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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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Improve Team Meetings

7 Fun Ways to Host Team Meetings

Team meetings are renowned for being boring and, to many employees, a waste of time.

In fact, one survey shows that over 75% of meeting participants are annoyed by meetings they deem unnecessary, and many more will agree they find them boring, even if it’s just from time to time.

So, as a meeting host in your business, it’s up to you to spice things up and bring a spark that will keep everybody engaged. To help you get started, here are seven techniques you can use.

  1. Use Grouping

One of the most common meeting tactics to use is known as ‘breakout groups’. This is a type of meeting where you’ll introduce a certain point or subject and then break the teams up into groups to discuss it. As you can imagine, this is ideal for brainstorming activities.

“Try to split up groups of people, so each group is as diverse as possible. At the end of the session, bring the teams back together and discuss all your points as a team,” shares Mary Parker, an HR Manager for UK Writings.

  1. Try Team Building Efforts

You may have heard of team-building days, but there’s no reason why you can’t bring a team-building exercise into your meetings to bring everyone together and to get the mind focused. This is a great way to boost employee morale, build company culture and make the team socially aware.

You could give your team a puzzle or play a simple Q & A game. Team meetings don’t have to be completely work-related either – they could solely focus on the team building aspect and be used as ten-minute introductions to get everybody engaged.

  1. Include Engaging Presentations

One of the best ways to bring new life into your meetings is by creating a visual presentation, such as a PowerPoint. This adds a visual element to your meetings and is a great way to share information in an easily digestible format.

You can add graphics, images, videos, graphs, text, and any other form of data or media that will help to keep the participants of your meeting engaged. Aim to produce high-quality presentations for your team meetings. Here are some tools that can help:

  • Grammarix & Studydemic
    These are two online tools you can use to check the grammar in your presentation.
  • Revieweal
    This website reviews copywriting services that can create content for your presentation, as recommended by the HuffingtonPost in Write My Essay article.
  • Let’s Go and Learn & My Writing Way
    These blogs have a tonne of writing guides you can follow to improve your general writing skills.
  • Australian Reviewer
    This is an online writing community where you can meet writers from around the world to improve your skills.
  • Cite It In
    This is a free online tool to help you add citations, references and quotes to your presentation professionally.
  • Writing Populist & Academadvisor
    These are two services that can help you to edit the content of your slides to perfection.
  1. Change the Scenery

Do you always hold your meetings in the same room? Why not mix things up by changing your meeting’s venue? Perhaps you could book another room in your office building. You could try meeting in a huddle space or taking your team to a nearby café or quiet place to sit.

“One of the more popular meeting places that people enjoy is going outside. Not only does this give your team a bit of sunlight and fresh air, but it also helps to break up the day, keeps your participants engaged and focused and makes a nice change from a boring meeting room,” explains Sarah Cattle, an HR Manager for UKServicesReviews.

  1. Keep Your Meetings Short

If your meetings are dragging on and on, it’s only natural that people are going to get bored, switch off and become disinterested in what’s being said. That being said, it’s so much better for you and the rest of your team to keep things short and engaging.

This means if you’re having a meeting, it’s better to stick to a selection of topics and subjects that you’re talking about, rather than trying to go on and on and cram in absolutely everything you have to say. As a rule of thumb, try and keep your meetings to around 30 minutes maximum.

  1. Switch Up Positioning

When your team comes into your meeting, have you ever paid attention to how they seat themselves?

Typically, you’ll see people sit in the same places and next to the same people. This is great, but if people are mucking around, or the same people are hiding at the back trying not to be involved, this will contribute to an unsuccessful meeting.

Instead, try mixing people up and getting them sitting next to people, and in places, that they wouldn’t normally sit. This is great for brainstorming team meetings, especially when group discussion is implemented.

  1. Add an Extra Touch

This is only scratching the surface when it comes to ways to enhance and revitalize your meetings with what works for you.

To help you get off on the right foot, here are some extra touches you can add to bring energy into your meetings, and to make them more fun:

  • Get a different employee to bring in food for each meeting and vote best food every month
  • Break your group into small groups for discussion (mix people up)
  • Every time someone ‘crushes’ an idea, get another member to throw a soft toy at them saying, “Let’s give it a ”
  • Be charismatic when talking
  • Make eye contact with the people in your meeting
  • Concentrate on your body language
  • Spotlight employees with rewards and recognition

Whether your hosting team meetings, teleconferences or office workshops, it’s important to always add your own flair to effectively engage employees. The next time you have a team meeting, make sure you have these 7 tips in your back pocket.

Are you having trouble engaging your employees? Check out this guide highlighting four ways to start measuring the results of your engagement programs.

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About the Author
Mary WaltonMary Walton is a business writer and blogger at Simple Grad, read her Boom Essays review there. Also, she writes for the Huffington Post (one of her most popular posts there is Buy an Essay article).

 

 

 

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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.

Optimize the Workplace

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.

celebrating Achievers' Employees

Employee Appreciation Week: Achievers Celebrates Employees

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

 
Achievers Carpool Karaoke Video

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


Achievers #BeBoldForChange Video

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

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

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

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

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

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

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

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

 

 

 

 

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

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.

 

 

Important Pillars of HR

5 Pillars of a Successful HR Strategy

How successful is your current HR strategy? The role of the HR department has evolved over the years, transitioning from the traditional “hire and fire” arm of the business to a strategic position. Today, HR departments are not only responsible for recruiting new talent and onboarding employees, but also establishing a positive workplace culture and environment.

Juggling the traditional tasks with those that come with being an HR professional in the modern workplace can be challenging. When trying to meet the needs of the business and its employees, important details can often be overlooked.

Below are five HR pillars every organization should be aware of when developing or refining their HR strategy.

  1. Legal Requirements 

When onboarding an employee, it’s important that you follow and fulfill all legal requirements to ensure that you protect the business and the employee. For instance, every full-time employee should fill out an IRS W-4 form and I-9 form. Another important legal requirement is workers compensation.

Regardless of the working conditions, workers compensation is required of all businesses:

“If you have any employees—even just one—you are responsible for including workers’ compensation insurance (in most states) in your business insurance policy. This type of coverage exists to protect you, your business, and your employees in case any of them get hurt or sick while working for you.” – Experts at USA Business Insurance.

You may also need directors and officers and general liability insurance to protect employees from potential issues with customers.

  1. Employee Engagement

Did you know that only 33 percent of employees in the United States are engaged in their jobs, according to Gallup’s “2017 State of the American Workplace” report? In fact, employee engagement as a whole increased only 3 percent from 2012 to 2016, according to the aforementioned report.

Employee engagement is critical to a company’s success. After all, an engaged employee is a productive one. To increase employee engagement, bring the following into your culture and HR processes:

  • Gamification: Incorporate gamification into employee activities, such as achievement-tracking and peer competition.
  • Incentives: Financial and non-financial incentives, such as rewards and recognition, give employees something to work toward. In addition, they reinforce attitudes and behaviors that will help the organization succeed.You can make the process of tracking these incentives, and the milestones that designate them, with an employee recognition and engagement platform such as Achievers.
  • Employee Surveys: Conduct surveys on a regular basis to let employees know that their voice is being heard and valued.
  1. Career Advancement Programs

An organization’s biggest and most precious investment is its employees. Yet, many organizations don’t invest enough in the development of their employees. A career advancement program helps sustain employee engagement, as employees are given the opportunity to progress both personally and professionally.

In addition, it helps nurture talent within the organization, reducing the time and costs associated with hiring outside employees.

A successful career advancement program should help employees set achievable goals and offer in-house training sessions. Toastmasters International, for example, is a communication and leadership development program that teaches employees to become more effective communicators.

  1. Corporate Image

Maintaining a strong, positive corporate image is important, helping you attract top talent to a growing team. The HR department plays a critical role in upholding an organization’s image:

“Specifically, you [HR professional] should think about how your branding is reflected in your recruitment efforts, workplace and involvement in social media,” – Tiffany Aller, ADP’s Spark blog.

Aller suggests asking yourself the following questions:

  • If your branding revolves around innovation, does your company culture reflect that?
  • Are your branding campaigns focused on technology—and does your staff have access to the newest and latest equipment?
  • How is your company reflected on social media, both formally through company channels and informally through individual employees?”
  1. Performance Management System

To make goal-setting successful, you need to have a tracking system in place. Without an advanced performance management system, it’s difficult for employees to gauge their progress and stay motivated in reaching their goals. Not to mention, keeping track manually can get messy and is less reliable.

If you haven’t yet, invest in a performance management system that makes it easy for employees and managers to track and measure progress throughout the year. If you have trouble getting buy-in from decision makers, ask for a free 30-day trial of the product you like most. When your trial is up, you can show higher-ups the benefits, rather than tell.

Be a Modern HR Professional

Today’s human resource departments are responsible for much more than just hiring and firing employees. They play a strategic role in the day-to-day operations of the business, especially when it comes to employee engagement, necessary insurance, corporate brand and much more. When developing or updating your HR strategy or department, don’t forget these five important pillars.

To learn more about how to improve your HR strategy, check out this webinar recording Using Recognition to Drive Engagement – A Best Practice Guide with Scotiabank.

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

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.

 

 

 

 

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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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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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.

 

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.

 

 

 

 

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.

 

 

 

 

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.

 

 

 

 

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.

 

 

 

 

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).

 

 

 

the value of coaching

Why Millennials Want Coaches, Not Managers

Your workforce is increasingly made up of millennials; this is unsurprising – they’re the ones with the most contemporary skills, and with each passing year they become a larger percentage of the working world. With close to 10,000 baby boomers turning 65 every day, millennials now represent the largest subset of America’s workforce. Approaching these younger workers with the attitude and expectations of a coach, rather than the antiquated characteristics of a traditional “boss,” is key to maintaining their engagement. Here’s how a coaching style differs from the approach of a traditional manager, along with a few insights about why this shift in managerial style is so important.

Coaching responds to failure with empowerment

A manager who behaves in the classic “boss” tradition is likely to take a disciplinary tone after an employee fails or does a poor job on a project. Getting “chewed out” by the boss is a familiar trope in the stereotypical work environment. Coaching, on the other hand, takes an entirely different approach. If a player on a sports team does badly, the coach may feel frustrated, but he or she is well aware that scolding and criticizing the player is not likely to yield better results in the future. Instead, a coach views failure as a sign that the player needs more training, support, and encouragement.

Harvard Business Review (HBR) describes the behavior of award-winning college coach Mike Krzyzewski after a player’s carelessness caused his team to lose. He took the whole team out for an ice cream sundae party, emphasizing encouragement and team-building, and then he held an extra practice to help everyone come together again.

Millennials want more frequent feedback

When you picture a coach guiding a team to victory, you probably imagine lots of feedback was involved. The coach is on the sidelines, shaping the choices that the players make and shouting encouragement or suggestions. After the event, the coach probably holds a video session and works together with players to identify areas that need improvement. It’s all very hands-on.

Now, contrast that leadership style with the annual employment evaluation that typifies an old-school manager’s pattern. An employee is called in to the boss’s office and given an evaluation containing praise and criticism that might be outdated, perhaps even a year old. A coach wouldn’t have a successful team if he or she only gave feedback once a year.

Furthermore, millennials want the high-touch guidance of a coaching culture. A global survey finds that overall, millennials want feedback 50 percent more often than older employees, with most of them preferring feedback on a weekly or monthly basis.

Employee success depends on rewards and recognition

While frequent feedback is a proven method for increasing employee engagement, the quality of that feedback is equally important. An effective coaching approach is based on recognizing each person’s individual strengths. Best practices include creating a company culture that emphasizes positive feedback and employee appreciation. Positivity is necessary in every workplace, but it’s especially crucial when you’re leading a team of millennials.

A recent Gallup report noted, “Only 19 percent of millennials say they receive routine feedback. An even smaller percentage of millennials (17 percent) say the feedback they do receive is meaningful.” This same report states that fewer than 15 percent of millennials ask for the feedback they really want; so it’s up to leadership to establish these employee recognition best practices.

Managers are an important source of professional learning and development

Forbes states that most millennials identify their manager as their main source for learning and developing skills, but only 46 percent of those surveyed believe their deliver on this hope. These numbers are helpful because they indicate a direction you can take with your management style. One millennial worker quoted in the HBR article states, “It’s very important to be in touch with my manager, constantly getting coaching and feedback from him so that I can be more efficient and proficient.” And to further illustrate how much millennials crave learning and development, it’s been reported that 62 percent of executives say millennials will consider leaving their jobs because of a lack of learning and development opportunities.

