anything they did at work. What number would your average staff person mention, if a surveyor were to ask this question?

10. Millennials Can Slip Away

A recent Deloitte survey found that 2 out of every 3 millennials expect to leave their current job by 2020. One major reason for this restlessness is that this generation feels their skills are not recognized. Only 28 percent of respondents stated that their organization is currently making full use of their skills. To keep your younger workers engaged, you need to recognize their efforts by offering development opportunities.

11. Millennial Need for Flexibility Is Overlooked

Chances are good that the millennials working for you want more flexibility. Eighty-eight percent of younger workers want more schedule flexing authority, while 75 percent want the opportunity to work for home. Meanwhile, only 43 percent of these workers are allowed to work from other locations… so it’s a good bet that some of your staff are surfing the web looking for more adaptable jobs

12. It’s Up to You

Management accounts for 70 percent of the variance in engagement scores. That’s both good and bad news. It means you have a huge influence when it comes to upping your employee engagement scores, but it also means that no other techniques for increasing engagement will be successful if you ignore your role in the solution.

13. Don’t Be Overconfident

You’ve just read a dozen statistics indicating just how big the room for improvement is. Here’s one last warning to take with you: 89 percent of senior managers feel that their company is actually very good at recognizing their workers. This means they probably won’t change. Don’t be part of that overconfident group.

The figures above come from a range of sources, but they all deliver one single message: Rewarding and recognizing your employees is a no-brainer. You work hard on all kinds of complex tasks in order to bring success and sustainability to your company. Don’t overlook the most obvious — and simple — building block of workforce loyalty: prompt, varied employee appreciation.

For more insight on the importance of recognition in the workplace, check out Achievers’ eBook, Recognition Culture: The MVP of Employee Experience.

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Elite 8

Meet the Elite 8 Winners Recognized for Exceptional Commitment to Employee Engagement

The Achievers 50 Most Engaged Workplaces Awards aim to encourage companies to reflect on the work environments they’ve curated. The quality of an output, whatever it may be, is defined by the people who execute on the process and is indicative of how engaged they are with their work. There is no exact science to employee engagement: its composition varies based on the values and mission of a company, but there are 8 elements that consistently align with engagement. As we reviewed the Achievers 50 Most Engaged Workplaces Awards applications, we kept a special eye out for applicants that excelled in these specific elements of employee engagement: are you ready to meet the Elite 8?

Leadership

Alliance Data Systems is the engine behind loyalty and marketing campaigns for more than 1,000 consumer-facing companies worldwide. Leader transparency and interaction is a priority for them: their CEO visits most of their locations around the world every year to speak with associates, answer questions and share the long-term vision.

Communication

Electronic Arts is a leading global interactive entertainment software company that delivers games, content and online services across a variety of platforms. Agile goals that evolve alongside career development plans or business priorities paired with real-time feedback ensure constant, candid communication flows.

Culture

ARI combines ideas, technology and human perspective to curate an automotive fleet management experience that optimizes performance and impacts customers’ bottom line. Family defines their culture: from internal priorities that foster career development and recognition, to an emphasis on personal interaction – caring is key at ARI.

Rewards & Recognition

ATB Financial takes an Albertan-centric approach to banking to help foster successes within the communities of Alberta. They strive to embed recognition in their company DNA to increase personal equity, company commitment and customer service.

Professional & Personal Growth

ArcelorMittal Dofasco is Canada’s largest flat-rolled steel producer and a hallmark of advanced manufacturing in North America. From global assignments and leadership development to apprenticeship program and tuition refund, emphasis is placed on helping employees grow their careers internally.

Accountability & Performance

Cadillac Fairview Corporation Limited transforms communities for a vibrant tomorrow: one of largest owners, operators and developers of retail, office, mixed-used properties in North America. Company-wide objective setting and performance coaching ensures alignment on business objectives and clarity surrounding expectations of team members.

Vision & Values

Reynolds American (RAI) and its operating companies have a bold vision to achieve US market leadership through the transformation of the tobacco industry by meeting emerging marketplace demands for innovative tobacco products while redefining how a tobacco company can help reduce the harm caused by smoking. RAI employees are innovative trailblazers who are connected by common core values to drive innovation and ignite the breakthroughs that are changing an entire industry.

Corporate Social Responsibility

Total Quality Logistics is a freight brokerage firm in North America that keeps the economy moving by connecting customers needing to move truckload, LTL or intermodal freight to carriers with the capacity to move it. They established their program to organize and amplify employee’s philanthropic efforts.

There you have it. Eight companies who have identified and developed the engagement element that drives their success. An idea can only thrive if it has the right people to execute on it: employee engagement matters.

Learn more by reading the press release announcing the Elite 8 here.

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About the Author

Sarah Clayton

Sarah Clayton is the Communications and Campaigns Specialist at Achievers, where she focuses on generating content to drive desired recognition behaviors and engagement on the platform.

 

 

 

engage your workforce

Smart & Final: Effectively Engaging 10,000+ Employees

How do you effectively engage over 10,000 employees? This was the challenge presented to Smart & Final, a major chain of warehouse-style food and supply stores. Smart & Final has over 10,000 employees and approximately 211 stores in 5 states. Their previous employee recognition strategy consisted of a ubiquitously disliked service awards program that was perceived by employees as being impersonal and demotivating. This type of employee experience was unacceptable and something had to be done about it. The Smart & Final team took on the huge task of overhauling their employee recognition strategy and finding a new way to boost employee engagement across the entire organization.

With 66% of HR leaders currently updating their employee engagement and retention strategies, Smart & Final is not alone. Companies worldwide are finding immense value behind putting more time and resources into employee recognition and engagement programs. For starters, 60% of best-in-class organizations have stated employee recognition is extremely valuable in driving individual performance and 50% of HR leaders said that an increase in employee recognition would boost employee retention. If that isn’t enough, a 1% increase in employee engagement equates to an additional 0.6% growth in sales for companies.


Businesses share why employee recognition and engagement matters

It’s a no-brainer why so many companies, such as Ericsson, Rogers, and Availity are jumping on the employee recognition and engagement wagon. Smart & Final wanted to make sure their new HR strategy would hit employee recognition numbers out of the park. And that’s exactly what they did. After Smart & Final implemented its new Spotlight program with Achievers, they saw stronger employee alignment, activity rates, and revenue. The business impact was significant with amazing results, including:

  • Increased monthly recognition activity at 11 times the normal average
  • More than 43,000 recognition moments in one month alone
  • Sales grew 1.1% on average
  • 96.8% of employee recognitions were sent without points attached, making the cost virtually free

Joe Tischbern, Manager of Learning and Engagement at Smart & Final, has seen a shift in perspective from executives on employee recognition after kicking off Spotlight. In our customer testimonial video, he shared:

“Some of our executives were skeptics when we started this. They’re no longer skeptics because they see the impact that a recognition they give has on the hourly associate working in the store. Our CEO himself has said that he’s seen the difference. He’s seen the fact that when he has the opportunity to recognize people, he sees a change in their behavior.”

Not only did Smart & Final’s new employee engagement strategy convert recognition naysayers into believers; sales numbers, employee happiness, and customer satisfaction all improved. Tischbern further shared:

“Sales actually increased during the process because associates were excited. There was a better attitude. The customers were more excited because our associates were more excited.”

Smart & Final’s Spotlight program successfully increased employee engagement across its entire organization. With only 13% of employees engaged worldwide and disengaged employees costing organizations between $450-$550 billion annually, it’s important to address the current state of employee disengagement sooner than later. Avoid high turnover rates and unnecessary costs by re-evaluating your current employee engagement strategy today. Ask yourself the following questions:

  1. How are you currently engaging employees? Is it working?
  2. Are you successfully measuring employee engagement at your company?
  3. Would you consider your company culture positive or negative?
  4. How often do employees recognize colleagues at your workplace?
  5. Are your employees overall happy at work?

If you are unsure how to answer the questions above or unsatisfied with your response, it might be time to join the 66% of HR leaders who are updating their employee engagement and retention strategies. Follow in the steps of Smart & Final and start making a change to create an unbeatable impact on employee engagement.

To learn more about Smart & Final’s Spotlight program and HR success, download Smart & Final’s case study.

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If you’d like to learn more about another employee engagement success story, check out 4 Strategic Drivers of General Motors’ Adoption of Recognition Technology.

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About Kellie Wong
Kellie WongKellie Wong is the Senior Editorial and Social Media Manager for Achievers. She manages Achievers’ social media presence and The Engage Blog, including the editorial calendars for both. 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.

 

 

 

 

ACE 2017 Key Takeaways

ACE 2017: Key Highlights and Takeaways

There really is no place quite like it…

New Orleans was treated to an eclectic mix of HR professionals as customers from across the globe flocked to the Big Easy for ACE 2017.

The 8th annual Achievers Customer Experience conference was an unparalleled success, as clients and prospective customers exchanged ideas with independent HR thought leaders and decision makers representing some of the world’s most recognizable brands.