Coaching takes the whole person into account

Though today’s cutting-edge companies invest serious effort into making sure their employees have a good work-life balance, they also realize that this new approach looks at employees as whole people, not just a drone carrying out a task with little to no thought. A great deal of research has gone into the psychology of coaching and the need to consider the “inner game,” but this mindset is still very new to the corporate world.

As more managers realize that helping their employees to maintain a healthy work-life balance will result in more highly engaged employee, they will likely change their style of supervision to emphasize encouragement. It’s all part of a more holistic approach to talent management; a recognition of workers’ inherent humanity and a step away from viewing them only as cogs in the wheel of a production assembly line.

It’s all about performance

Of course you want to treat your employees well for their own sake, but you also want to be an effective business person. You want to manage your team in such a way that productivity increases, both now and in the future. This often means understanding the unique needs of your millennial workers.

A coaching approach, versus a top-down “I’m-the-boss” approach gives you an incredibly powerful tool for increasing employee engagement among your younger team members. These workers will respond with higher performance and greater loyalty, bringing sustainable growth to your bottom line.

To learn more about how you can effectively introduce employee recognition to your millennial team, download our white paper, “Sink or Swim: How to Engage Millennials to Ensure the Future of your Business.”

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Top 5 Ways to Boost Employee Morale

Are you one of those bosses who feels their employees should simply be happy to have a job at all? Unfortunately, some supervisors really do feel this way, particularly when the job market is tight. However, it’s an expensive point of view to maintain, especially in an economy that is nearing full employment: Discouraged employees are 87 percent more likely to quit, and you’ll spend a minimum of 21 percent of an employee’s annual salary on a replacement. To avoid this unnecessary expense, follow these five simple tips on keeping employee morale high:

1. Ask for input on special events

Have you ever had a bright idea for a company party or celebration, only to find that no one seems to share your enthusiasm? To avoid lackluster celebrations that don’t do anything to boost morale, encourage your staff to anonymously submit suggestions for the venues and types of employee appreciation events they’d like to see, and then encourage everyone to vote on their favorites. Employee retention depends on giving workers the sense you care about their priorities and that you seek their input on matters that impact them.

2. Encourage honest feedback

Seek genuine opinions from your workers, and don’t be afraid to  apply changes based on their feedback. Employee engagement will increase when you’re perceived as caring and confident enough to hear negative feedback. Winning your employees’ trust not only boosts employee morale, but it improves business results as well. The Harvard Business Review revealed that employee trust is essential to a company’s financial success. Your staff will also more readily buy-in to any changes that you make. Google uses this strategy with great results, creating “Google Cafes” in which all staff members share creative new approaches.

3. Hold yourself to the highest standard

Leadership is all about modeling hard work and dedication. Show your team that even though you have the right to leave early or delegate all the hard work to subordinates, you stay in the trenches and get the job done. Employees will feel supported and inspired by your example. Great leadership is key to employee happiness and success. Gallup’s leadership research shared, “When leaders focus on and invest in their employees’ strengths, the odds of each person being engaged goes up eightfold.”

4. Promote from your own talent pool

According to Forbes, external hires made 18% more than internally promoted employees  in the same jobs. Be fair and examine your internal talent pool before jumping the gun on bringing in an external hire. Give your employees opportunities for growth and advancement so that they will want to stick around and give you their all. If you make the effort to discover the unique skills and talents of each worker, you’ll be in a better position to know whom to promote when the opportunity arises.

5. Build employee motivation with rewards and recognition

Employee recognition is key to making your staff feel that it’s worthwhile to go the extra mile. Celebrating accomplishments through rewards and recognition lets your team know that you truly appreciate their efforts. It also builds a strong sense of teamwork when you encourage workers to offer each other public statements of appreciation. It’s a strong, positive motivator knowing your hard work isn’t going unnoticed and that you’re appreciated by your coworkers and leadership.

Snack Nation’s infographic revealed 36% of employees would give $5,000 a year in salary to be happier at work. Start boosting employee morale and happiness by following employee recognition best practices. With the right recognition program, your workplace culture and company’s bottom line will strengthen. Learn more about encouraging employee success by downloading our white paper: “The Total Package: Including Recognition in the Compensation Toolkit.”

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Creative ideas to draw in top talent

18 Ways: How to Find your Dream Candidate for 2017

“Whatever your life’s work is, do it well. A man should do his job so well that the living, the dead, and the unborn could do it no better.” — Martin Luther King, Jr.

You’re looking to expand your team. Congratulations on your company’s growth spurt! Now you want to find candidates that fit your company culture and bring the right expertise to the job. While you could just post to one of the huge job sites like Craigslist or Indeed, there are a number of other unique and creative ways to grab the attention of your future colleague, and here are a few…

Offer Rewards:  Offer a financial incentive to your current employees to assist with finding their new office buddy who will go the distance. Your staff know best what your company is all about and what success in the job entails. Set them on a mission to find the perfect candidate and reward them accordingly if they succeed.

Turn to your Network: Ask connections on your social networks to recommend people they think might be the right fit for your business. When candidates apply for the job you can see if you have any mutual connections and then reach out to those connections for “insider” information about the candidate.

Hangout: If you want to find the best talent in this hugely competitive market, go to where they are! Attend user’s groups, peruse online forums and read influential blogs; but don’t just lurk, comment and interact so they become familiar with you and your employer brand. Learn how to communicate authentically with the audience you are hoping to attract and you may be rewarded by finding a candidate you never even knew was in the market.

Niche Job Boards: Instead of putting your job listing into the mix of the huge job sites, you can target ideal candidates by using smaller, niche job boards that service specific business sectors  and categories such as creative, media, nonprofit, start up, technology, etc.

Go Local: There are local chapters of associations for every possible business field on the planet. By attending association meetings, you might find the right employee with just the right skill set for your company.

Hire Inside: Perhaps the candidate you are looking for already resides within your company. Keep an eye out for existing employees who are up for new challenges and encourage their growth and development by applying for a job outside their prescribed career path.

Heads up for the Boomerang: Don’t forget those great people you’ve previously worked with at different companies or those who worked at your current organization before and might be excited to come back. Either way, reaching out to former colleagues can be an invaluable enterprise when looking to fill a job opening. As an added bonus, you won’t have to time upfront getting to know them – your shared history makes it so you can get down to business.

Eyes Wide Open: Quite often the best candidates already have jobs, so be on the lookout for exceptional customer service and transferable skills, even from people in roles that don’t exactly match your current job opening. The right candidate rarely just falls from the sky, sometimes you have to headhunt and poach.

Cold Emailing: Emailing is still the most effective marketing tool out there. If you craft a personalized, specific email with engaging content for the potential candidate you will probably receive a thoughtful response. Recruiting emails often command more respect and consideration than other forms of less personal approaches.

Alumni trawling: Target the alumni networks of colleges and other learning institutions in line with your job requirement. At a minimum, you’ll know you’re getting a candidate with a strong educational background.

Paid Internships: What? Actually pay an intern? For a nominal fee you can put your intern through a rigorous program to gauge their skills and see if they are a fit for your organization. If they excel, hire them permanently.

Buddy system: What about hiring a trusted, personal friend? You’ll be spending loads of time together and you already have an established level of trust and rapport with each other. Win-win! Be careful though, as this strategy does come with some risks. Make sure your friend is a good fit for your company – and vice versa – or you could be risking more than just losing a new employee!

Virtual “Help Wanted” Sign: Have a permanent “we are looking to hire” button on your website so you can collect resumes from visitors. If individuals are being proactive by searching a company’s website, you’ve already found a candidate who is willing to do some research.

Tried and tested: You can always use a recruitment agency. They are financially motivated to find you the right candidate and they can save you from wading through thousands of resumes.

Fair Trade: While seemingly antiquated, a good old fashioned career fair could be where you meet the perfect candidate. If you prefer to not leave the comfort of your home or office, a virtual one works just as well.

Community Outreach: Approach a nonprofit organization for assistance with sourcing candidates. They are always looking to place their clients in opportunities where they can succeed, and they have usually done all of the necessary background checks for you.

Resume Redux: Keep the top candidates from the last time you hired on file. When a new job opening comes up – go through these files; perhaps you already have the candidate you are looking for right under your nose.

Use Facebook ads: Target your ideal candidate with a targeted ad. This can help separate the wheat from the chaff, and likely cut down candidates that express only a cursory interest.

“Pleasure in the job puts perfection in the work.” — Aristotle

Remember that wherever you choose to list your job opening, make sure you have crafted a clearly defined job description. You don’t want to receive a ton of applications from unsuitable candidates. When crafting your description you should illustrate to potential candidates the benefits of working for your company along with a clear description of the job expectations. Keep in mind that it’s crucial that your company culture is also attractive to the candidate. After all, these days companies are judged on more than just the financial compensation given.

Let your job listing speak to potential new hires as if they are a customer or prospect. Really sell them on the promise of your company and its unique mission and values. Go to company review sites to find out the perceived negatives of your particular industry and counteract that with a job offer that addresses job issues head on.

Individuals might look great on paper but can they actually do the job? Trust your instincts and don’t be scared to go after passive candidates (those who already have a job and might not be looking for a new one).

In the end, don’t settle, be patient. Hiring the wrong candidate can drastically affect your business and spark another prolonged hiring search.

If you think it’s expensive to hire a professional to do the job, wait until you hire an amateur. Red Adair

About the Author

Randi ShermanRandi Sherman is a content writer providing all your literary needs and actionable insights to drive new business and improve your bottom line with The Social Calling.

 

 

 

How to Identify and Retain Top Performers with Rewards and Recognition

Employee retention is a key goal for every company, but it’s important to drill down into this metric and make sure you’re doing a good job of identifying and keeping your top performers. These employees deliver 400 percent more productivity than the average worker, according to statistics published in Harvard Business Review (HBR). The researchers state, “Our workforce strategy goal should be to double down on retention tactics for high performers,” and further explain that, in many cases, managers aren’t meeting the needs of their top talent. The first step to nurturing your best workers is to make sure you know who they are; and a simple way to discover top performers is through rewards and recognition programs.

Look for active recognizers

The right rewards and recognition program can help determine top performers – but you may be surprised by which statistics you should look at. As to be expected, the hardest working and most talented people are likely to receive the highest amount of recognition from their supervisors. They are also likely to be recognized by their peers, since the ability to work well within a team is another important component of productivity. However, when you’re seeking out the truly top performers in your workforce, it’s also important to identify those who are most often recognizing others.

According to a recent Achievers study, employees who were promoted turned out to have a track record of actively recognizing their peers. In fact, before being promoted, these high performers sent an average of 3.8 times more peer recognition than the average employee. In this way, employee rewards and recognition programs provide two separate metrics for  identifying top talent: those who receive the most recognition, as well as those who give the most acknowledgments to others.

Tie recognitions to company values

Your organization probably took significant time and effort to craft a mission and values statement.  This statement is more than mere words residing on a wall, a website, or welcome pamphlet; it can serve as a dynamic tool for shaping your employee recognition program. By tying recognitions to your company’s core values, you can see which performers are embodying those values most authentically. This approach is sometimes termed “Management by Objectives,” and it feeds employee motivation by helping every member of the organization feel that their contribution is truly meaningful.

High performers have unique needs

The workplace factors that keep your super-skilled employees motivated are somewhat different from commonplace worker needs, and it’s necessary to be aware of these differences. While competitive salaries are important, HBR research points out that using regular compensation as a method of delivering employee rewards can potentially backfire and cause resentment among coworkers. On the other hand, high performers care significantly more than average about having their efforts noticed, recognized and rewarded. These rewards can be in the form of social or financial recognition, but in either case, your top talent is especially eager to receive praise, financial incentives and frequent feedback. This is another reason that if you’re in the habit of only providing annual or semi-annual evaluation sessions, the employee engagement levels of your top performers is likely to suffer.

Why you need to focus on high achievers

While highly skilled employees are slightly more satisfied with their jobs than the average worker, one in five say they’re likely to leave their current position within the next six months. Furthermore, if and when your top employees do decide to move on, their skills will lead them to easily find new opportunities. Given the high levels of productivity and the contributions these extra-competent workers make to the workplace environment, losing even one of them can be a blow to your company.

Help your top performers fulfill their potential

Employee retention is only one of many reasons that HR professionals and managers should invest in the effort to nurture high achievers. Equally important is  assisting in their career growth and providing them with development opportunities to help them reach their full potential. A major component of nurturing employee success is to  ensure tasks remain challenging and varied. High achievers “live for the challenge,” and seek to overcome obstacles and solve problems as a source of personal accomplishment. So make sure to provide them opportunities to stretch themselves through varied and challenging assignments.

Employee recognition best practices dictate that recognitions will be most meaningful to these talented workers if they reflect on an achievement that was truly praise-worthy. High achievers are tireless, curious, full of passion, and internal drive. If they’re recognized they want it to be for something substantial and worthwhile. In other words, don’t praise them for minutiae such as arriving on-time or keeping a clean work area. Instead, provide detailed and specific feedback that focuses on the positive impact they are making through their diligence and pursuit of excellence.

The right HR technology can be your ally

Identifying top performers can help your organization discover who your most engaged employees are (and vice versa), allowing you to effectively leverage their skills and enthusiasm as a positive force in the workplace. HR tech is steadily evolving, and data gleaned from a cutting edge rewards and recognition platform can now provide you with valuable insights to help you identify and retain your top performing employees.

To learn more about how employee recognition can help you identify and retain your top talent, as well as having a positive impact on your entire workforce, download our eBook: The Ultimate Guide to Employee Recognition.

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Celebrate Employee Appreciation Week Achievers

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

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

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

Employee Appreciation Week Recognition Card

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

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

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

 

ideas for employee appreciation week

Out of the Box Ideas for Employee Appreciation Week

Promoting a consistent culture of recognition is an essential component to employee engagement, but who says you can’t step up your appreciation game every once in a while? A good celebration tends to incite a positive atmosphere that is almost tangible to the touch – and the positivity is infectious. People’s smiles get a little bigger, the laughs a little louder and the residual feel-good attitude can be felt for days after. What’s not to love about that?

In the world of employee recognition, Employee Appreciation Day is the be-all and end-all of celebrations. In fact, some people (ourselves included) take it so seriously that we celebrate it for a whole week! If you’re keen on the idea of doing something extra special for your people to celebrate Employee Appreciation Day (or week), we’ve got some fantastic suggestions for you:

Fun and Games

My local gym (actually, it’s more like an adult playground) has a great little message on a wall that reads, “We don’t stop playing because we grow old, we grow old because we stop playing.”  There are numerous gratifying aspects of working, from building your career to meeting some amazing people, but I am a firm believer that everyone has an inner child who is just waiting to be let out to play. Here are some ways to indulge the inner child in all of your employees:

  1. Craft Room
    Fill a room with different art supplies and encourage your team to let their imaginations run free. If you have especially artistic employees, ask if they would like to share their skills through an art class.
  1. Games Room
    Puzzles, board games, cards – there are an infinite number of games out there. Games have come back in a big way in 2017, and they are the perfect way to facilitate some team bonding and to let off some steam in the process.
  1. Jumbo Games
    If you want to go big on the game front, rent a bigger game, like a ping pong or foosball table, for your employees to enjoy during the week.
  1. Trivia
    Have a condensed jeopardy type competition at lunch or put out random trivia questions throughout the day. To spice things up, add prizes.
  1. Throw Back Thursday: baby photo edition
    This one requires some prep, but is well worth the effort. Ask your team to bring in their baby photos in the days leading up to EAD/EAW, then compile the photos on a poster board and let the guessing begin. For added difficultly, sprinkle in some celebrity baby photos.
  1. Photo Booth
    Rent a photo booth (or get a Polaroid camera) for the office so your team can document the employee appreciation moments and get some new pictures to put up at their desks – or to share on social media. This has the added benefit of showing the outside world (think perspective employees) how cool and fun your workplace is.
  1. Comedy
    I have yet to meet someone who is not a fan of a good laugh. Reach out to a local comedy group and get someone in to get the chuckles going in the office. Who knows, maybe you even have a few comedians on your own employee roster.
  1. Scavenger Hunt
    There are SO many options with how to approach this. From items in the office to incorporating the surrounding neighborhood or having an ‘employee scavenger hunt’ (e.g. find someone who has completed a triathlon), there is huge potential to be creative here. Scavenger hunts are also a great way to promote inter-departmental collaboration and bonding.

Snacks and Treats

Snacks are fantastic, and I do not think it would be untrue to say that free snacks are an almost guaranteed slam dunk. Ever pay attention to what happens when the après meeting ‘leftover sandwiches are in the kitchen’ email goes out?  Mass kitchen migration.

  1. Hire a food truck to park outside the office (on the company’s dime) for lunch
    Food trucks are all the rage these days. They offer new twists on old classics, have unique menus and can provide more good fodder for social media posts.
  1. Ice Cream Sundae Bar
    Delicious ice cream. Creative toppings. Need I say more?
  1. Smoothie Bar
    Same idea as the Sundae Bar, but a healthier option (and could be more appropriate if you’ve been making wellness a priority at your company this year)
  1. Team Picnic
    The outdoors and food are two pretty awesome things, so when you pair them together it’s a pretty excellent outcome. Have a nice patio? Get your team outside and into the fresh air for a bit.
    **This is more applicable for those working in warm environments. If you’re located in an area where average temperatures in March are below zero this could be perceived as a perverse form of punishment.
  1. Top Chef Competition
    I would be willing to bet that every office has a few aspiring chefs in their midst. Put out feelers in the time leading up to your Employee Appreciation celebrations and see if anyone wants to put their culinary prowess on display for an entertaining, and tasty, competition.

Personal Development

  1. Ted Talks
    Screen Ted Talks throughout the celebrations – bonus points for committing to the ‘theatre vibe’ with comfy seats and treats (popcorn machine anyone?). You can put out feelers leading up to the event and ask people to submit topics or speakers of interest.
  1. Leader Q&A
    Transparency is king. It provides people with a sense of inclusion and breaks down some of the typical hierarchical barriers. Create a comfortable environment where Leaders answer employee’s questions and hear their ideas. It’s a good idea to include a moderator and a question submission box, in case employees wish to ask sensitive questions anonymously.
  1. Celebrate Personal Accomplishments
    People in your organization are capable of, and may have already done, amazing things. Take some time to celebrate your team member’s accomplishments outside of work – this is also a great way to get to know them as individuals, beyond the office.

These are just some ideas to get the ball rolling, the key to a successful Employee Appreciation Celebration is incorporating aspects that matter to your employees.

Start celebrating Employee Appreciation Week by giving thanks and appreciating your employees today. Recognize their great work with a personalized recognition card. Get started here. 

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About the Author

Sarah ClaytonSarah 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.

 

 

 

4 Easy Tips to Instantly Engage your Employees

According to Bersin by Deloitte, “employee engagement” refers to, “An employee’s job satisfaction, loyalty and inclination to expend discretionary effort toward organizational goals.” The more engaged employees you have, the more positive results you will see – from both a bottom line and a corporate culture standpoint. It’s as simple as that. But as Gallup recently reported, a mere 13% of employees worldwide are engaged at work! And it’s not that much better here in the U.S., where only one in three employees are engaged at work.

Is employee engagement something your company struggles with? Start shifting the numbers in your favor with these four easy tips to instantly engage your employees:

Throw out the job description

We aren’t suggesting you should abandon your entire functional structure, but when thinking about roles, titles and capabilities it’s important to keep individual employees in mind. Management expert Glen Llopis encourages supervisors to build each job around the capabilities and interests of the person who currently holds that position. He points out that people stay more focused and perform much better when they enjoy the work they’re doing, and a good manager should be able to expand their leadership lens to consider an employee’s strengths when assigning any projects.

Praise co-workers

Managers aren’t the only ones who can commend a job well done. Encouraging peer-to-peer recognition within the workplace can be invaluable in increasing employee engagement. A simple “great job” from a co-worker goes a long way in encouraging employees to embrace teamwork and celebrate accomplishments. When co-workers celebrate shared wins and encourage one another to succeed, they are motivated to perform at their best and gain a sense of camaraderie around achieving one common goal. Spreading praise throughout the office is contagious and serves the dual purpose of instantly engaging employees and building a supportive work culture around shared goals and values.

Make every employee an “insider”

If you trust your employees enough to tell them about your company’s challenges – as well as its victories – you’ll find that they place a high value on your honesty. When employees feel like they’ve been brought in on the real, inside story, they are better able to understand the reasoning behind their company’s policies and actions. As an additional benefit, greater transparency and democratization often lead to innovation, as employees feel inspired and empowered to offer creative solutions to shared problems, which they will likely want to implement themselves. This approach may require a shift in perspective, especially if your company is accustomed to placing multiple filters between the C-suite and line workers. But it’s been proven that in companies with a flat organizational structure transparency can have some very tangible positive results.

Give immediate rewards and recognition

“Congratulate” is one of the “10 C’s” of employee engagement listed by Ivey Business Journal, and there’s a good reason for this. Their research finds that most employees feel that they receive immediate feedback (otherwise known as criticism) when they do something wrong, but that recognition for their positive contributions is usually slow in coming. The most effective leaders make sure to deliver immediate recognition and tangible rewards for a job well done. Rewards and recognition are most impactful when given frequently and tied back to specific desired behaviors or actions, as opposed to generally positive feedback provided quarterly or even yearly.

Employee engagement is not something to take lightly. Industry research shows why employee engagement matters: Just a 1% increase in employee engagement leads directly to an additional .6% growth in sales (according to Aon Hewitt) and companies with highly engaged workplaces have been shown to outperform their peers by 147%. So don’t pass up these simple solutions to help address a complex issue.

Learn more about milestones along the route to employee engagement from our Getting to Greatness Infographic.

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HR Tech World 2017 London

Achievers in Action at HR Tech World: March 21 & 22, London

Have you ever wondered how much employee engagement can impact your business, and taken even one step further, the world? Imagine if every single employee felt valued, motivated, and recognized for their achievements? What a difference we would see in the workplace and society. Employees would actually enjoy going to work and as a result, would strive to reach their best potential. This would then be reflected in how they would treat their customers and fellow-employees, a virtuous cycle that would serve to lift everyone’s moods. HR’s mission is to do exactly that: increase employee engagement and, in return, boost employee happiness and business results. According to Gallup, companies in the top quartile of employee engagement see real measures of business success including 21% higher productivity, 22% higher profitability, 41% higher quality, and 37% absenteeism.

Where does Achievers fall into all of this? Achievers’ state mission is to: Change the Way the World Works, and we do that by offering world class employee recognition and engagement solutions that help bring about that change, one business at a time. You can learn how Achievers accomplishes this by joining us at HR Tech World in London from March 21-22. Discover why businesses are adopting Achievers’ award-winning solution to effectively increase employee engagement by an average of 22%! Join Achievers and thousands of HR Directors, executives, and thought leaders to focus on all things HR technology – what’s hot and where it’s heading. Within 10 years, over half of the office occupations in the world will be displaced by technology. How do we manage this? How do we capitalize on this? And how is HR tech defining the Future of Work?

This year, HR Tech World will be held at the famous venue ExCel London and will bring together a “Who’s Who” of HR. At this premier 2-day show, you will have the opportunity to meet some of the leaders in the HR tech space. Achievers will be there at Booth 303 with everything from live product demos to a “design your own T-shirt” stand. Come by and ask us anything you need to know about employee engagement and Achievers’ powerful rewards and recognition platform. Also, don’t miss up our lineup of speaker sessions:

Denise WillettUtilizing Recognition to Drive Employee Engagement
Denise Willet, Senior Director, Achievers EMEA

Denise is responsible for helping top employers globally increase employee engagement and retention, achieve desired results, and impact business success through recognition. At this session, you will discover the link between recognition and engagement and learn about Achievers 7 key principles that contribute to a successful recognition program.

 

Chase DolomontGet a Showcase of Achievers‘ Platform
Chase Dolomont, Solutions Consultant, Achievers EMEA

In the Product Demo Arena, Chase will offer a real-time view of the tools and strategies Achievers offers to help create an impactful culture of employee recognition that significantly impacts employee engagement.

 

And don’t just take our word for it. Listen to testimonials from amongst a list of Achievers’ customers. Or, come to HR Tech World and hear Colin Watt, Shop Direct’s Colleague Engagement and Relations Director, share how to successfully introduce sustainable recognition as an engagement tool and change-agent.

Colin Watt Shop DirectShop Direct is the UK’s second largest online pure play retailer with brands such as Littlewoods.com, Very.com and Veryexlcusive.com. After Shop Direct implemented the Achievers Employee Success Platform, the engagement score across the company rose from 67% in 2010 to its current, world-class level of 84% with correlated increased customer satisfaction over the same period. To find out more how this has been achieved book yourself into his Engage to Succeed session.