Day 1 of the conference kicked off with a series of lively and engaging speakers who introduced the various themes that were weaved throughout the rest of the talks. From the intersection of technology and personalization to navigating organizational change with an aligned workforce, the introductory speeches laid the foundation for a series of thought-provoking breakout sessions aimed at changing the way the world works! Major announcements were made during the event, including Achievers revealing the 2017 Top Category Winners for the Most Engaged Workplaces Awards and the release of Achievers Listen, a suite of tools that is taking employee engagement to the next level.

From the grand ballroom of the majestic Royal Sonesta Hotel, attendees were introduced to some of the developing trends in the employee engagement work space and various success stories from members of the Achievers family:

Achievers’ Chief Technology Officer, Aris Zakinthinos, introduced CHRISTUS St. Michael, who discussed how the implementation of their employee success platform in 2012 had a monumental impact on their business objectives, including a significant increase in recognitions given and leadership engagement as well as a remarkable decrease in their turnover rate, down to 6.4%, well below the industry standard of 19.4%. To read more about Christus Health’s success, click here.

Next up was Blackhawk Network CEO Talbott Roche, who discussed how to use the Achievers platform to drive innovation within your organization. Drawing on first-hand experience, Ms. Roche outlined the benefits of creating an engaged workforce and how recognizing and rewarding their creative potential yields great returns to your bottom line. Ms. Roche went on to highlight some of the success other members of the Achievers family were having with their respective programs.

One of the more recent success stories comes out of Michigan, home to Meijer Inc., a supercenter chain with stores across the United States.

From President and CEO Rick Keyes and Recognition and Engagement Manager, Randi Roehling, we heard about the monumental impact their focus on employee engagement has had since they launched late last year. Discussing how they laid the groundwork for a successful launch of their M-Team program, the duo illustrated the importance of executive buy-in, highlighting the amazing 12,000 recognitions sent out by Mr. Keyes in a few short months.

Next came Achievers’ very own Vice President of Product Development, Egan Cheung, who proudly announced the launch of the much-anticipated Achievers Listen tool. Achievers Listen is a suite of tools that empowers employees to give continuous feedback on what’s working well and what needs to be improved. It provides managers with recommended actions based on their team‘s unique values and culture. We know that every employee is different and to engage your entire workforce, we must avoid a “one size fits all” approach. Achievers new functionality allows you to do just that.

Closing out the morning discussions was an incredible speech from one of the most inspiring young women many in the crowd had the privilege to see. Hannah Alper capped off the introduction to ACE 2017 with a discussion on how minor actions can lead to big change, leaving the crowd both humbled and inspired, ready to springboard into a trio of speaking tracks which individually focused on thought leadership within the HR space (Aspire), best practices for running successful programs (Achieve) and the exciting product functionality and releases from Achievers (Accelerate).

The first day closed out with an amazing event hosted by Achievers. Nearly 300 conference attendees joined a traditional second line parade and enjoyed a lively march through Bourbon Street. The end destination was B.B. King’s Blues Club, where all were treated to some of the best cuisine and music New Orleans has to offer.

After an unforgettable night in the Big Easy, the crowd gathered on Day 2 for a rousing and humorous presentation on Fearless Leadership from Cary Lohrenz, a celebrated author and leader who became the first female fighter pilot in the US Navy. Her experience navigating the inherent challenges of breaking down barriers and shifting individual perspectives prompted unique insights into strategic leadership and diversity training, topics that significantly influence any business’s bottom line.

Closing out the conference was none other than David Novak, author and former CEO of YUM Brands (parent company to Taco Bell, KFC and Pizza Hut). Voted the “2012 CEO of the year”, Mr. Novak knows how to build powerful and diverse organizations. As the leader of over 1.5 million employees, he understands the awesome power of recognition. In his own words, he succinctly drove home what much of the conference covered: “Everyone brings value, worth, and individualism. You need to bring your team together. When you give people respect, appreciation and let them know that they count, they’re going to go to the moon for you.”

With that, ACE 2017 wrapped up. From keynote speakers to customer success stories, the conference illustrated the importance employee engagement and how to get the most of out of your workforce. With the sights, sounds and flavours of New Orleans still fresh on their minds, participants will be able to apply fresh ideas to their programs and drive success within their organizations.

Achievers would like to thank all speakers and every client, partner and friend for their participation in this year’s events. Stay tuned for more information on ACE 2018 in Toronto. Check out photos from ACE 2017 here.

Want to learn more about what was discussed at ACE 2017? Check out 4 Strategic Drivers of General Motors’ Adoption of Recognition Technology, which was written by ACE 2017 attendee and analyst Ben Eubanks.

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Also, while you’re at it, make sure to check out ACE 2017 attendee Coralie Sawruk’s blog post covering her ACE 2017 experience and why she is an advocate for employee recognition.

About the Author 
Darren SavageDarren Savage is currently a Customer Success Manager who works out of Achievers’ Toronto office. Prior to his arrival at Achievers, Darren was a journalist for various publications in the Greater Toronto Area. He left the profession to explore the world before transitioning into a sales role where he provided immersive educational experiences through travel for high school students. He now manages a diverse portfolio at Achievers where he helps his clients develop successful employee engagement programs.

 

 

 

 

 

 

ACE 2017 Achievers Customer Experience

ACE 2017: Day One Highlights

Achievers annual mix of festivity and networking is in full swing with the 50 Most Engaged Workplace Awards Gala and day one of Achievers Customer Experience 2017 (ACE 2017) already in the books.

The 7th annual Achievers 50 Most Engaged Workplaces took place on Monday, September 11th at the historic Saenger Theater in New Orleans. Amidst the finely dressed titans of the HR space, exquisite cuisine, and glamorous ambiance was the highlight of the show, celebrating the companies that go above and beyond in the employee engagement space as determined by a panel of employee engagement experts. After this incredible evening of industry elegance, Achievers announced the crème de la crème, the eight most engaged workplaces. This year, the Elite Eight consists of:

  • Alliance Data for Leadership
  • Electronic Arts for Communication
  • ARI for Culture
  • ATB Financial for Rewards & Recognition
  • ArcelorMittal Dofasco for Professional & Personal Growth
  • Cadillac Fairview Corporation Limited for Accountability & Performance
  • Reynolds American, Inc. for Vision & Values
  • Total Quality Logistics for Corporate Social Responsibility

After an unforgettable night of celebration, ACE 2017 kicked-off on a positive vibe. Prominent members of the Achievers Leadership team shared the success story of CHRISTUS St. Michael Health System. After partnering with Achievers in 2012, CHRISTUS St. Michael saw:

  • a 4,500% increase in recognition given compared to the organization’s prior “home-grown” manual paper solution.
  • a 10% increase in associate engagement specific to leadership recognition from 66% to 77%.
  • a decreased turnover rate to an impressively low 6.4%, significantly below the industry standard annual turnover rate of 19.6%.

In addition to the A-players of Achievers, the opening session featured Blackhawk Network CEO Talbott Roche, who said of the event, ““This is all about celebrating the success you have with Achievers. One of my favorite topics is about innovation. Achievers’ platform is used to drive not just business results, but also innovation through engagement. It’s about how to use a platform to deeply engage. Engaged employees matter to company success. Companies with engaged workers have 6% higher financial results.”

After the keynote speeches ended, it was onto the fantastic slate of HR thought leaders discussing hot-button HR tech topics like employee engagement, rewards and recognition, and how to gain executive buy-in for engagement initiatives. Among the many memorable sessions was a presentation from Rocky Ozaki of NOW Innovations, who shared culture and operational best practices you should adopt to compete in the NoW. Beginning with a brief glimpse into the history of work, Rocky explained how the connected generation, technology and the sharing economy have solidified that the future is NoW.

With the war for talent raging, attracting top talent is harder than ever before. There is a remedy that can alleviate the need for competing for the most talented candidates on the market: retaining the top talent you do have. Cara Silletto, President and Chief Retention Officer of Crescendo Strategies offered insight into how companies can be better aligned with the wants and needs of a constantly evolving workforce, ensuring that the talent you’ve worked so hard to obtain stays with your company for the long haul.

ACE 2017 also featured numerous testimonials from Achievers customers illustrating how an investment in employee engagement can lead to tangible business results such as decreased employee turnover, increased productivity, and an improved bottom line. Becky Etsby, Senior Vice President of Human Resources and Organizational Development at Coborn’s, an employee-owned grocery store with more than 120 locations, stated as much during her presentation, “When employees are engaged, they really do care about the company and can affect a company’s profitability”.

After such an amazing day, it is hard to believe there is more to come. With speakers like Carey Lohrenz, the first female F-14 fighter pilot, day two of ACE 2017 is sure to be equally amazing. Check out all the amazing photos from Day 1 of ACE 2017 here.

Follow the conversation on social media with #AACE17 and follow us on Twitter @ Achievers.