Don’t miss out on the rest of the stellar lineup of sessions – sign up and book tickets today. Then come by and join us at Booth 303 to get a first-hand look of Achievers’ Employee Success platform. Choose to get a guided 1-on-1 demonstration or try it yourself by browsing Achievers’ platform on an iPad. Discover how to quickly and effectively drive employee engagement with frequent recognition, both monetary and social, atop of continuous pulse monitoring. Find out in-person why Achievers’ innovative behaviour-driving engine produces real results for businesses.  Don’t forget to have some fun with our interactive touch screens to customize your FREE Achievers’ merchandise!

Want to arrange a prescheduled meeting with Achievers at the show?
Please contact Helen Brooker to organize a prescheduled meeting.
Email: Helen.Brooker@bhnetwork.com
Telephone: +44 (0) 7796 957726

We look forward to seeing you at HR Tech World at Booth 303.

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About the Author
Helen BrookerAs Marketing Director of Achievers UK, Helen is focused on establishing Achievers’ approach to employee engagement through recognition in the UK marketplace. She builds awareness for how Achievers can build successful recognition programs that align with strategic business objectives. She has been a marketing and solutions consultation lead within the wider Blackhawk Network business group for 6 years working with many diverse, global organizations to improve business performance across employees, channel partners and customers.

 

 

Top employee desires

What Rewards Do Employees Want Most?

As a human resources professional or manager, you’re probably all-too familiar with the job-hopping ways of highly skilled employees who feel they can pick and choose the job they want. And that’s reflected in the fact that more than half of all business owners feel that competition for talent is stronger than it’s ever been. But there are a number of ways to attract and keep top talent, and to keep them happy and engaged while they’re with you. Offering an employee recognition and rewards program has proven to be one of the most effective ways to retain highly skilled workers and to build your company’s financial strength at the same time. Here’s a look at why a rewards and recognition system is important, and how to choose the kinds of rewards that your workers really want.

Employee happiness is essential

Even if your business is centered on sophisticated equipment or software, human beings are still the essential engine that makes everything run – and a sense of emotional well-being is the primary fuel that keeps those human beings working at their peak performance level. Research shows that workers who are recognized and rewarded for their efforts feel happier in general, have better relationships with co-workers and are more open to constructive feedback. Financially, you’ll see measurable returns as well: According to an Aberdeen Group study, companies with some type of formal employee engagement program see a 25-percent increase in year-over-year revenue, along with nearly triple the sales team success. And the difference in annual customer service cost was equally eye-popping: companies with formal methods for employee appreciation saw a 12.7-percent savings in customer service expenditures, whereas companies that don’t have any employee recognition system in place spent 1.2 percent more for their customer service.

Why employee incentives have become more important

It’s always been true that recognizing and rewarding employees for their contributions results in better performance and less employee churn, but now that millennials are flooding the workplace thee levers have become more important than ever. Younger workers are often the ones with the most desirable skill-set, but in return for their services they expect employers to be appreciative of their efforts. Investopedia lays out the basic facts for managers: One-third of every U.S. worker belongs to this generation, along with half of all new immigrants who come here. The article goes on to advise, “This drastic shift in the workforce requires companies to change how they manage and reward talent. The policies and incentives that worked for past generations are no longer effective, and companies that fail to adapt may find themselves facing a shortage of talented and motivated workers.”

What kind of rewards should you offer?

Once you’ve made the decision to establish a formal system for recognizing and rewarding your workers, the next step is to figure out what kind of rewards will most effectively motivate and delight your employees. Here’s a quick review of the benefits and perks that are recommended by employee recognition best practices:

Social recognition

Especially for the growing population of millennial employees, a social recognition platform should be your first focus. This popular type of HR technology is perfectly suited for workers who have come of age in the era of Facebook, Twitter, Snapchat, Instagram and so on. They’re accustomed to immediate feedback, “likes,” status updates and more, and if they’re praised, they want to be able to share the event with friends. You’ll build loyalty among this group of workers with shareable social acknowledgements because these rewards are magnified when posted on personal and professional networks.

Career coaching and professional development

Your employees work for many reasons besides merely earning a paycheck, and the best way to nurture their non-monetary motivations is to offer them a chance to advance in their careers. By providing the opportunity to learn new skills and embrace new challenges, you are fueling each worker’s passion for their job and helping them feel more engaged in your organization’s overall business success.

Additional flexibility

Everyone who works for you is also balancing a wide array of outside commitments and obligations. A study of employee wants found that employees are motivated to stay on board when they have more time off (57 percent) and have the ability to work remotely (55 percent). Rewarding your top performers with greater control over when and where they work is a cost-effective method of increasing employee happiness and building loyalty.

Gift cards and trendy items

Although pay and compensation must be competitive in order to ensure a sense of well-being among your workforce, employees today often expect more than just their baseline pay to feel truly appreciated. That’s why being able to offer a wide array of rewards in the form of gift cards, travel and leisure, and other hot items like tablet computers or VR goggles is complimentary to any fully-fledged social recognition program. The unique benefit of offering gift cards and a full selection of items from a catalog is that each employee can choose his or her own uniquely meaningful reward, and which will make them feel more satisfied than if they just received an insignia coffee mug, plaque, or some standardized gift that you purchased for them.

Your company’s financial strength depends on making sure that your employees stay engaged. Understanding some basics in human motivation can help you to be creative in finding ways to recognize your workers. New developments in HR tech also offer holistic systems for boosting worker happiness, increasing engagement and improving overall performance.

We all want to make our employees happy, so why not start by giving them what they want: an unbeatable rewards and recognition program in place. Learn how to make rewards and recognition an everyday event by downloading our employee recognition eBook.

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Positive Work Culture

5 Company Initiatives That Improve Office Culture

In today’s competitive market for talent, office culture is everything. With employees spending most of their time (some upwards of 50 hours a week) in the office, it’s should come as no surprise that HR leaders consider developing and nurturing corporate culture and employee engagement to be their number one challenge.

Luckily, you don’t have to reinvent the wheel to improve company culture. Initiatives that promote health, work-life balance, kindness and gratitude already exist and can go a long way in bolstering a positive office culture while also increasing engagement.

If you’re unsure where to start, here are a few initiatives to consider:

Employee Health

Companies have been holding organization-wide health challenges and the like for some time now, but the kinds of health initiatives employees desire are different than they once were, where end results were all that was emphasized. People don’t want to step on a giant scale and see how much weight they lost (or didn’t lose!). Instead, they want measurable processes that lead to overall well-being; to track progress with technology, get stronger, healthier, and feel great. With that in mind, here are a few modern health initiatives to try:

Supply organic lunches: According to a 3-month Communispace study. millennials care deeply about what they eat: “More than a quarter say organic, natural and non-toxic products are part of maintaining their health and may see them as alternatives to traditional medicine, signaling an opportunity for brands well beyond the traditional health care sectors,” If your organization can’t pay for lunch every day, choose a couple days to provide an organic lunch for employees or consider partnering with a catering company or bringing in a chef.

Strength challenge: You are probably familiar with popular health hashtags such as: #Healthyisthenewskinny and #progressnotperfection. With the idea of encouraging progress towards health goals in mind, why not hold a fitness challenge and then give employees a period of time to prepare for a re-test, challenging them to improve their performance and beat their old numbers. The friendly competition will encourage camaraderie and morale among employees while emphasizing greater personal health through competition.

Sleep goals: According to the American Academy of Sleep Medicine, the more sleep an employee gets, the less likely they are to call in sick: “Results show that the risk of an extended absence from work due to sickness rose sharply among those who reported sleeping less than 6 hours or more than 9 hours per night,”

With fitness trackers and other wearables, people can now track how long and how well they’re sleeping every night. Set a sleep goal for employees and have them track their sleep over a period of time to earn rewards like gift cards, merchandise or PTO. Employees will feel better and they’ll love telling people they have “sleep goals” for work.

A Kindness Initiative

We could all benefit from more kindness in the world these days; not only at work but throughout our daily lives. In a recent poll, 76 percent of respondents said the world is a less kind place than it was 10 to 20 years ago. One way to bring more kindness, respect, and empathy into the workplace is with a kindness initiative.

It should include the following components:

Create a set of kindness “pillars” that everyone follows. Examples include: When giving constructive criticism or performance feedback, always give “compliment sandwiches” (compliment, criticism, compliment), assign work based on people’s strengths to set everyone up for success, exhibit small acts of kindness like holding the door open for coworkers, etc.

Institute regular recognition of employees. For this to stick, it has to work top down. Managers and team leaders can plan a monthly meeting where one or a group of employee(s) is called out for their excellent work. To ensure a tangible element for this type of recognition, employers can also create a wall of fame to post photos of these high performing employees. For larger organizations, an employee recognition platform is a great way to create and embed a culture of recognition.

Encourage employees to “give props” to their peers. If you use a tool like Slack to communicate within your office, this is easy to facilitate. Set up a channel where employees can recognize one another with a timely “thanks” or “nice job” regarding recent business successes. Using Slack, colleagues can not only tag the recipient of the “props”, but the entire channel, so everyone sees what that person did. Some recognition software providers, like Achievers, even allow the integration of popular tools like Slack within their recognition platform to further encourage “recognition in the flow of work”.

Employees will love getting the extra recognition, and more kindness may help reduce drama and sticky office politics.

A Volunteer Initiative

Giving back is not only good for the soul of your organization, it’s also good for attracting and retaining millennials: But sadly, only 57 percent of millennials believe that business leaders are committed to improving society. A volunteer initiative is relatively easy to set up and gives you a chance to boost your employer brand while also increasing loyalty and engagement among millennials.

Here are a few suggestions for setting up a volunteer initiative:

  • Hold a bi-annual volunteer event, where employees volunteer their time rather than go into the office for the day. Don’t do it on a Saturday—not only will you likely cripple turnout, but employees will likely not appreciate having an initiative such as this scheduled during their free time.
  • Reward employees who volunteer on their own time with “free” half-days.
  • Give every employee one workday a year, month or quarter to take part in a volunteer activity of their choosing.

In addition to the inherent value of the good deed itself, participating employees will feel good about themselves and gain more respect for your business, making volunteer initiatives especially valuable.

A Work/Life Balance Initiative

In the aforementioned Communispace study, 49 percent of millennials reported work-life balance as an important part of their health and wellness, followed by relationships with friends and family (47 percent). Employees of all generations care greatly about achieving a proper Work/Life balance, making it an important part of any culture campaign.

Luckily, there are many ways you can help employees foster desired work-life balance:

  • Half-day Fridays: Offer this once a month, or during a specific quarter. Many companies do this in the summer, when people tend to go on more weekend escapes.
  • Flexible work hours: Instead of limiting office attendance to the standard 9-to-5, allow employees to work when and how they can personally be most productive, whether that means coming in and leaving early, or working through the night. As long as they are performing up to expectations and making themselves available for meetings and other requests from colleagues, allow them the flexibility to manage their own schedules.
  • Work from home: If possible, allow employees to occasionally work from home, be it once a week or month.
  • Unlimited time off: This is something many startups and even larger companies are starting to offer. Employees can take as much, or as little time off as their job permits, without worrying about PTO caps or tracking their remaining vacation days. Fostering trust among your employees does wonders for engagement and it also benefits employers as it has been suggested that employees may actually take less time off when they have unlimited PTO.

A Shadow Initiative

This initiative allows employees to shadow their peers for a period of time. Business departments often get siloed and have little understanding as to what each other is doing. Shadow initiatives give everyone a chance to understand the roles of their collegues and see how their two positions can work together to achieve even better results.

To keep it organized, allow one department to shadow each month. For example, in March, members of the marketing team will shadow whomever they want. Set your time period (4 hours, an afternoon), and ask each shadow pairing to come up with one way they can work together in the next month.

Employees will love spending time doing something new and the business will flourish as connections are made that take projects and ideas to the next level.

To learn more, download the white paper All For One and One For All: Uniting a Global Workforce With Company Culture.

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About the Author
Jessica Thiefels
Jessica Thiefels has been writing and editing for more than 10 years and spent the last five years in marketing. She recently stepped down from a senior marketing position to focus on growing her own startup and consulting for small businesses. She’s been featured on Forbes and has written for sites such as Lifehack, Inman, Manta, StartupNation and more. When she’s not working, she’s enjoying sunny San Diego with her husband and friends or traveling somewhere new. Follow her on Twitter @Jlsander07.

 

Who’s Your OGO?

A paradigm shift is happening in today’s workforce with the balance of power shifting from the employer to the employee. In response to this shifting playing field, employers are starting to register the power of recognition to boost engagement levels and increase productivity among their employees. But we still have a ways to go. According to a recent survey by KRC Research, workers say that an average of 50 days (nearly two months) pass between moments of recognition, while nearly 9 in 10 (87%) middle management employees feel unrecognized by their supervisors. 88% also feel unrecognized by their coworkers. With the shift to an employee-centric workplace, these recognition “droughts” should be a thing of the past. But although a greater emphasis on engagement and recognition has been underway for some time, it still feels as though we’re at the dawning of a new day.

As an Account Executive for an industry leader in the employee engagement space, getting to play a role in helping to bring about this shift is personally rewarding. But let me take a step back and tell you a little about how I ended up here and why the idea of recognition is so personally significant to me.

It’s Fall of 2009, and my soon to be wife, Anne, and I are sitting down for pre-marital counseling before we seal the deal (I know this is a Human Resources blog; but bear with me, I have a point, I promise). Something that has stuck with me since those counseling sessions, besides my wildly understanding, compassionate, and beautiful wife of seven years, is the topic of love languages. I had never given any thought as to what my “love language” might be until I was challenged to do so in those counseling sessions. Lo and behold, mine is “Words of Affirmation”. According to the assessment: Give me a little appreciation and recognition for a job well done and I’m good to go. How delightfully ironic (or perhaps not!) that I now work for a company whose mission it is to enable recognition and employee appreciation to happen anytime, anywhere in the world; and in so doing, change the way the world works.

Given my penchant for learning and a desire to know as much about the field of employee recognition as possible, it’s no surprise I was drawn to a book titled O Great One!, A Little Story About the Awesome Power of Recognition. “O Great One,” or OGO for short, was a nickname coined by the book’s author, David Novak, who: “Thought being called Grandpa, Poppy (or any similar title by his grandchildren) made him feel old before his time. Taking a cue from his father-in-law ‘Great Jack,’ he decreed his grandchildren should address him by his new moniker “O Great One” or “OGO” for short.” O Great One! (http://www.ogothebook.com/) is about the awesome power of recognition and how we can all play a part in attacking the world’s recognition deficit.

In the book, Mr. Novak tells how his interest in the idea of recognition grew from a personal experience of his – specifically, a birthday. On this particular birthday, his family gave him a gift in the form of a jar filled with strips of paper with moments of appreciation and expressions of love inscribed on them. This act had such a powerful effect on Novak that it provided the impetus for him to start a movement to attack “the global recognition deficit” – and to write a book, OGO, about the awesome power of recognition.

The importance of timely, frequent recognition is further emphasized within OGO as Novak recounts the experience of “Jeff,” who recognized a problem within his grandfather’s company after taking over as CEO.  The problem was a critical lack of employee recognition. With a few reluctant leaders on his team and skeptical board members, Jeff embarked on a mission to change the way his company works.

Being the former CEO of YUM! Brands (you know… KFC, Taco Bell and Pizza Hut), Mr. Novak has a ton a of experience with employee recognition and the importance of making employees feel valued for their work. In leadership roles for many years, he witnessed first hand the tremendous success that comes with aligning employees to company values and business goals. Syntehsizing all of this experience into actionable insights, Novak lays out 10 guiding principles of recognition for employers and individuals alike:

  1. People won’t care about you if you don’t care about them
    You need to show people you care about them before you can expect anything from them.
  1. The best way to show people you care is to listen to them
    We have two ears and one mouth for a reason. We need to remember that there’s always someone who knows something we don’t.
  1. A great idea can come from anywhere
    Great ideas are essential to a company’s success, so view everyone as a potential source of inspiration.
  1. Recognize great work and great ideas whenever and wherever you see them
    It is the visibility and velocity of recognition that drives engagement results.
  1. Make recognition a catalyst for results
    What gets recognized gets repeated. Tie recognition to company goals and values.
  1. Make it fun
    Make the recognition moments fun and enjoyable. Let’s not take ourselves too seriously!
  1. Make it personal
    Recognition should be meaningful and should resonate on a personal level.
  1. Recognition is universal
    The power of recognition does not discriminate, and all of us, no matter who we are, love to be recognized and should feel included.
  1. Giving recognition is a privilege
    And the act of giving recognition is its own reward.
  1. Say thank you every chance you get
    Saying “thank you” is free, so let’s start saying it lot more.

This book is about the awesome power of recognition and how we can all play a part in attacking the world’s recognition deficit. It feels great to be recognized and to give recognition. If more organizations focused their efforts on fostering cultures of recognition, both employees and employers stand to benefit in the form of incrased engagement, reduced attrition, and improved customer satisfaction. What I’ve realized after reading this book and working with Achievers and its customers, is that we truly can change the way the world works, one OGO at a time.

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About the Author
Chris Jacobsen
Chris Jacobsen’s passion for sales and HR software began in Southern California where he worked with ADP. He and his wife of seven years moved to Montreal in 2010 and now reside in New York’s Hudson Valley with their 5 yr old daughter and 3 yr old son. Having worked in large and small corporations Chris is keenly aware of the power of recognition and showing appreciation for great work. Outside of helping organizations reimagine how they recognize their employees, Chris enjoys cooking, building couch forts with his kids, and running. Connect with Chris on LinkedIn.

 

Attract Top Talent With Unbeatable Culture

Harness Your Great Culture as a Hiring Tool

When it comes to attracting talent, competitive pay and great benefits are two big factors. But there’s a third factor that’s high on the list: company culture. For some professionals, the opportunity to work for an organization with a productive culture that aligns with their own values and work style may even outweigh compensation when it comes to deciding on whether to take a particular job. So if you’ve put in the work to build a great company culture, it should be front and center during as you seek to find the best employees.

Step 1: Have a Great Company Culture

Ideally, your company’s founding leadership fostered a desirable corporate culture from the outset. However, even if that’s not the case, it is never too late to drive change. Culture is the glue that holds an organization together, and the type of glue you use matters. What does your company stand for? What are your values? What is your vision? What do you want your company’s reputation to be? A culture cannot simply be defined in an email and handed down to employees. Sure it has to start at the top so everyone knows that culture is a priority, but everyone needs to buy in and believe that their needs are being met in order for the culture to take root. Every employee is expected to live the values, lead by example, and stop behaviors that violate company standards and shared cultural norms.

Elements of strong corporate culture should revolve around the following traits:

  • Teamwork. Build a team instead of a group of people. Collaboration should be valued.
  • Integrity. Without honesty and integrity, a company is destined to fail. A culture should embed the expectation that all employees act ethically and lawfully.
  • Safety. A company must protect the health and safety of its people. Employees need to feel safe and know that the company will provide them the right tools to do their jobs.
  • People Focused. One of the easiest ways to lose top talent is to fail to develop them. Passionate employees want to continually grow and develop their career. They want to reach their full potential, and they need their employers to empower them to do so.
  • Customer Success. Businesses should strive to be customer centered by building close partnerships with their customers and having a strong desire for their customers to be successful.
  • Quality. Employees should value high-quality workmanship. Shortcuts should not be allowed. The company’s reputation rides on the quality of each individual product that is delivered.
  • Innovation. Creativity and intellectual risk taking should be encouraged to continually move forward in an ever-changing market.
  • Recognition. Recognizing both individual and shared accomplishments, especially when they reinforce shared values, is one of the most effective ways to define a positive, shared, corporate culture.

Once your culture is defined, it needs to be deeply embedded and reinforced. Is your culture so rooted in the organization that it is woven into meetings, company emails, and informal conversations? Do you have a formal recognition program in place that reinforces shared company values and bolsters corporate culture?

Step 2: Use Your Culture to Attract Talent

Once you have a well-defined culture in place, you can use it to recruit top-notch employees. A great corporate culture will cause employees to seek you out. People want to work where they are valued and where their hard work and contributions to the success of the company are recognized. So it only makes sense to hire people whose personal values mesh with the values you desire. According to the Harvard Business Review, “If you assess cultural fit in your recruiting process, you will hire professionals who will flourish in their new role, drive long-term growth and success for your organization, and ultimately save you time and money.” Here is how to do it.

Advertise Your Culture

Your website, your publications and your job postings should advertise your company culture. When a potential candidate walks into the lobby and through the office building for an interview, is the culture you aspire to evident right away?

Your company’s mission statement and values should be promoted and clearly visible all over your place of business. Do not make potential candidates guess as to the type of person you are looking to hire, or what values they should share.

Furthermore, don’t just tell potential candidates about your company culture with words. Show them. Encourage team members to promote your company’s culture on social media. Post pictures of company outings, community service projects, and successful project completions. During interviews, give candidates a chance to talk to other employees. Take them on a tour and point out behaviors that exemplify your culture. Give job seekers a chance to see what it would be like to work for your company.

Interview for Cultural Fit

The interview is your opportunity to determine if the potential new employee is a cultural fit for your business. The most intellectual person on the planet with pages and pages of credentials may not thrive in your company if they do not model the values you are looking for. It is essential that you ask questions to help you determine if someone will reflect the behaviors and beliefs that are crucial to your corporate culture.

  • What drew you to this company?
  • Why do you want to work here?
  • What are the things on your life that matter most to you?
  • How would you describe a desirable Work-Life balance?
  • How would you describe the perfect company culture?

Having a strong corporate culture is not only important, it is strategic. Savvy business leaders know that the right culture attracts the best employees. Talented and career driven individuals seek out companies that embody the values that are important to them. The bottom line is that when an employee’s personal culture aligns with the corporate culture, the company will prosper. Use your corporate culture as a marketing tool and watch your business blossom in success.

To learn more, download the eBook All for One and One for All: Uniting a Global Workforce with Company Culture.

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About the Author

Melissa RickerMelissa Ricker covers business and career topics for JobHero.

 

 

 

Desire for Social Recognition

Why Employees Love Social Recognition

A business isn’t anything without its employees. So in order for your business to be successful in the long term, you have to ensure your employees are consistently performing at their best. How do you do that? By focusing on employee engagement. According to Gallup, “Companies with engaged employees outperform those without by 202 percent.”

But how can you move the needle on employee engagement? One of the best and most effective ways is through employee recognition programs. In fact, according to a survey conducted by Achievers, 44% of employees cited lack of recognition and engagement at their current employer as their reason to switch jobs in 2018, and 69% stated recognition and reward as a motivating factor to stay. Social recognition, in particular, is a fun and easy way to quickly show employee appreciation and boost employee engagement.

More recognitions = higher employee engagement

Employees experience an increase in job satisfaction from rewards and recognition, and it’s important they come from peers as well as supervisors. As noted in our recently published eBook, The Case for Employee Recognition, 71% of employees rank employee engagement as very important to achieving overall organizational success and 72% rank recognition given for high performers as having a significant impact on employee engagement. Furthermore, the report shows there is a negative correlation between the effectiveness of a recognition program and employee turnover rates – meaning employee recognition not only boosts employee engagement but reduces turnover rates as well.

Rewards and recognition create a positive workplace culture

A recent SHRM study noted that employees consider “culture and connection” to be a major contributing factor to employee job satisfaction. In recent years it has become widely accepted that implementing a robust rewards and recognition program is one of the top means of fostering a positive workplace culture, and one that promotes mutual respect and employee appreciation. In fact, a 2015 Cornell University research review noted that, “41 percent of the variation in employee engagement is attributable to the strength of recognition an employee receives,” and that 42 percent of companies with recognition programs include a social peer-to-peer component. In the conclusion of the study, the author states: “Recognition programs are becoming powerful avenues for exerting positive change in the workplace. What was once a nice-to-have practice is becoming a driver for improving employee engagement and a host of other factors that impact the bottom line, when properly executed. By making the programs strategic, leveraging peer-to-peer recognition, and garnering top executive buy-in, companies can maximize their return on investment on these programs.”

Social media is second nature

By 2025, millennials will make up 75 percent of the workforce, and they are accustomed to spending a big chunk of their time on social media. Giving and receiving positive reinforcement by way of social recognition is fun and natural to them. Social recognitions are not viewed as tasks or something they need to check off the “to-do” list, but an instinctive way to communicate with their peers and to showcase each other’s accomplishments. Social recognition has become an invaluable piece of the puzzle when it comes to initiating and sustaining an effective rewards and recognition program.

With 70 percent of U.S. workers not engaged at work, it is imperative for businesses to focus on employee engagement; and kicking off an employee recognition program is the logical first step. Through recognition, employees will feel more appreciated and, in return, be more productive. 77 percent of employees even stated they would work harder if they felt better recognized. As the Cornell report states, “What was once a nice-to-have practice is becoming a driver for improving employee engagement.”

To learn more about how your human resources department can establish a successful employee recognition program, download our employee recognition eBook.