50 ME Marquee

Achievers 50 Most Engaged Workplaces Awards Gala, always a marquee event

Brie Harvey

Brie Harvey, the face of ACE

50 ME Awards

50 Most Engaged Workplaces Awards Gala

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A-players with A-plus smiles

ACE Social Event

Achievers’ Greg Brown and Chase Dolomont getting their grub on

ACE 2017 Stilt/Juggler

Post ACE march to B.B. King’s

ACE 2017 Tarot Card Reading

“I see in your future a trip to ACE 2018”

 

 

 

 

 

 

 

 

 

 

Improve Work Culture

Using HR Tech to Strengthen vs. Separate Your Company Culture

How many of us have ever been out to dinner and looked around to see that every person at the table is on a mobile device? Or observed a group of young people hanging out “together” while barely lifting their eyes from a screen? When we see technology being used this way (or are guilty of too much screen time ourselves) it can be easy to assume technology is pushing human beings apart.

And while internet addiction is a real thing (as one psychologist put it, we’re “carrying around a portable dopamine pump”) there is little evidence proving that technology as a whole is hurting our ability to communicate or empathize. In fact, when used correctly, it can improve these qualities.

In our personal lives, the proper use of technology can give us greater exposure to different perspectives and ways of expressing ourselves. In the workplace, HR tech can strengthen company culture by providing more avenues to engagement and socializing, while increasing productivity.

Here are five ways you can use HR technology to strengthen your company’s culture:

  1. Make Communication Comfortable (and Fun)

Many HR tech platforms include social feeds that allow employees to chat as a group, in smaller channels, or one-on-one. These channels are constantly adding fun features like emojis, reward badges, and GIFs that make using chat applications similar to how employees communicate with friends outside of work.

Far from making it less likely that employees engage with each other face-to-face, internal social channels enhance communication. They allow employees to connect, collaborate, and share a laugh, even during busy periods. They also create the freedom for employees who are introverted or not comfortable in a live, large group setting to be involved. And they create opportunities for employee recognition, particularly for remote teams.

  1. Create Transparency

Transparency is a bit of a buzzword in the modern workplace. It’s important to company culture because it implies trust, which is the basis of any strong relationship. But transparency can be hard to facilitate. First, leadership and managers across the organization must agree on what transparency means to your company. Next, a company must ensure that transparency is equitable. Is your CMO sharing profitability data with his team while your CTO is failing to share the same with hers?

HR tech can revolutionize the way you approach transparency. You can use social feeds to ensure the same messages are going company-wide, create universal trainings in your learning management system, and democratize access to your company leadership. You can also compile and share data on company culture itself, so employees can monitor progress.

  1. Prove the ROI of Culture Initiatives

When budgets are tight, it’s often employee-focused expenses such as team outings or performance awards that get the boot. These costs have long been considered as “nice-to-haves” that may bring out the smiles, but won’t bring in the revenue.

Using HR tech, you can disprove this line of thinking by tying real analytics to your company’s culture initiatives. After each culture effort, you can track real-time data to see how both performance and engagement have been affected. You can then use that data to discuss the ROI of these initiatives with your leadership. Happy employees impact the bottom line in a couple of ways. First, they are more productive. Second, they are less likely to leave (or even be absent) which means less money needs to be spent recruiting, hiring, and training replacements.

  1. Increase Benefit Engagement

HR teams spend vast quantities of time researching and implementing employee benefits that they believe will strengthen company culture. However, many employees aren’t taking advantage of those benefits from employer 401k matching to health and wellness to time off.

Often, lack of engagement with benefits is due to a lack of knowledge — the options, setup, or fine print are confusing; vacation days aren’t properly tracked; the right channels don’t exist to answer questions. HR tech can make benefits more approachable upfront and manageable in the long-term. You can use them to house benefits training opportunities, to make set-up simple, and to make it easy for employees to monitor their own usage. You can also automate reminders to both employees and managers, so that everyone knows, for example, when you need to push someone to take a vacation day.

  1. Revamp Employee Recognition

In our high-speed lives, it can be difficult to find time for “niceties” like employee recognition. And with only so much bandwidth available to focus on their teams, managers often turn their attention to employees who need extra support to succeed, assuming their top-performers are just fine on their own. While those people may be independent operators, it’s still vital that they’re acknowledged for their work. Recognition for a job well done is a huge component of employee satisfaction. In fact, 93% of employees hope to be recognized at least quarterly, if not more.

HR tech can automate both the reminders for and the process of recognizing employees. It can also track these efforts so you know if some employees are being accidently left out.

HR tech is no longer just about payroll and performance management, it’s about people. When you shift your thinking of HR tech as a help, rather than a hindrance, to communication and connectivity, you’ll see your company culture shift as well.

To learn more about the evolution of HR technology, check out Achievers’ blog post A Brief History and Future of HR Technology.

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About the Author
Taylor Burke is a contributor for TechnologyAdvice.com. She’s passionate about great company cultures. When she’s not in front of her screen, you can find Taylor reading, cooking, running, or hanging with her dog—but rarely all four at once. Connect with her on LinkedIn.

 

strengthen engagement

Horizon Blue Cross Blue Shield of New Jersey: Strengthening Employee Engagement

Horizon Blue Cross Blue Shield of New Jersey (Horizon BCBSNJ) is strengthening employee engagement. Are you?

In a recent Gallup survey, they found that only 1 out of 3 U.S. workers feel they received adequate recognition in the past seven days. Even worse, employees that aren’t recognized at a satisfactory level are twice as likely to leave their job compared to those that are. Why should you care? Because 70% of workers say they’d work harder if they felt their efforts were better appreciated and companies with the most engaged employees report revenue growth at a rate of 2.5X greater than their competitors with the lowest levels of engagement.

It’s clear that an effective employee engagement program that makes recognition timely and ubiquitous can help your company reach new heights. Let’s take a closer look at Horizon BCBSNJ for example.

With a commitment to serving with excellence and dedication, Horizon BCBSNJ has worked to deliver quality health insurance to the people and businesses of New Jersey for over 80 years.

“Our Promise” as defined by Horizon BCBSNJ

“Our Promise” as defined by Horizon BCBSNJ

This commitment to dedication and enrichment isn’t limited to external recipients. HBSBCNJ understands that their success as a business would not be not possible without an engaged and committed workforce. Because they place such an emphasis on the well-being of their employees, they have historically scored high on employee engagement surveys.

But in 2013, seeking to replace their manually facilitated employee recognition program with a streamlined, automated solution, Horizon BCBSNJ partnered with Achievers to offer their employees an unbeatable platform that would better leverage the modern workforce’s affinity for frequent, specific recognition to obtain key business objectives.

Horizon BCBSNJ debuted their employee engagement and recognition program, Step It Up, to more than 5,000 employees across four locations and saw almost universal adoption from the get-go. The program reached a 90 percent activation rate by year’s end, with that rate further ballooning to the 97 percent it sits at today. In addition to the extremely high activation rate, Horizon BCBSNJ saw other positive results, such as:

  • A 6 percent increase in overall employee engagement scores
  • A 14 percent improvement in engagement survey results related to employee recognition

Gallup states that recognition “might be one of the greatest missed opportunities for leaders and managers.” Horizon BCBSNJ is not missing out on this massive opportunity for management; their leadership team is among the most active users on Step It Up, solidifying the employee engagement and recognition program as a very important pillar of their employee strategy.

Furthermore, with trackable data flowing through the system, Horizon BCBSNJ’s HR team has a better understanding of concepts that used to be a guessing game, such as employee morale, and can swiftly pinpoint the cause of any decrease.

The results realized at Horizon BCBSNJ is proof that any workforce can benefit from an effective employee engagement and recognition program, even one that is already engaged. To learn more, access Horizon BCBSNJ’s Case Study.

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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.

 

 

 

 

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.

 

 

 

 

Encourage Time Off

Why More Vacation Time Will Make Your Employees (and Your Company) Healthier

Do you encourage employees to take vacation time? You should. Taking time off is the secret to increased productivity. If you ask a job candidate about his or her biggest flaw, chances are good they’ll say that they tend to work too hard. This isn’t just a convenient way to elude a difficult question; it’s probably the absolute truth. Furthermore, even though it might seem like this excessive diligence will contribute to your company’s productivity, the truth is that such excess work habits are harmful to employee happiness and to your company culture as well.

The Surprising HR Statistics on Work Habits

You’re very accustomed to seeing statistics focused on the fact that American employers in general provide much less paid time off than employers do in other countries, but there is a more puzzling set of figures that bear looking at as well. Even when American workers are given paid vacation time, they barely even use half of it. On average, workers in the United States use only 51 percent of their available paid time off, and 40 percent of these workers leave unused vacation time on the table. This is true even when those vacation days are lost for good, and don’t roll over into the following year. Moreover, 61 percent of workers in the same survey report that when they do take vacations, they continue doing at least some work remotely.

When you examine the reasons behind this puzzling tendency to leave a valuable resource on the table, the problem is clarified. Read on to understand why you need to enforce your company’s vacation and break time if you want to build your employee retention and facilitate the safety and wellness of your workers.

Many Employees Skip Vacations Due to Fear

When researchers dug deeper than the surface statistics and worked on finding out what was preventing employees from taking time off, the main reason that surfaced was not employee engagement — it was fear. Many supervisors and managers don’t give any encouragement to their employees to take holiday breaks or other out of office time. A survey published in MarketWatch found that two-thirds of American workers report that their company says nothing at all about the importance of taking all their available employee holiday time, and one-third of supervisors acknowledge that they never bring this topic up. The same survey found that there’s a lot of anxiety among workers: 40 percent of respondents say that if they take time off, they’ll return to an unmanageable “mountain” of work, and 35 percent feel that the organization simply won’t be able to function if they’re not present.

Human Resources Departments Should Lead the Way

It’s not that managers don’t recognize the emotional perks and benefits of their workers having some time off: 93 percent of managers found that taking time off results in better employee motivation, and 84 percent stated that they saw a productivity increase after an employee break. However, the illusion that more hours result in better employee success still attracts many supervisors, and 17 percent say that they feel employees who take all their allowable time off are showing that they have less dedication to their jobs. HR professionals and HR technology both have a role in creating the company-wide message that the organization’s mission and values center on physical and psychological health.

Better Management Includes Facilitating Delegation of Tasks

Good leadership includes proactively reassuring every worker that they can feel free to take their allotted time off without having to worry that they’re creating problems by handing tasks off to co-workers. A primary management goal must be to make sure that coverage is adequate within each team, so that work gets done even if an employee needs to take some time away. Cheryl Rosner, CEO of hotel bidding site Stayful.com, also advises managers that “it’s super important to model the behavior you want to see, and we want people to get out and take their time off.” Furthermore, FastCompany’s Lisa Evans noted that 82 percent of small business owners find that they perform their duties with more energy if they take some time away from work.

Build a Work Culture Around Work Life Balance

Say you’ve successfully facilitated teamwork to cover each person’s functions, and you set a personal example by not overworking yourself. Is there more you can do? The answer is yes, and it centers around employee incentives. Rosner’s company offers employees $200 in hotel credits when they take time off work and go traveling. Sometimes it takes rewards and recognition to bring about a shift in perspective, and offering rewards for taking time away from work is one of the lesser-known employee recognition best practices.

Encourage Teams to Give Employee Appreciation

Many workers fear that taking time off will upset their colleagues. In some cases, this fear is even stronger than the concern that the boss won’t like it. When HR technology offers an easy channel for peer recognition and rewards, it sends an unmistakable message to co-workers that their colleagues support a culture of personal health.

An important benchmarking report on human capital strategy highlights the benefits of an employee rewards program that targets healthy habits. This extensive research points to the advantages your company can enjoy in recruiting and hiring, because millennials in particular are focused on maintaining a full life outside of work. Your company’s success will be strengthened when you equate your employees’ health and well-being with that of your entire company.

Hurry and take action to ensure your employees are taken care of and happy to come to work every day. Start by accessing the eBook Recognition Culture: The MVP of Employee Experience.

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Increase Employee Retention

Who Owns Retention? The Real Employee Turnover Problem

What’s the biggest problem when it comes to employee turnover? No one owns retention!

At many companies, when turnover rises executives point to HR to fix it – whose plate is already overflowing with terminations, payroll, benefits management, and back-fill recruiting. HR then blames bad managers for running off good people, and the managers push back complaining that executives do not give them enough time or training to manage their people properly. They all have a point, but this blame game is costing those organizations tons of money!

Stop Focusing on the Symptoms…Find & Fix the Cause!

After much finger-pointing, companies often come to the conclusion, “We have so much turnover, we need to hire another recruiter.” Are they kidding? That’s like trying to fix a water main break with duct tape. You may temporarily slow down the deluge, but not for long! If turnover is the problem, then you don’t need to hire someone who’s good at recruiting – they’ll just struggle to fill all the positions that keep unexpectedly being vacated. You need a dedicated retention specialist who will diagnose the core issues, work to resolve them, and maintain a stable workforce moving forward.

So why is the default next step to add another recruiter? Because everyone knows what a recruiter does and which line item that goes under on the P&L.

Now before you get upset, I assure you I’m not anti-recruiter! Recruiters are great, when you need a recruiter! If turnover is a problem, it is very possible that reworking your recruiting processes might be needed as well. Perhaps you really are hiring the wrong people and/or it is time to revamp the interview process, selection criteria, and applicant communication plan. You may even need to improve your employer brand in your community if you don’t have a positive reputation as an employer in your area. These are all things a good recruiter could handle, but these changes are rarely enough if retention is rising.

So if you can get approval for a new position, how about pitching the idea of a retention specialist instead? It’s a tougher sell to get approval from the higher-ups – they’ll wonder what a retention specialist is, complain the role sounds fluffy and become convinced it’s going to add overhead costs that seem unnecessary – but you must fight for it! It’s time to get more resources to fix the real issue.

What Is a Retention Specialist Exactly?

More organizations are creating this type of position and the responsibilities certainly vary from company to company, but their primary roles are to determine why people are leaving, and to build relationships and initiatives that extend employee tenure. This often includes, but is not limited to:

  • conducting and analyzing employee surveys and stay interviews
  • building employee networks/committees
  • serving as an employee ambassador who can answer staff questions or listen to feedback
  • ensuring the onboarding process is welcoming, thorough and incorporates the company culture
  • determining gaps where additional supervisor/management training is needed
  • coordinating (and possibly conducting) supervisor/management training and development programs
  • identifying operational/system changes that help adjust to a shorter-term workforce
  • analyzing compensation, advancement opportunities and scheduling for models that better align with today’s workforce’s needs
  • implementing recognition and appreciation programs across organization
  • ascertaining ways the organization and managers can be more transparent with employees
  • developing effective staff meeting schedules, agendas, and tools for those leading meetings
  • crafting organizational messages that instill the company’s mission and core values

Sounds like a full-time job to me! Who on your current staff has time to do all these things that are needed to reduce unnecessary employee turnover?

One Person Won’t Resolve the Issue – Retention is Everyone’s Job

While having a dedicated staffer to focus on diagnosing and resolving turnover issues is essential, leaders at all levels must take turnover seriously. Just like customer service, retention should be part of everyone’s job and everyone’s training. Keep in mind, workers today will leave their jobs if they don’t like their immediate supervisor, the leadership team or their coworkers, so encouraging your entire staff to attract and retain talent is critical.

Is your organization incentivizing peer referrals? Is your company rewarding managers for improved retention within their departments? Or are they setting bonus plans according to the concept of “do more with less,” which is driving away the talent you can’t afford to lose.

Become a Champion for Retention

So where do HR professionals start? Here a few ways to attack the turnover crisis:

  1. Create recognition and/or incentive programs for employees who reach certain milestones (after one year, not five!).
  2. Demand more management training for everyone who has direct reports.
  3. Make a case for hiring (or becoming) a retention specialist.

Same Approach = Same Results

If the trajectory of your employee turnover is headed in a positive direction, keep doing what you’re doing. But if your retention is getting worse every year, it is time to try a new approach for attracting and retaining today’s new workforce!

If you want to learn more about how to effectively retain employees, join me at Achievers Customer Experience (ACE) 2017 September 12-13 where I will be speaking on Leading the New Workforce: The Evolution of Employee Expectations. Check out details of my speaking session and the event here.

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About the Author
Cara Silletto
Workforce thought leader Cara Silletto, MBA, is the President & Chief Retention Officer at Crescendo Strategies, a firm committed to reducing unnecessary employee turnover by bridging generational gaps and making leaders more effective in their roles. Cara is a highly-sought-after national speaker and trainer, having conducted more than 100 engagements in 2016 alone. She has spoken to more than 10,000 leaders across the country at companies including UPS, Toyota, Humana’s Learning Consortium, and Cintas. Workforce Magazine named her a “Game Changer,” Recruiter.com included her in their 2016 “Top 10 Company Culture Experts to Watch” list, and she is a co-author of the book, What’s Next in HR. Follow Cara on Twitter @CrescendoHR.

 

Reduce Unneeded Stress

7 Ways to De-Stress Your Workplace

Stress is the single worst enemy of productivity. A stressed-out worker is usually not an efficient worker. Furthermore, high employee stress levels can lead to higher rates of employee turnover and absenteeism; who wants to work at a job with constant stress?

Not only is stress an obstacle to productivity, it can work against a business’ attempts to attain key business objectives. We all know that a business must be profitable to survive, but without recognizing the danger of pushing workers too hard, you’ll end up spending more money than necessary to counter mistakes made by tired, depressed, and stressed-out individuals.

Follow my 7 tips below to help your employees bounce back and minimize unneeded stress:

  1. Get Creative

Stress on the brain will squash creativity. It’s harder to “think outside the box” and be at your best when you’re chronically stressed. If you’re in a role that emphasizes mental nimbleness and dexterity, the consequences of stress can be a major roadblock to your (and your company’s) success.

Consider implementing a few creative strategies to lighten your employee’s mental load. Daydreaming is typically seen as a bad thing, however a few moments of structured mind-wandering every hour can help your workers recalibrate and better stay on task. Breathing exercises and “mindfulness” activities can also lessen workplace stress. Encourage workers to green up the office and bring in plants, which have a soothing effect on the soul. And if conditions allow, furry friends are also a wonderful addition to the workplace. According to WebMD, taking even a few minutes to play with a dog or cat can elevate levels of serotonin and dopamine — nerve transmitters that are known to have pleasurable and calming properties.