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Recruit and retain top talent

7 Creative Ways to Attract Top Talent

The goal of every recruiter is to find a candidate that perfectly fits the open position. In fact, perfectly aligning a candidate with a company is the most rewarding experience a recruiter can have. When you hire the right person your company likely will not incur costs such as time lost in further recruitment efforts or in training somebody that might not be a perfect fit. To avoid extra costs, companies large and small alike need to find better ways to identify, attract, and subsequently retain top talent. The million-dollar question is: how?

1. Present good fringe benefits

The most attractive companies take all of the great benefits they offer and then adapt them to the position they are seeking to fill. For example, a senior engineer is likely older and more established compared to a candidate just entering the job market, perhaps emphasizing childcare assistance rather than the Friday night team outing would be more enticing .For an example of how offering great fringe benefits can help attract top talent, look no further than Google.

2. Share your talent transformation plan

Show candidates that you not only have a plan for their immediate future, but also how you plan to provide growth opportunities. Demonstrate knowledge of their current skills to ensure that they are in the right position, then show them the way forward through a clear training and development track.

3. Leverage LinkedIn

Engaging with potential candidates on social networks such as LinkedIn can be useful, even if the candidate isn’t currently interested in the position you’re offering. A good way to approach this is by sending a message to the candidate with a link to your company website. You can also use a tool like SalesWings LinkedIn message tracking to score the level of interest of the lead. Perhaps the lead clicks on the link but doesn’t show any interest at the moment. With message tracking you at least know that they clicked on the link, so you can follow up by providing more information if necessary, hoping that the same lead will one day turn hot. Remember that 75% of professionals are passive candidates – meaning they’re not actively engaged in a job search – so it pays to have any edge in order to grab top talent before your competition does.

 4. Sell the work environment and profile

Showing candidates the great opportunities that come with working for your company can be a fantastic recruitment tool. For instance, giving examples of succession plans or the career progression plan of already hired talent recruited into a similar position can instill a level of confidence in the candidate that their employer will work to further their career.

A company should be up front about what is needed in order to be successful in a new role. If a candidate needs to develop new skills, the company should accordingly have a plan for how to help them develop those skills. Be open about internal and external training, any smart candidate will immediately see the benefits of developing their skills as they will have something to add to their CV.

Finally, talk about your company’s embrace of employee recognition. Employees crave employee recognition, with 93% of employees hoping to be recognized quarterly, if not more frequently. Share your company’s enthusiasm for recognizing great work and how employees are rewarded, whether through monetary rewards or social recognition.

5.  Seek to be acknowledged in a “Best Places to Work” ranking

Top candidates usually target high ranking “Best Places to Work” companies. Everybody loves to work for a company that treats employees well, so it is a good idea to exhibit the qualities the aforementioned high ranking companies do. Even if you don’t get acknowledged for your efforts immediately, you will still have taken important steps to make improvements in this area.

6. Focus on marketing

Integrate every digital marketing tactics into your recruitment efforts so that your talent acquisition team can identify, attract and engage with talent more easily. With this strategy, you can also target potential candidates before they begin their job search in earnest. The day they make their decision to leave their current company, candidates will send applications to a large number of other companies or agencies. With this method you can beat them to the punch, and be the company all other recruiters are competing against.

7. Employer branding

Demonstrating why your company is a great place to work is becoming a critical part of recruitment strategy. The LinkedIn report MENA recruiting trends 2017 reveals that over 81% of leaders in MENA countries need to invest more in employer branding. This is because employer branding has a significant impact on hiring top talent.

Your corporate website and LinkedIn page are great places to build your employer branding. A poor user experience on the career section of your website can negatively impact your brand, meaning you will receive fewer applications in general, let alone those from the top talent in your industry.

A great example of an employer branding strategy comes from Starbucks. In 2015, they used Twitter and Instagram to promote their brand. Potential hires had the opportunity to communicate with current employees by using the hashtag #sbuxjobschat. This allowed them to learn what inspired people in their jobs and what people look for in a company.

To sum up, communication is key to attracting top talents – if you don’t explain why your company is a great place to work, you will not attract the best candidates. Good luck and best wishes for a fruitful and rewarding new year!

If you’re looking to lure top talent, check out the blog post 12 Tips for Writing the Perfect Job Description.

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About the Author

Sara Sayegh-Moccand The author Sara Sayegh-Moccand is a digital marketing specialist at SalesWings, a website tracking and lead scoring add-on. The software identifies your most sales-ready leads based on their website activity. It analyzes your leads’ past and future visits and scores their level of engagement/interest.

 

 

 

 

current and emerging HR Trends

Top HR Trends for 2016 with an Eye to the Future

With the sands of 2016 close to completing their journey through the pinched middle of the proverbial hourglass, it is only natural to consider what 2017 has in store. But before the future becomes the present, learning what trends emerged in the HR space in 2016 might help inform, and better prepare us for what’s to come. Below are 5 HR trends that emerged in 2016 that we believe will become more ingrained and ubiquitous in the coming months and years:

1. A More Diverse and Employee-Centric Workplace

The idea of an employee-centric workplace is one that can impact almost every aspect of an organization. From providing mechanisms for employees to directly influence the direction of a company, to facilitating a culture of recognition and engagement, in 2016 businesses were more focused on those in “the trenches” than ever before. For many organizations, the rise of an employee-centric work environment was made evident through the simple act of letting employees express their true selves, rather than stifling the individuality and diversity of thought that each individual brings to the table. As Kety Duron (Chief Human Resources and Diversity Officer at City of Hope, a California-based healthcare system) states in a recently published article on Forbes.com,  “Differences question the status quo and force us to learn from diverse thinking. You have to have people who are agile and can adapt. We can’t say we are open and then create workplaces that do not embrace diversity of thought. If we are trying to select and attract diverse talent to the leadership table and embrace their values, we must continue to encourage and value diverse thinking. When that happens at the leadership level it will cascade to all levels, creating an organization where diversity and inclusion is part of the organizational fabric.”

2. Work Anywhere, Anytime

With the ubiquity of personal electronic devices and growing variety of ways to log on and stay virtually connected, it is easier than ever for employees to work in the places in which they are most comfortable.  According to Jeanne Meister’s article, “Consumerization of HR: 10 Trends Companies Will Follow in 2016,” workplace flexibility is second only to salary when prospective employees are evaluating a job opportunity. Workplace flexibility not only creates an environment of trust between employer and employee, but also fosters a better work/life balance while reducing the costs of commuting. When work is results-driven, it shouldn’t matter where the work is being performed as long as mutually agreed-upon goals and objectives are met.

3. It’s (Still!) All About Employee Engagement

Employee engagement is the measure of how much employees believe in their company, and how much effort they are willing to put in to work toward its success. According to Gallup, in 2016 only 1/3 of U.S. employees reported being engaged at work and this number is little-changed in over a decade. So it’s not surprising that there are a number of solutions on the market focused on improving employee engagement. The most exciting and promising of these are focused on offering a complete employee engagement solution, not only focused on Health & Wellness, Learning & Development, or Rewards & Recognition, but linking all of those, while tying in measurement tools such as pulse surveys along with a robust suite of people analytics. By focusing on the complete employee experience, these emerging tools will provide the greatest ROI for emerging, employee-centric organizations.

4. Frequent, Real-Time Evaluation Tools

With increased emphasis on engagement and greater access to employee generated data and insights through recognition and rewards platforms, 2017 is shaping up to be the “Year of the Employee”. This being the case, it makes sense to invest in tools that can help you measure and act on employee engagement data in a frequent, timely manner. These can be as simple as a daily or weekly pulse survey offered through a centralized platform, or as formal as weekly one-on-one meetings between employees and their managers. By analyzing the results from these evaluation tools, companies can address certain systemic failings almost immediately This trend further emphasizes the transition to the “employee-centric” model by allowing employees to anonymously (in the case of online surveys) express their true feelings regarding their work environment and company priorities on a regular basis and then making that data widely available to help guide the business. Not only was this a trend in 2016, some think this will be a major enterprise in 2017 and beyond.

5. Employees as Cultural Ambassadors

In today’s always-on, mobile, social, transparent environment, rare is the employee lacking an up-to-date LinkedIn page and a Glassdoor premium membership. Couple these trends with greater emphasis on the individual and you have a recipe for what could be a company’s greatest (and perhaps, worst) asset for attracting top talent. With a simple click, employees can share with the hundreds, if not thousands of people in their social networks, the photos of that amazing team-building trip or a well-written blog post published by a company, espousing emergent industry trends in a given business sector. These seemingly disparate instances of social sharing actually form a lattice of social relevancy that serves to inform prospective employees of the pros (and cons) of an organization. A highly engaged, well-compensated employee is a greater recruiting tool than any other used before, as they are not a faceless, monolithic, one-way source of knowledge, but rather an approachable source of “real” insight that candidates can engage with to get an honest look into the inner working of a given organization.

Almost all of the emergent trends of 2016 reinforced the idea that employees are imbued with more power than ever before. From increased and ongoing importance of employee engagement, to trusting employees to get the job done from wherever they please, companies have already taken strong measures to assure they are at the forefront of this transition of power. With historically low unemployment rates, increased transparency, and more democratizing resources such as job boards, employer review sites and career building sites such as LinkedIn, 2017 looks sure to be the Year of the Employee.

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About the Authors

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).

Iain Ferreira

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

 

 

New Hires Engaged Employees

Turning New Hires into Engaged Employees – 3 Quick Tips for Success

Studies on turnover estimate that every time a business replaces a salaried employee, it costs 6 to 9 months’ salary on average. For an employee making $40,000 a year, that’s $20,000 to $30,000 in recruiting and training expenses. Providing a competitive compensation and benefits package is important, but in today’s market, retention also requires making new hires feel engaged, aligned and connected from Day 1.

With this in mind, we offer three quick tips to think about when bringing people onboard your organization.

1. Promote affiliation with people from the start

SHRM shared the reasons new hires leave so soon included the expected, like lacking in clear guidelines on responsibilities and wanting better training, as well as some less intuitive factors. For instance, 17% said a friendly smile or a helpful co-worker would have made the difference between staying and going, and 12% wanted to be “recognized for their unique contributions.” Employees today, especially millennials, like to connect and collaborate, and that is especially true of millennials, yet the Aberdeen Group found that only 32% of organizations provide opportunities for peer networking. This represents a clear missed opportunity and one that can be easily remedied with a mentoring or “buddy” program.

Conclusion: Providing early opportunities for peer networking and social recognition are critical to retention.

2. Look beyond money to drive desired behaviors

According to a frequently cited Kepner Tregoe study, 40% of employees felt that that increased salaries and financial rewards were ineffective in reducing turnover. Employee behaviors today are driven less by financial incentive and more by aligning their personal values with company goals in order to endow their work with a greater sense of meaning. Meeting these seemingly less-tangible needs can be accomplished through a formal recognition and rewards program, along with frequent manager feedback and opportunities to connect with new team members.

Conclusion: Aligning employees’ personal values with company goals through recognition programs and frequent feedback is more likely to drive successful behavior.

3. Develop an onboarding system that engages quickly

Do you think of employee recognition as something only for employees who have been with the company for some time? More and more leading organizations are realizing that optimizing the workplace for employee retention requires integrating new employees into their recognition programs right from the start. By encouraging participation in an organization’s recognition program from the outset, employers can insure that new hires embrace and contribute to the company’s culture of recognition. To do this, employers can build training on the company’s rewards and recognition platform into employee onboarding programs and by not waiting until the employee has been with the company for an extended period before recognizing desired behaviors.

Ideas for early recognitions include recognizing new hires for how quickly they get up to speed on their new job responsibilities, how well they are connecting with their new co-workers, or how frequently they participate in culture-building activities. In order to reinforce a culture of recognition and achieve ongoing employee engagement as a result, recognitions should be frequent, meaningful and tied to company values. In fact, Gallup recommends at least every seven days.

Conclusion: Engage employees and integrate them into the company’s culture of recognition from day one through recognitions given early and often.

New hires are more likely to decide to stay with your organization when they feel appreciated and welcomed by their peers. Millennials especially, projected to make up more than 50% of the workforce by 2020, embrace peer networking and social recognition. Setting up new hires for success through early participation in a company’s culture of recognition is good for employees and good for the organization.

Learn how to build a culture of recognition by downloading our eBook: Recognition Culture: The MVP of Employee Experience.

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Measuring Employee Performance

5 Performance Measurement Myths

The question of how to measure employee performance represents one of the last vestiges of old-school HR methodology. Today’s workforce is digitally transformed, highly social and mobile, made up of multiple generations, and collaborating across virtual and global locations. There has been a profound shift in the workforce away from hierarchical, top-down organizations towards teams and collaboration, where having a culture of recognition can drive engagement and results far more effectively than infrequent reviews handed down from on high by management.

We all want the best hires and to lure the top talent. But once on board, they’re part of the organization, and now making sure that they’re fully engaged becomes the challenge. But how do we know if they are working up to their potential? Old-school approaches to performance management, which view a single employee outside of the context of today’s team-based, networked workplace, no longer ring true. Indeed some would argue that many of these approaches were myths to begin with – and I’d have to agree.

Here are five assumptions about measuring employee performance that need to be retired:

Myth #1 – Individuals should be judged solely on their own performance.

The idea that we perform as an island may apply to an isolated few, but it doesn’t fit the majority of workplaces — either today or yesterday. The investment made in working out how to evaluate individuals may be better spent evaluating the quality of their team or business unit’s output. What targets have been hit? What goals have been reached?

Perhaps we should be evaluating employees not only on their performance, but on their level of engagement and on their ability to thrive in team-based environment. Highly engaged employees are more likely to give the kind of discretionary effort that all bosses are looking for, and that have a tangible effect on a company’s bottom line. In fact, Aon Hewitt has reported that for every incremental one-point increase in employee engagement organizations saw a 0.6% increase in sales. For a company with sales of $100 million, this translates to a $6 million windfall! And in companies with the most engaged employees, revenue growth was 2.5 times greater than competitors with lower levels of engagement.

Myth #2 – Good employees just do the job, they don’t need a reason or added meaning.

Is the better employee really the one that doesn’t need to understand how their work aligns with company’s mission and values? Performance stems from engagement. And being engaged stems, in large part, from feeling aligned to — and invested in — the company purpose. Motivation and meaning go hand in hand.

Even if a task is performed well, accomplishing it inside a vacuum is going to create a gap somewhere along the line. Employees deserve to know why they’re there. They’ll participate more fully, and are more likely to push to reach targets and goals if they are invested in the rationale behind the effort.

Myth #3 – An employee that’s good this year will be good next year.

When a team of researchers dove into six years of performance review data from a large U.S. corporation, they found that only a third of high-scoring employees scored as high in subsequent years. And they found no evidence that high-performing employees always perform highly, or that poor performing employees perform poorly. Today’s workforce is continually being met with innovations that require new learning and new skills, so what’s “good” today may not be an accurate measure of what’s desirable tomorrow.

When a company uses trackable learning platforms, they have a means of measuring growth and development. To drive engagement and retention they can extend from onboarding programs, demonstrating a commitment to an employee’s growth from the moment of hire. 84% of employees want to learn, and keep learning. When you align an employee’s learning with the company’s business goals, that’s a win for all.

Myth #4 – Past performance is indicative of future results.

In 2015, a number of Fortune 500 companies announced that they were doing away with old school performance reviews. Accenture, the Gap, Adobe and General Electric all veered away from the annual or quarterly review ritual in favor of building a stronger culture based on continuous feedback and frequent recognition.

What’s happening instead is that many companies are moving to a system where employees and managers can give and receive social feedback and track the history of recognitions given and received. This new approach – measuring the frequency of peer-to-peer, intra-team and team recognitions within a powerful digital and social recognition program – provides better quality insights and has the potential to foster a far more positive, and productive, work culture.

Myth #5 – The best way to measure performance is when no one’s expecting it.

Spot checks, random and unexpected, are still recommended by some HR stalwarts, who assert that it’s a way to motivate employees to give a consistent performance. But it conveys an atmosphere of mistrust that may be more of a de-motivator.

Trust is critical to employee engagement, but it’s still in short supply: a recent survey of nearly 10,000 workers from India to Germany to the U.S. found that only 49% had “a great deal of trust” in those working above and alongside them. Contrast that with study findings showing that organizations are extremely concerned with driving engagement and promoting a workplace culture that is based on transparency and meaningful work. You can’t have both.

That we’re still having this conversation is in part because we may lack the imagination to see our way to a new starting point. But the real drive to perform comes from within.  We are motivated by purpose, and by being appreciated for what we do.

Employees today want to be engaged, we want to know what higher purpose our efforts are contributing to, we want to excel and to grow. Employers should start with that knowledge and measure their employees accordingly.

Make sure to check out the other series of guest blogs from Meghan Biro, starting with her first guest blog post For Recognition To Have An Impact, Make It Strategic.

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About the Author
meghan biroMeghan M. Biro is a globally recognized Talent Management and HR Tech brand strategist, analyst, digital catalyst, author and speaker. As founder and CEO of TalentCulture, she has worked with hundreds of companies, from early-stage ventures to global brands like Microsoft, IBM and Google, helping them recruit and empower stellar talent. Meghan has been a guest on numerous radio shows and online forums, and has been a featured speaker at global conferences. She is a regular contributor at Forbes, Huffington Post, Entrepreneur and several other media outlets. Meghan regularly serves on advisory boards for leading HR and technology brands. Meghan has been voted one of the Top 100 Social Media Power Influencers in 2015 by StatSocial and Forbes, Top 50 Most Valuable Social Media Influencers by General Sentiment, Top 100 on Twitter Business, Leadership, and Tech by Huffington Post, and Top 25 HR Trendsetters by HR Examiner.

 

How to Empower Leaders to Become Engagement Champions

Creating an engaged workforce is critical to business success. Engaged employees positively impact retention, absenteeism, productivity, customer ratings, profitability, and many other business outcomes – as outlined by Gallup. Sadly, only 32% of U.S. employees are engaged – meaning they are “involved in, enthusiastic about and committed to their work and workplace.” And the numbers are even worse beyond our borders, with engagement standing at a mere 13% worldwide! While leading organizations are aware of the problem and are actively seeking solutions, many are not seeing a good return on their engagement investments. As customer training manager at Achievers, I often work with organizations who are excited and committed to improving employee engagement, but they don’t really know where to start. I think part of the problem can be solved by clarifying who’s responsible for improving day-to-day employee engagement.

While I completely agree that HR is responsible for managing many of the programs and practices that impact and measure engagement, we can’t stop there. So who exactly has the greatest potential to influence day-to-day employee engagement in our organizations? Leaders. Leaders at all levels, especially at a senior level, have an obligation and a responsibility to drive employee and business success by becoming engagement champions. It is a commonly accepted business truism that people leave managers, not companies. Managers are the people that employees must interface with on a daily basis and with whom they have their most meaningful and impactful interactions with (both positive and negative). Because of the outsized impact they have on employee engagement, leaders and managers must learn what levers to pull in order to foster engagement on their teams.

It has been found that one of the most effective ways to drive engagement is through recognition. In fact, when asked what leaders could do more of to improve engagement, 58% of respondents to a recent survey replied “give recognition.” But employee recognition is just one piece of the employee engagement puzzle, albeit an extremely important one. What else can leaders do to help them become an engagement champion? Josh Bersin’s Simply Irresistible Organization model highlights five elements that drive employee engagement, and I believe leaders should use this as a guide in their role as engagement champions.

Josh Bersin's Simply Irresistible Organization model

Josh Bersin’s Simply Irresistible Organization model

Employing Josh Bersin’s Simply Irresistible Organization model and embracing employee recognition is a great place to start for leaders hoping to become engagement champions. [Josh presented the Simply Irresistible Organization model at the Achievers Customer Experience (ACE) conference back in 2014. You can watch his full presentation here if you’d like to learn more.] But how can organizations help accelerate their leadership’s path to becoming engagement champions? To begin with, they can use the following strategies to coach, develop, and support them on their journey.

Train leaders

Leaders need to be equipped with the knowledge and skills to drive employee engagement. Training should focus on why it’s important, how it can benefit them in their roles, and what they can do to improve engagement. This could take the form of short videos, bite-sized eLearning courses, formalized training sessions, intuitive reference materials, or other ways you train leaders. Leverage the expertise of your L&D team and align any training with their initiatives and programs.

Communicate frequently

Since leaders are often busy people, they need to be reminded on a regular basis of practical tips for engaging their team. The model above provides a starting point, but regular communications can help to reinforce what you expect of leaders and the ways in which you are supporting them, including: training, technology and mentorship.

Enable them with simple tools

As Deloitte points out, “people are overwhelmed with the volume and always-on nature of messages, email, information, and work related activities,” so it’s important that engagement tools are easy to use for employees and leaders alike. Leaders need tools to frequently measure engagement, provide actionable insights, and support their engagement efforts.

When considering who to partner with to support your engagement initiatives, there are many to things to consider. First, you need to identify your needs. Many current software solutions focus on only one aspect of employee engagement, such as recognition or pulse surveys. Others, like Achievers, offer a more complete engagement solution. One that enables social and points-based recognition, results-based incentive campaigns, wellness initiatives, innovation programs, pulse surveys, actionable insights, and more.

Next, you should consider what you want the employee, leader, and administrator experience to be with your software solution. The Achievers platform is designed to be an intuitive experience for all users, regardless of what device it’s accessed on. Finally, you should consider only those providers who will be a true partner on your engagement journey. Since its founding in 2002, Achievers has partnered with hundreds of organizations to improve employee engagement and positively impact business results.

By clarifying who’s ultimately responsible for day-to-day employee engagement and empowering leaders to become engagement champions, organizations can create an engaged workforce and see business success. To learn more about how to become an engagement champion, download Engage or Die: How Companies That Act Fast on Engagement Outpace the Competition.

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About the Author
Mike VickersMike Vickers joined Achievers in January 2014 to lead customer training and education. He has spent over six years designing and implementing learning and performance strategies for organizations of all sizes. Mike is passionate about transforming organizations through effective learning solutions, innovative technology platforms, and modern HR practices. Connect with Mike on Twitter (@MikeVickers) or LinkedIn.

 

 

employee recognition culture

It Takes a Recognition Culture To Spark Engagement

Today’s workplace is evolving rapidly. The recent focus on employee engagement has taught us plenty, including how closely tied employee engagement is to an organization’s success, and what happens in this disrupted, transformed workforce without engagement: our top talent moves on. We also know that one of the primary drivers of engagement is recognition. So where do those understandings lead? If we want to be successful in this changing landscape they lead to a workplace culture built on recognition, rewards, feedback and transparency.

But to spark the kind of engagement that spurs organizational success, recognition has to be ingrained in the culture – a central and fundamental part of an organization’s DNA. When this is achieved there are countless examples of tangible results. Here are just a few:

  • Ericsson’s North American operations boosted its employee engagement scores 14% higher than the industry average;
  • When M Resort organization instituted a trackable recognition program, it elevated employee engagement by 12% within the first 8 months. It also saw a continuing rise in customer satisfaction ratings;
  • Leading health information network, Availity has aligned its corporate values with its employee rewards and recognition program, supporting a fun and engaging work environment, and ultimately solidifying its culture of transparency and respect.

Culture First, Then Engagement: 3 Must-Dos

When we look at employee recognition and ask where to start and what to focus on, most of the answers we’re getting point to culture. Culture is not just another word in the special-sauce lexicon of talent management: culture, done right, is the glue that holds a workplace together. But if it goes awry, bad workplace culture can be the source of endless friction that keeps a workplace apart. In fact, and perhaps unsurprisingly, a new SHRM study found that more than three-quarters (77%) of employees say their engagement at work hinges on having good relationships with their co-workers.

An effective culture of recognition has three prongs:

Transparency and Democratization

Positive relationships at work are built on daily interactions between employees and through opportunities for productive, creative collaboration, not occasional projects or isolated moments. Another common expectation that has come to the fore as millennials have entered the workplace in greater numbers, is transparency. Recognition programs limited to “top down” performance incentives handed down by leaders who don’t bother to consult employees on their needs and preferences can shift culture in the wrong way. Instead of inspiring greater buy-in and cultural unity, these misguided efforts may instead inspire a job search. In a workforce that values transparency, a one-directional, hierarchical approach can look like thinly veiled condescension.

What does work: opportunities for recognition and rewards that build cultural synergies demographically, structurally, and geographically. These are the stitches in a quilt of recognition that includes everyone on all levels, entry level to C-suite, by enabling participation in all directions: uphill, lateral (peer-to-peer, team to team and across teams and departments), and top-down. Recognition in this form can navigate global divides, connecting multiple hubs and geographically dispersed locations. It can’t be left to a manager to know which of his or her people want the chance to cheer their teammates on, nor should it. And they shouldn’t need to approve recognitions either. To manage recognition instead of enabling it it goes right back to the problem of top-down relationships — it simply gets in the way. On top of that, managers have enough to do, as we all know.