  1. SuggestScreenFreeTime.

The modern workforce spends most of its time glued to a computer screen. The problem with sitting in a cubicle and staring at a glowing rectangle all day is that it is a highly unnatural and inert way to spend one’s time. Interaction with other people, and with one’s environment, is needed to stay mentally healthy and engaged.

Hopefully, your employees already understand that they should step away from their screens several times throughout the day. You can take this further by suggesting the use of software tools, like F.lux, that make the light emanating from a computer monitor more natural and less straining on the eyes. This program makes the monitor show more typical “daylight” colors, which can help reduce computer screen fatigue.

  1. Offer Financial Counseling Services

Many people find that financial issues cause them the most stress. Promoting financial wellness and addressing the negative effects of money-related stress on employees is often overlooked by companies when they seek to lessen the stress level of their workforce. In fact, the Society for Human Resource Management (SHRM) noted in its 2016 Employee Benefits survey report that 61 percent of HR professionals polled last year described their employees’ financial health as no better than “fair” and 17 percent reported their employees were “not at all financially literate.”

Given the statistics above, there is much you can do to help your employees meet their financial goals. Consider bringing on a financial counseling professional that can assist your employees in determining their financial health and offer personalized, actionable advice. If adding staff isn’t an option, try designing a financial wellness program that motivates employees to be more proactive in saving for retirement, purchasing a home, or paying back student loans. You will find that as your employees gain clarity about their financial situation, they will not only be less stressed, but possibly inspire them to improve other aspects of their lives – including their productivity at work.

  1. Engage and Recognize Your Employees at Work

Higher employee engagement leads to higher employee productivity and happiness, so it’s critical to find ways to engage your workforce. One method used by many companies is establishing a recognition and rewards program. Recognition has been found to be the number one driver of employee engagement, so by building a culture of recognition, and having employees feel appreciated for what they do, you’ll see more positive social engagement and better performance. Encourage your employees to take time out of their day to de-stress by recognizing others for their hard work. A simple “thank you” can go a long way!

  1. Involve Your Employees in Exercise

There is nothing that gets people moving and motivated like a physical wellness program. Exercise is healthy and stimulating for both body and mind. There are various ways that you can get your employees involved in daily exercise habits that help them fight off illness, obesity, and other physical manifestations of stress. Could your company partner with a local gym, or give membership discounts to employees? Is there a yoga teacher willing to offer in-office sessions? Options such as these require minimal financial and time commitments for your company, so instituting at least one of them seems like a no-brainer.

  1. Offer Flexible Work Arrangements

Many studies have shown that flexible work arrangements can benefit employers as much as they do employees. Remote work and other flexible options can be a huge boost to many worker’s mental well-being, which in turn boosts your company’s bottom line.

Most people make money to support their families, but the long work hours needed to earn it mean a constant tension between work and familial responsibilities. Flexible work options, such as telecommuting, part-time roles, and flexible scheduling, can have a major impact on an employee’s quality of life. In fact, just the idea of a flexible work arrangement helped some companies improve their employee retention rates – before workers even started taking part. That’s right, simply by suggesting the concept of more flexible work, you can indirectly encourage employees to work harder and stay with your company longer.

  1. Promote Healthy Living Habits at Work

Remember that your employees’ health and welfare is key to increasing productivity and fulfilling the goals of your company. By offering free healthy snacks and encouraging your employees to maintain healthy habits at work, you are helping establishing the groundwork of a healthy lifestyle that could transfer over to the rest of their lives. As they say, you are what you eat – so by making sure there are healthy (even organic) options in the break room or at company meetings, you’re doing everyone’s bodies and minds a huge service.

Banishing stress from your workplace is an ongoing battle, but learning how to identify the symptoms of burn out and fatigue is a step in the right direction. Help your employees stay mentally, physically, financially, and emotionally healthy, and you’ll see your efforts reflected in a better bottom the company back in dividends.

To learn more about how employee wellness can lessen tension in the workplace, check out 5 Ways Wellness Programs Can Enhance Employee Engagement.

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About the Author
Beth Kotz is a contributing writer to Credit.com. She specializes in covering financial advice for female entrepreneurs, college students and recent graduates. She earned a BA in Communications and Media from DePaul University in Chicago, Illinois, where she continues to live and work.

 

Positive Work Culture

The Secret Ingredients of an Amazing Company Culture

If you were asked about your top priorities as a manager, how would you answer? Increasing productivity would probably be first on your list, along with steady company growth, low employee turnover, seamless teamwork, and high employee engagement — after all, most businesses share similar goals.

However, you might not have considered developing an excellent company culture among your top-tier priorities, even though it is the foundation for every one of your key goals. When focusing on creating an amazing company culture, you will discover that other elements of business success fall into place organically. Let’s unpack that concept a bit and see why.

What Is Company Culture?

The first step toward improving your company’s culture is to have a clear handle on what the term means. One of the most accurate definitions is offered by business change strategist John Kotter. He defines company culture as “group norms of behavior and the underlying shared values that help keep those norms in place.” The key words in this definition are “shared values.” Employee alignment with your company’s mission and values is a critical component of positive company culture. A sure indicator of poor company culture is a workforce, total or partial, that has no personal interest or investment in the overall mission of their organization.

Why Company Culture Matters

A worldwide survey of 20,000 workers, conducted by Harvard researchers, found unequivocally that “culture drives performance,” but only 31 percent of employees report they are engaged with their work. Furthermore, the average employee would only give his or her company a grade of “C” if recommending it to a friend, according to Glassdoor statistics. A Duke University survey of 1400 CEOs and CFOs found that only 15 percent said their company culture is where it needs to be, while 92 percent said improving company culture would improve the overall value of the business.

Other research published in Harvard Business Review finds that disengaged workers cause 60 percent more errors and defects in work performance, while those under stress from negative cultures can increase a company’s health care expenditures by an average of 50 percent. We could go on with the dire statistics, but we’re certain you get the idea. How do you do the right thing for your employees as well as your company?

How to Create a Positive Company Culture

An interesting roadmap for creating a positive company culture can be found in the science of self-determination theory. Researchers writing in Harvard Business Review have identified three universal human needs that are central to fostering employee motivation. These three needs are autonomy, competence and relatedness. Let’s look at each of the three in turn:

Autonomy

To build your employees’ happiness through autonomy, make sure the goals and timelines you ask them to meet are developed in a collaborative manner. Workers need to feel that they have some control over their schedules and approach to tasks, rather than having every aspect of their workday micromanaged. HR professionals know that flexible work hours are at the top of most candidates’ lists of desirable benefits and perks.

Another aspect of leadership that contributes to a positive work culture is the avoidance of pressure and stress. The aforementioned HBR report states that “Sustained peak performance is a result of people acting because they choose to—not because they feel they have to.”

Competence

One of the most powerful employee incentives you can offer is the opportunity for training and development. Showing that you care about the evolution of your workers’ careers is a powerful expression of employee appreciation. This development may take some careful guarding of educational funds in your human resources budget, but the resulting increase in employee well-being will be worth your investment.

In addition to working with your team to set performance goals, you can nurture employee success by setting learning goals. Human beings derive a deep satisfaction from increased skills and competence, independent of every other type of employee reward.

Relatedness

This term describes the need inherent in most humans to feel connected to a larger team effort, and to be recognized and appreciated by other people. Employee recognition best practices should be built around this fundamental element of human psychology, providing opportunities for both colleagues and supervisors to offer recognition and rewards. While your team members don’t exert effort for the sole purpose of receiving rewards, they will thrive in the climate of solidarity and unity that those rewards represent.

Another crucial aspect of relatedness pertains to alignment with company values. The HBR analysis points out that employees need to connect their tasks with a noble purpose, and to feel that their own personal values are expressed in the way they spend their work days.

The CEOs interviewed by Duke University researchers were unequivocal in their statements that company culture drives “profitability, acquisition decisions, and even whether employees behave ethically.”

Building an amazing company culture should be at the center of your organizational health, and it begins with the three psychological elements central to employee engagement. To learn more about fostering an amazing company culture, download our e-book: “All for One and One for All: Uniting a Global Workforce with Company Culture.”

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EAW Success Stories

A-Player Appreciation: How Achievers Clients Celebrated Awesomeness during Employee Appreciation Week (EAW)

All businesses are comprised of a variety of capital, with human capital being the most critical to sustainability and success. The minds that drive innovation, the behaviors that build culture, and the personalities that forge relationships are all components of human capital. Employee Appreciation Week (or Day, Month, Year; however your organization chooses to celebrate it) provides companies with an annual occasion to be hyper-focused on their employees and express their gratitude in a public manner.

In today’s employee-centric world, where workers have many choices of where to lend their talents, it is important to reaffirm their decision to work for you. We know there was a plethora of appreciative gestures on or around Employee Appreciation Week, but we’d like to share some of the unique ways our clients leveraged the Achievers platform during the festivities to make their employees feel the love.

Creativity Through Messaging

Technology provides access to a bevy of different mediums and channels that can be used to convey a message. Bill Gosling Outsourcing took the opportunity to get creative with their Employee Appreciation Week approach. Bill Gosling CEO David Rae tried out his acting chops by starring in a heartfelt (and humorous – a blooper reel was included!) video message that was shared across their social media platforms. They wanted to make a direct appeal to employees by sharing a genuine message through a popular medium. And it certainly worked to promote positive recognition activity across their Achievers program. During Employee Appreciation Week, their total recognitions received increased a staggering 402.6% and their total unique recognitions (not including bulk recognitions) sent increased by 619.6%. If a picture is worth a thousand words, how much is a video worth?

What’s In It for Me?

Give a little, get a little was the approach Mercedes-Benz Canada took to foster an inclusive Employee Appreciation celebration. With a relatively new recognition program that launched in February 2017, they strategically leveraged launch momentum to promote the program and explain the motivation for implementation. Their campaign integrated multiple elements to drive adoption and participation by showing top-down support of their program through a bulk recognition from the CEO and behavior-based incentives where members were rewarded with points for positive recognition activity. Participation they wanted, and participation they got: received recognition index increased 300% and sent recognition index increased 389%! Looks like the Mercedes-Benz team is on the road to cultivating a culture of recognition.

A Little Competition Goes a Long Way

Friendly competition is an excellent way to spur participation, especially if it’s paired with a clear call to action. A client who is a large financial institution took this approach in developing and rolling out a #payitforward type of challenge across their lines of business (LOBs), with the winner demonstrating the largest percentage increase in recognitions sent during Employee Appreciation Week. The challenge was promoted through themed graphics and communications across their intranet, on the Achievers platform and via digital displays. The results were notable on multiple fronts. The top two LOBs increased their sent recognitions by an impressive 37.12% and 37.1% respectively, with overall recognitions sent growing by 26%. The number of recognitions sent on the first day of their 2017 #payitforward challenge came close to surpassing the sum of all recognitions sent during their 2016 EAW campaign. Inspiring robust recognition activity through competition? Check.

Have Something for Everyone

ESS launched a robust Employee Appreciation Campaign with multiple opportunities for employees to get involved and also offered incentives to help drive participation. Their campaign was not only a reflection of their huge appreciation for their team, but a strategy to garner increased participation in the festivities. Incentive programs, including the distribution of additional points to award, prizes for being a top recognizer and account activation bonuses (to name a few), ran alongside graphics and communications promoting Employee Appreciation Week. The verdict on their approach? A roaring success: total recognitions received increased 128% and total unique recognitions sent increased 215%.  If you want to drive specific behaviors, incentivize; whether with points, prizes, or a good, old fashioned “Thank you!”

At Achievers, we like to say that Employee Appreciation Week is the Oscars of recognition. If there is ever a time during the year to go all in on recognition, this is it. As the above examples demonstrate, when you come up with creative ways to promote recognition, the results speak for themselves. The important thing is to encourage participation and program adoption in order to build a culture of recognition that honors the contributions of your workforce. After all, a company’s most valuable asset is its human capital.

Check out just one of the many ways we celebrate Employee Appreciation Week here at Achievers by reading our blog post Employee Appreciation Week: Achievers’ Employees, We Appreciate You!

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About the Author

Sarah Clayton

Sarah Clayton is the Communications and Campaigns Specialist at Achievers, where she focuses on generating content to drive desired recognition behaviors and engagement on the platform.

 

 

 

 

retain employees

4 Ways to Avoid the Dreaded High-Turnover Rate

The cost of employee turnover is outrageously high. When a company loses a salaried employee, it can cost anywhere from six to nine months’ worth of the departed employee’s salary to hire a replacement. This means that if an employee is being paid $40,000 a year, the cost of everything from recruiting to training expenses will be around $20,000 to $30,000. In addition to costing your company a fortune, it can discourage talented employees from joining your organization. High turnover is one of the major red flags job seekers look for when considering a new employment opportunity.

Here are four ways companies can step up their game and hold on to the talented employees they worked hard to acquire:

  1. Get Rid of Top-Down Management

Everything in the business world is evolving and the concept of management is not immune. Many of the old rules and practices no longer apply, and the lack of a modern workplace philosophy is forcing skilled workers to leave their current company and take their talent elsewhere. The top-down approach to leadership and ruling with an iron fist is no longer a popular way to run a business.

In today’s workplace, the term “collaborative leadership” is commonly cited as a strong approach to employee management. This concept emphasizes leading by example and focusing on both corporate and individual benefit. For instance, Jacob Morgan, author of The Future Of Work, explained in a Forbes article how AMP Bank in Sydney, Australia makes it a point to sit down with each employee to explain how new technologies and strategies can benefit both parties.

It’s important to realize the vital role management plays in the development of a company. Gallup estimates that managers account for 70 percent of the variance in employee engagement scores across business units. Great leadership is a crucial factor in retaining employees; it goes back to the famous saying that “people don’t leave jobs, they leave managers.”

  1. Learn What Millennials Want

By 2020, it’s estimated that nearly half of the workforce in the United States will be comprised of millennials. Therefore, it is crucial to determine what these younger employees want out of a company. Ask yourself the following questions:

Millennials are looking for more than just a job with a steady paycheck, they want careers in which they are engaged with their company’s goals, and can develop their professional skills. A 2014 survey conducted by the Harvard Business Review and The Energy Project found that employees are most engaged when these four core needs are being met:

  • Value – Being cared for by their supervisor
  • Purpose – Finding significance in their work
  • Focus – Prioritizing
  • Renewal – Ability to take needed breaks

Regardless of the age of the employee, there is nothing worse than being stuck at a job that isn’t motivating. Fostering employee engagement can be difficult. However, emphasizing honesty and transparency for both company and employee alike can be integral in obtaining uninhibited employee feedback to gauge the direction of your workforce and what motivates them.

  1. Promote a Culture of Innovation

Everyone wants to be involved in a cutting-edge organization. Companies that want to remain ahead of their competitors must do their best to promote this mindset both internally and externally. For starters, when you’re advertising a job opening, take a step back and examine what your company is doing differently than similar organizations. Once you have a firm answer, drive this idea home and showcase what your business is collectively bringing to the big picture compared to your competitors.

Based on your business, this can be a daunting task. But, regardless of what product or service you provide, there is always room for innovation. Take Michelin for example. Tires might not seem like an innovative product but the science behind how rubber interacts with the road is complex. To promote a company-wide innovative mindset, Michelin sponsors cross-functional hackathons and internal incubators where employees are free to take risks and come up with new ideas for the good of the company.

Making sure that innovation is a strong aspect of your culture can play an enormous role in keeping employees engaged and motivated.

  1. Recognize and Reward Employees

While this one might seem obvious, it is still accurate: everyone likes to know their hard work is being noticed. Great employees are hard to find, and even harder to keep. So when you notice colleagues going above and beyond the call of duty, it’s important to provide plenty of recognition and rewards to encourage repetition. Recognition is essential to employee engagement and The Corporate Leadership Council shared in a recent report that highly engaged employees are 87 percent less likely to leave the organization.

Events like company-sponsored happy hours or weekend getaways celebrating a strong quarter can go a long way in demonstrating to employees how much their work means to an organization. Going beyond these types of “job well done” gestures, making sure top performing employees are appropriately compensated is the most important factor in employee retention.

To address this, you can try setting up recognition and rewards programs that encourages daily praises and constant appreciation. Or consider implementing programs within the workplace that are transparent when it comes to pay raising goals, such as merit-based pay structures. Just be sure to set goals at a level in which employees will need to put their best foot forward, while remaining reasonably attainable.

Talented workers tend to know their worth. If you are not paying them appropriately, they will have no problem finding an organization that will.

Over to You

Retaining high performing employees in the current business climate is very challenging, and with the many detrimental costs of employee turnover, your company’s bottom line could be adversely affected. If your turnover rate is higher than you would like, it might be time to take a close look at day-to-day operations and find the root cause as to why people are so willing to leave your organization. Sometimes, it is a simple fix. Other times, a complete organizational reinvention is needed to ensure the external perception of your organization matches the internal. At the end of the day, a company that focuses on engaging their employees, whether through strong leadership, culture, recognition, or rewards is on the right track to reducing turnover.

To learn more about employee turnover, check out the blog post How to Spot Who’s Going to Quit Next.

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About the Author
Lori Wagoner is a market research consultant. She advises small businesses on new ways to find local and national business. She’s an avid blogger and writes for sites such as Small Business Can, Tweak Your Biz and Customer Think. You can catch her on Twitter @loridwagoner.

 

Recognition: The MVP of Employee Engagement

No longer a specialist relief pitcher called in to face a tough hitter, or a rarely used bench player padding stats in garbage time, employee recognition has become a widely recognized superstar when it comes to driving employee engagement. And with only 41% of employees recognized at their desired frequency, and 60% feeling their managers don’t recognize them in the moment, a huge opportunity exists for your business to leverage recognition to engage your employees.

While there are a variety of ways to help create an engaged workforce, many experts, including AON Hewitt and the Harvard Business Review, believe that recognition is the most important pillar of any employee engagement program. As Meghan M. Biro states in her new eBook Recognition Culture: The MVP of Employee Experience, “Be it bonuses, awards, rewards, a virtual gold star, or a simple shout out on social media, fostering a culture of recognition drives higher levels of engagement, which translates into improved performance and better results.”

With the shifting dynamics and demographics in the contemporary workplace (millennials now outnumber baby boomers and the economy is reaching “full employment”) there is a greater emphasis on the individual. Accordingly, employee recognition should follow suit and be relevant to the person receiving it.

Gone are the days of the monolithic approach to recognition, in which employees were only recognized once a year during a performance review, with little news of their accomplishments reaching the greater organization or even worse, once every five or ten years with a “Years of Service” award. Replacing this approach with one focused on recognizing and rewarding people frequently with meaning and specificity has become critical in creating a true culture of employee recognition. And it follows that the more frequent the recognition the higher the employee engagement.

The Impact of Recognition: Is It Real?

Recognition as a philosophy is one thing, but does it have quantifiable value when put into practice? Horizon Blue Shield Blue Cross of New Jersey thinks so. In 2013, they implemented their Step It Up employee recognition program (hosted on Achievers recognition and engagement platform) across their four business locations in the hopes of increasing employee engagement. By year’s end, 90% of employees had joined the platform, with executives leading the way by being amongst the most active users. All of this activity contributed to:

  • 6 percent increase in its overall engagement scores
  • 14 percent improvement in engagement survey results related to recognition
  • 97 percent activation rate for its Step It Up Employee Recognition Program

The Step It Up program is still in frequent use today, with executives continuing to lead the recognition charge.

What You’ll Learn

Instituting a company-wide recognition program that encourages frequent peer-to-peer recognition regardless of title or department can be a game changer. In her new eBook, Meghan M. Biro provides the reasons why employee recognition is the most valuable tool for creating a culture of engagement and explains how tying recognition to core company values can ensure repetition through reinforcement – and have a positive impact on key business metrics including productivity, innovation, retention, and customer satisfaction.

If any of these business objectives mentioned are important to you, then it is time to consider implementing a strategic recognition program. But what should you look for when deciding on the best platform for it? To find out the answer to that question and more, download Meghan M. Biro’s latest eBook Recognition Culture: The MVP of Employee Engagement.

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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.

 

 

 

 

Mindfulness at Work

4 Tips: How to Cultivate Mindfulness at Work

Mindfulness by definition is, “the practice of maintaining a nonjudgmental state of heightened or complete awareness of one’s thoughts, emotions, or experiences on a moment-to-moment basis.” Seems simple enough, right?

However, achieving a state of mindfulness as defined above, while balancing the busy schedule of a working professional seems like another impossible task on the grand to-do list. According to the Global Wellness Institute, the health and wellness industry hit a record high of $3.4 trillion dollars in 2014, and that number continues to grow as more and more businesses seek to launch health and wellness initiatives of their own.

While mindfulness is a highly personal state of being, to me, it is the feeling of being more aware of myself and what’s happening around me. This takes dedication and a willingness to be fully aware of even the most-minute aspects of my daily life, both at home and at work. Mindfulness can give you the tools to handle the ups and downs of office culture. No matter how you achieve it, once you experience the effects of having a mindfulness practice, it can help you to successfully navigate all areas of your life.

To get started, here are four areas of focus that will help cultivate a mindfulness practice within the office:

  1. Awareness and Breath

Despite the ubiquity of health and wellness programs in contemporary office culture, it feels as though our society is more stressed than ever. Most of us work at least 40 to 50 hours a week, and then juggle personal tasks like looking after kids/pets, rushing to the gym, staying in touch with friends, a monthly book (read: wine) club, etc.

Our lives get so jammed packed, we need multiple calendars just to keep up with it all. The American Psychological Association found that “…money and work are the top two sources of very or somewhat significant stress (67 percent and 65 percent in 2015.)”

Next time you are feeling overwhelmed or out of control, take a few minutes to simply take some deep breaths. By completing the easy task of breathing, you are already more mindful because you acknowledged how stressed you felt before reacting. From there, take it one step further by aiming for balanced breath; equal lengths of inhaling and exhaling through the nose.

While continuing this breathing exercise, observe how the signs of stress in your body reveal themselves. Were your shoulders up to your ears? Was your jaw clenched? Is your breath short and chest tight?

After you’ve identified the symptoms of stress, try to relax that specific area of tension by at least 20%. As little as 2-5 minutes of controlled breathing will bring you to a greater state of control over your feelings and help take your physical being out of fight or flight mode. By increasing circulation to the brain and slowing your heart rate, you’ll have greater clarity, allowing you to better assess the situation at hand. If you would like to go one step further and give meditation a try, Headspace is a great app for beginners.

  1. Forgive Yourself

Gary Hamel, one of the world’s most influential business thinkers said, “You can’t build an adaptable organization without adaptable people.” To me, the essence of this quote is understanding that none of us are superheroes; it can be very difficult to finish everything within the work day and still live a balanced, healthy personal life.  This is why it is crucial to let go of any emotional baggage you might carry with you, in both your personal and professional life.

Forgiving yourself when things are not going as planned is critical in accepting the way things truly are and gives us the ability to move forward toward a more productive mindset. Feeling guilty, mad or frustrated can render us unwilling to be open-minded.

Instead, use this as a learning experience to reflect on what you can do better next time these feelings of frustration emerge, focusing on understanding why the end goal is important and then letting go of whatever is out of your control. Flexibility within the workplace is key to success, regardless of the environment in which you work. Behind every great person, company or business success, there was probably a moment where the prospect of failure was faced and overcome. The difference between losing and victory was likely a reinvention or evolution of an approach that turned failure into triumph. So make a conscious effort to learn from difficult situations in the moment and then, let go.

  1. Lighten Up

If you’re a “Yes Person” like me, your workload can rapidly become overwhelming. One way to counteract the weight of a stressful week at work is to lighten up and laugh more often. If you’re laughing while reading this, you’re off to a great start.

We’ve all had moments when things took a wrong turn and it feels like the WORST has happened. In these situations, it’s hard to remove the typical ‘should have, could have, would have’ narrative that is on constant loop in your mind. Next time, break the habit of being hard on yourself by focusing on a positive aspect. Ask yourself: what is it that is making me so upset? Why do I feel like this is so important?

Once you have answered the questions above, approach this situation with gratitude for what you DO have, it will likely help illuminate the problem and help reshape your frame of mind from “this is what I need to do… [Fill in what you are dreading]” to “this is what I want to do because… [Fill in what you are grateful for.]”

If you still need a lift, reach out to your colleagues; the people around you are there for support and will offer much needed perceptive on some of the challenges you’re facing.

  1. Recognize Others

The average American spends over 2,000 hours a year in the office, which means aside from sleep, we are spending more time with co-workers than anyone else in our lives. This is why ‘working with great people’ is such an important core value for many working professionals.

Recognizing the fact that your team plays a major part in creating a positive office environment is crucial for work happiness. Treating work relationships with mindfulness will open your eyes to the great things people are doing around you every day.

In, The Neuroscience of Trust, published by The Harvard Business Review, the author states, “Neuroscience experiments by my lab show that when people intentionally build social ties at work, their performance improves.”

A Google study similarly found that managers who, “express interest in and concern for team members’ success and personal well-being outperform others in the quality and quantity of their work.”

In the daily flow of work, a simple ‘thank you’ can go a long way to boost morale. A company that fosters a culture of mindful employees leads to a team that is recognizing, communicating and celebrating the accomplishments that make the organization successful. Increased employee mindfulness will also contribute to reduced stress, increased productivity and a better bottom line for the company; a win-win for all.

For more information on creating a culture of recognition, check out this ebook on Recognition Culture: The MVP of Employee Experience.

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About the Author
Phoebe Licata
Phoebe Licata is a Customer Success Manager at Achievers by day and inspirational yogi by night. Her endless positivity propels her along her journey of consulting with companies on their employee engagement and rewards and recognition strategies. Connect with her on LinkedIn.

 

 

 

Employee Engagement and Performance

Why Recognition Is Essential to Employee Engagement

When I entered the workforce in 1997, I wanted to find an employer that would offer me a long and fruitful career; a goal I shared with the Baby Boomer generation before me.

While this has been the experience of my wife, who has enjoyed 17+ years of employment with the company that recruited her out of college, I’ve worked for six companies in the almost 20 years since I graduated. One of the biggest things I’ve noticed? The social contract between employer and employee has changed.

Currently, the tenure of a knowledge worker is less than three years at a single company, and with the steady emergence of the “gig-economy,” I fully expect that number to continue decreasing over the next 10 years.

The rising cost of recruiting and retention accentuates the need, now more than ever before, for employers to do all they can to attract and retain high-performing individuals.

Tap into discretionary effort for maximum performance

I’ve had the good fortune of managing teams for the past 10 years. In that time, I’ve learned a great deal about how to get the most out of people.

To me, the goal of any good leader should be achieving maximum performance by tapping into the discretionary effort of their team members. By discretionary effort, I mean the level of effort people could give if they wanted; above and beyond the call of duty.

I always tell potential candidates that by hiring them, I’m purchasing 40 hours of their time per week, but my underlying intent is to tap into any discretionary effort they’re willing to exert by aligning their objectives to the success of their team, and the greater organization. To accomplish this, a clear understanding of the link between an employee’s efforts and business success is key.

Recognition for improved employee engagement

Employee recognition should be a tool that all leaders have at their disposal to elicit maximum effort from the individuals that value it (keeping in mind that not everyone does). Almost 70% of workers say they’d work harder if they felt their efforts were better appreciated.

Often, when employees feel valued, engaged, and emotionally committed to their work, they’re willing to go the extra mile for their company. The Corporate Leadership Council studied the engagement level of 50,000 employees around the world to determine its impact on both employee performance and retention. Two of the many important findings from this report were:

  • Engaged companies grow profits as much as 3X faster than their competitors.
  • Highly engaged employees are 87 percent less likely to leave the organization.

In the past, employee recognition was sporadic, often focused on tenure instead of performance. Sometimes it happened in public forums where leaders celebrated an individual’s accomplishments in a top-down fashion. Most of the time, recognition was given at the individual level in private conversations or correspondence (such as a performance review), likely not often enough to have a meaningful impact on employee engagement.

With the advent of the digital workplace, recognition can and should be given with more visibility and frequency; the end goal being a workforce made up of engaged employees.

Creating an engaging digital experience

Having tools that promote engagement and recognition is becoming essential to HR and IT initiatives in the evolving digital workplace. According to Aon Hewitt’s 2017 “Trends in Global Employee Engagement,” study, Rewards and Recognition ranked as the strongest engagement opportunity this year. But you need to find the right technology partner to help you provide an experience that your employees love to use in order for it to pay dividends.

I speak with companies daily that are faced with the challenge of replicating their “brick and mortar” culture in a digital environment. With their workforce spread out across offices, geographies, and time zones, they need to provide an employee experience that allows individuals to meaningfully connect to the company and their colleagues.

While many tools exist, those that focus on interoperability are the ones that are having the most impact. With the overwhelming quantity of tools and applications that exist inside an organization today, it’s critical to offer an integrated experience that plays to the strengths of each individual solution, resulting in a more efficient use of the entire technology portfolio.

To learn more about the impact employee recognition can have on engagement and performance, check out Achievers’ “Ultimate Guide to Employee Recognition”.

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About the Author
Chris Myers Igloo
Chris Myers is VP Partnerships & Alliances for Igloo Software, a leading provider of digital workplace solutions that help companies build inspiring digital destinations for a more productive and engaged workforce. Chris owns overall partner strategy for Igloo and is responsible for three programs – Technology Alliances, Channel Partners and Developers. Connect with him on LinkedIn.

 

 

disengagement and incentivizing

How to Incentivize the Modern Workforce

Management strategies have been evolving, over the last two five years, to favor more bottom-up measures to drive greater workforce productivity. While many Best-in-Class companies are retaining and using labor investment resources in payroll and compensation management, many of their peripheral Human Capital Management (HCM) investments are moving away from pure labor cost quantification to favor goal-based platforms in rewards and recognition. Are you currently offering incentives, such as rewards and recognition, to your employees?

With the inherent uniqueness of the individual in the corporate workforce, it is a virtual impossibility to find a one size fits all approach to incentivizing employees. An unincentivized employee is likely a disengaged one, meaning aspects of your business such as innovation, productivity, and retention could suffer. Furthermore, a workforce should be recognized and rewarded for embodying clearly defined corporate values or meeting specific company goals in a highly visible way, otherwise, employees may lose sight of the relevance of their work to the overall company mission, leading to disengagement and eventually attrition.

Moving from Disengaged to Incentivized

In their recently published report, Tomorrow’s Management Today: Incentivizing Workforce Innovation, The Aberdeen Group further stresses the importance of instituting and maintaining a well-defined, highly visible recognition and rewards program. Specifically, the report finds that employees at Best-In-Class companies were 31% more likely to stay with their employer if they felt that their work was relevant, and visibly impacted the organization. One of the easiest ways to ensure that recogntion reinforces successes aligned with company values in a highly visable way is by investing in an HCM system that offers a robust, goal-based recogntion and rewards component.

In-line with Alignment

Employees shouldn’t have to guess as to what the values and goals of their given organization are, nor should it be difficult to recognize and reward them for adhering to these values in pursuit of the stated goals. These shared goals and values should be apparent to everyone in the company, regardless of job title. Difficulty in effectively communicating key corporate objectives on an enterprise-wide level, isn’t a new phenomenon; companies have long been challenged with providing granular clarity to lower-level employees. Merely, announcing these goals at a quarterly kick-off meeting or sending them out in yearly newsletter does little to align individual employees’ around these goals.

Aberdeen Quote

Bottom-Up Drivers of Greater Productivity

Where it was once difficult to measure concepts such as productivity, innovation, etc., the continuous evolution or HCM systems, specifically those emphasizing recognition and rewards, can offer a tangible measurement as to the employees demonstrating those qualities a company values most. In this report you will learn how best-in-class companies are beginning to focus their peripheral HCM spend on goal-based platforms in rewards and recognition and how they are favoring bottom-up measures to drive greater workforce productivity.

Now that you have a general understanding as to the major cultural shift emphasizing employee engagement, download Aberdeen’s report on Incentivizing Workplace Innovation for more information, including recommendations regarding the selection of an HCM ecosystem.

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About the Author

Iain Ferreira

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

 

 

 

effectively measure engagement

Employee Engagement: How to Measure What Matters

Recently, there have been some eye-opening reports about the state of employee engagement, both here in the U.S. and globally. Aon Hewitt, in their 2017 Trends in Global Employee Engagement Study, found that engagement levels have dropped for the first time in five years and Gallup reported in its State of the American Workplace report that a full 70% of U.S. workers are not engaged at work.

But before we all get too breathless about these admittedly disconcerting engagement numbers, it’s important to remember that employee engagement is not an end in and of itself. Engagement numbers do provide a window into the general well-being of your workforce, but more important than the raw numbers is how engagement ties back to desired business outcomes.

Say, Stay, Strive

Aon Hewitt, in an influential 2015 paper advanced the “Stay, Stay, Strive” framework for the variety of desired Employee Engagement outcomes. According to that model, engagement drives a variety of desirable outcomes, including increased employee advocacy and a more desirable employer brand, (“Say”), improved retention and tenure (“Stay”), and better overall performance (“Strive”):

“One manager may have an employee who is incredibly hardworking but needs to say more positive things about the company due to his/her network impact on peers. Another manager may have employees who generally seem positive about the company and committed to staying, but need to ramp up individual effort toward the new performance behaviors required by an organizational transformation.”

So it really isn’t just about the score, it’s about understanding what you need to measure in order to achieve the desired business outcome.

Are You Measuring What Matters?

Do you know how well your engagement programs are working? How about the connection between programs that engage employees, such as employee recognition and rewards, and your desired business results?

Employee engagement has become a cornerstone and calling-card of today’s most successful businesses. But instituting a haphazard or incomplete engagement initiative can often lead to more problems than solutions, as employees dutifully fill out their surveys but nothing ever seems to come of it.

Successful employee engagement programs should tie back to specific organizational goals, help to align employee values with company values, and ultimately — drive improvements in overall performance. Studies have shown that highly engaged employees are:

  • 21% more profitable;
  • 17% more productive, and;
  • Enjoy 20% higher sales than industry peers with average engagement.

Whether your measure for success is better employee retention, improved alignment with company goals, or increased revenue, your journey begins in first knowing what to measure and how to do it well.

An engaged workforce is almost always a profitable workforce. According to Gallup, companies with a well-defined culture of recognition and commitment to employee engagement have been shown to outperform their peers by 147 percent in earnings per share. Learning how to measure engagement – and what to measure – are the first steps towards realizing the engagement advantage. By measuring engagement in a number of ways and against a number of different metrics, companies can then learn what actions they need to take to improve in this important area of differentiation.

What you’ll learn

Having a better understanding of what makes your organization tick can help you find a competitive edge that you didn’t know existed. In our new eBook, “Employee Engagement: Four Places to Start Measuring What Matters,” we provide four ways to effectively measure the results of your engagement programs to ensure success in areas critical to your business – such as employee retention, performance against goals, and alignment with company values. Download the eBook now and begin learning how to measure what matters!

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About the Author

Josh Danson

Josh is Director of Content Marketing at Achievers. An accomplished marketing and communications professional with more than 20 years’ experience in the fields of marketing and PR, Josh worked as a press secretary on Capitol Hill before moving West, and from politics into PR – and on into content marketing. Josh graduated with High Honors in History from Kenyon College and lives in San Francisco with his wife and 9 year-old daughter. In addition to work and family, he is passionate about music, politics and fly fishing (not necessarily in that order).