Integration

In the latest Global Human Capital Trends report by Deloitte, 85% of executives named engagement a key priority, but understanding how to improve it is another story. Only 34% said they felt ready to deal with issues of engagement, though 46% of companies are tackling it head-on. In terms of recognition, integration means cross-platform, frequency and flexibility. It means offering varying forms of recognition and rewards from social to monetary, from informal “Thank You’s” to big ticket rewards and incentives. Integration also means enabling recognition across any platform: via smartphones, tablets, PCs, or even an on-site kiosk.

Integrated recognition programs are already evolving: some feature open APIs that connect to other important drivers of engagement, such as health & wellness and learning & development. This also speaks to the importance of culture and another expectation that has its roots in the millennial mindset: that employees should be valued not just as talent, or “human capital” but as real humans with real lives. Workplace flexibility remains a high priority for today’s workforce, but the digital transformation also means that health & wellness, learning & development, and performance management — can all exist online or in app. It’s an easy enhancement with great payback. Moreover, it’s another stream of trackable data.

Measurability

A culture of recognition that exists across multiple platforms and embraces a wide range of functions also provides a continuous stream of data – not just for a CHRO or an HR team to measure and gain insights from, but for managers and leaders throughout the organization. Tracking program ROI and managing rewards budgets is only one part the equation. Again, this is one of the most profound ways to drive and support transparency: by sharing and democratizing the data. Consider the possibilities of a team that can look at its own performance and behaviors; of managers tracking recognition patterns as they relate to engagement and performance. In terms of retention, skills gaps, identifying front-runners and planning successions, it’s an invaluable resource.

The right reporting and analytics tools provide another source of in-the-moment feedback as well, part of that reciprocal interaction between human talent and digital tools. It also makes reporting and ROI part of the very functionality of that recognition culture. In terms of feeling invested in business outcomes, and aligned with business goals, data and graphs speak volumes.

Endless Opportunity

A recognition culture supported by a robust digital platform provides endless opportunities for positive reinforcement, all tying back to tangible benefits and results. Developed with an organization’s mission and values in mind, a recognition culture should leverage technology to humanize the workplace and provide additional meaning for every task and interaction. In this current environment that values transparency, trust and flexibility, but is more scattered across locations, devices and platforms than ever, this is what it takes.

Check out Meghan M. Biro’s third guest blog post 5 Performance Measurement Myths.

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About the Author

meghan biroMeghan M. Biro is a globally recognized Talent Management and HR Tech brand strategist, analyst, digital catalyst, author and speaker. As founder and CEO of TalentCulture, she has worked with hundreds of companies, from early-stage ventures to global brands like Microsoft, IBM and Google, helping them recruit and empower stellar talent. Meghan has been a guest on numerous radio shows and online forums, and has been a featured speaker at global conferences. She is a regular contributor at Forbes, Huffington Post, Entrepreneur and several other media outlets. Meghan regularly serves on advisory boards for leading HR and technology brands. Meghan has been voted one of the Top 100 Social Media Power Influencers in 2015 by StatSocial and Forbes, Top 50 Most Valuable Social Media Influencers by General Sentiment, Top 100 on Twitter Business, Leadership, and Tech by Huffington Post, and Top 25 HR Trendsetters by HR Examiner.

 

Case for Employee Recognition

Why Employee Recognition Matters

Do your employees feel recognized? Think carefully, because over 65 percent of employees report they don’t feel recognized at work. And lack of recognition just happens to be the number one reason why employees quit. Employee recognition drives employee engagement, and with higher employee engagement come lower turnover rates and stronger business results. Engaged employees perform 20 percent better and are 87 percent less likely to leave their organizations than their disengaged colleagues. Also, companies with the most engaged employees report revenue growth at a rate 2.5X greater than their competitors with the lowest level of engagement.

So, how do you start building your case for an employee recognition strategy? Start with The Case for Employee Recognition E-Book – an all-in-one guide that highlights everything you need to know about employee recognition. It details where the modern-day workplace is heading, why employee recognition is invaluable for businesses, and ultimately how to secure senior management buy-in. Below are some key takeaways from The Case for Employee Recognition E-Book that every HR professional should be aware of:

The ever-changing workplace

The workplace is constantly evolving and it’s important to be aware of where it’s heading. Organizations are no longer hierarchical and top down, but instead collaborative and bottom up. Baby boomers are retiring faster than young workers can replace them, intensifying the war for top talent and putting the ball in the millennials’ court. By 2018, it’s expected that millennials will make up more than 50% of the workforce.

Case for Recognition Gen Y Chart

The Case for Employee Recognition E-Book

Why employee recognition is a need, not a want

It’s simple: employee recognition positively impacts employee engagement and drives business success. According to Gallup 80 percent of employees said recognition is a strong motivator of work performance and 70 percent said they would work harder with continuous recognition. With $8 billion in assets and 260,000 customers, Meridian Credit Union saw a measurable, positive impact after implementing a rewards and recognition program.

“Analyzing the impact of engagement by comparing the top and bottom quartile of engaged employees showed that each highly engaged employee (top quartile) was responsible for over $2 million in growth, while each of the least engaged employee (bottom quartile) were responsible for $1.29 million.” – In regards to Meridian Credit Union, The Case for Employee Recognition E-Book

How to secure senior management buy-in

Hopefully now it’s clear that both your business and employees can benefit from employee recognition. But how can you get senior management on board? Start with the data. Numbers don’t lie and leaders will pay attention when you present them with ROI numbers for engaged workplaces, its impact on financial performance, and how recognition is a key driver of both. All this valuable data and more is presented in our new eBook: The Case for Employee Recognition.

Learn how employee recognition promotes engagement, creates an infectious work culture that retains top talent, and improves overall customer satisfaction by downloading The Case for Employee Recognition E-Book.

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About the Author
Kellie WongKellie Wong is the Social Media & Blog 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 20+ guest blog contributors. Connect with Kellie on LinkedIn.

 

For Recognition to Have an Impact, Make It Strategic

We’re way beyond the old paradigm of years-of-service plaques or holiday gift cards as a form of employee recognition. We know that such rewards, tied to tenure or sporadically bestowed on an individual employee for a job well done, fall short of achieving any larger goal. For employees, they do little to spur a sense of being truly valued by an organization. For the organization, they don’t spark the levels of engagement that we know drive performance and lead to desired business outcomes. Why is this an issue? Gallup research this year found that only 33 percent of US workers feel engaged at work (it’s a mere 13 percent worldwide!). That’s nearly the same figure it was 10 years ago.

And even if organizations do connect recognition to driving individual performance and achieving desired business outcomes, how many have a recognition program that actually works? Achievers’ 2015 “The Greatness Gap” survey of the North American workforce found that most employees are far from satisfied with how, when, or why they receive recognition — if they do at all. They don’t feel they are recognized at their preferred frequency (41%) or get a manager’s in-the-moment feedback (60%) They don’t feel recognized for making progress (57%) or achievements (53%). Based on these findings, disengagement, not engagement, seems to be the rule.

But this gap is more than just a gap in driving engagement via feedback. It represents lost intelligence on how to improve the employee experience and better align it with business goals. To play an effective role in an organization’s success, a recognition program needs to serve a powerful strategic function for both employee and employer.

Strategic recognition serves a number of dual roles:

 

It’s part of a widespread, unified system of employee engagement —

that can be customized into any format, platform and frequency.

 

It’s aligned to the vision and values of the organization —

and can be tailored to meet individual employee preferences.

 

It generates powerful insight on employee performance and behavior —

but “learns” from even the delivery of a “smile” emoji or an e-thanks.

 

It’s closely aligned to business goals and targets —

While also recognizing employees for “softer” contributions & achievements as well.

 

It builds bridges between the executive/management and employee sides —

and enables uphill, peer-to-peer, team-to-team, and intrateam recognition as well.

 

It functions from a single, Cloud-based nervous system, regardless of organizational side or geographic location—

but always feels local and human in scale and tone.

 

It identifies out-in-front performers and succession candidates —

while pinpointing gaps and trouble-spots as well.

 

A strategic program of recognition builds engagement — and therefore has a positive impact on retention — supports talent management, and is closely tied to business goals. It is also the foundation of a cohesive, supportive environment. It also looks at the future as well as the present. It may be further refined to fit organizations shifting to more autonomous, team-based structures — a coming workplace shift identified by Deloitte’s 2016 human capital research. Or it may already be addressing profound shifts in workplace demographics (4 generations working together) and geography (global organizations with multiple hubs).

How long does it take for a strategic recognition program to take root and deliver game-changing results? Shop Direct, a multi-brand digital online retailer with some 4,500 employees, launched its highly successful recognition program across multiple global sites two years ago and it is already being credited with having a major positive impact across the entire organization. 

Shop Direct’s Shine program was designed to reinforce the organization’s purpose (to “Make good things easily accessible to more people”) and values (Trusted, Together, Proud, Ambitious, Innovative), and to drive performance. The program enabled instant recognition and rewards across multiple sites. And with features like at-a-glance data and in-the-moment messages, it soon turned into a keen motivator that has boosted engagement levels by 14%. But perhaps the clearest indicator of success has been the high level of adoption that the program has achieved. In less than one year, Shop Direct employees had sent more than 355,000 recognitions, and activation rates stood at an impressive 97%. Shop Direct has since garnered multiple awards for its innovative thinking — including being ranked as one of Achievers 50 Most Engaged Workplaces.

Likewise, communication and network services giant Ericsson (managing some 2.5 billion subscribers globally), needed a strategic solution to its employee recognition challenge. The platform had to be able to connect over 15,000 employees in dozens of hubs across North America — and improve on existing manual recognition programs. After implementing the Achievers solution, Ericsson’s HR team was able to automate recognition among geographically-dispersed employees, track program spend (without once going over budget), and use program data to link recognition to business results. Employees enthusiastically embraced it, making it the most widely-utilized “voluntary” enterprise platform the organization had ever implemented.

If no man or woman is an island, no employee should feel like he or she is working alone. Whatever job we do, we all want to be appreciated. What’s most profound about a truly strategic recognition program is that is answers that very basic human need. But all the while, it’s an incredibly powerful driver — and monitor — of a much larger success story: the organization itself. That’s a win for everyone.

Check out Meghan Biro’s second guest blog post It Takes a Recognition Culture to Spark Engagement.

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About the Author

meghan biroMeghan M. Biro is a globally recognized Talent Management and HR Tech brand strategist, analyst, digital catalyst, author and speaker. As founder and CEO of TalentCulture, she has worked with hundreds of companies, from early-stage ventures to global brands like Microsoft, IBM and Google, helping them recruit and empower stellar talent. Meghan has been a guest on numerous radio shows and online forums, and has been a featured speaker at global conferences. She is a regular contributor at Forbes, Huffington Post, Entrepreneur and several other media outlets. Meghan regularly serves on advisory boards for leading HR and technology brands. Meghan has been voted one of the Top 100 Social Media Power Influencers in 2015 by StatSocial and Forbes, Top 50 Most Valuable Social Media Influencers by General Sentiment, Top 100 on Twitter Business, Leadership, and Tech by Huffington Post, and Top 25 HR Trendsetters by HR Examiner.

 

Employee Recognition HR Stats

5 Eye-Opening HR Stats: Why Employee Recognition Matters

Employees are arguably the most important component of a successful business.  Employees put a human face on the product, build relationships with customers, and define the work culture that feeds business performance – yet 32% of companies struggle to retain top talent. What defines an effective retention strategy varies from business to business, but there is one common element that has been found to work across most business types and sectors: employee recognition. In fact, a recent Achievers’ study found that employees have a deep desire for recognition, with 93% hoping to be recognized at least once a quarter. In addition, 75% of employees who received at least monthly recognition (even if informal) reported being satisfied with their jobs. And finally, in a recent Harvard Business Review study, 72% of respondents ranked recognition given for high performers as having a significant impact on employee engagement. With these kinds of numbers, it is clear that both employees and employers stand to benefit from a well-executed employee recognition program.

As we approach the end of 2016, this is the perfect opportunity to define the tone for the New Year and reflect on the importance of employee recognition for businesses. To help set the groundwork for a successful 2017, we present to you five revealing HR stats that prove the value of employee recognition.

  1. Employees are loyal to careers, not jobs
    Workplace loyalty is not derived from a job; it is nurtured through a fulfilling career.  78% of employees would stay with their current employer if they knew they had a career path instead of just a job. With employee recognition, you can motivate and identify core competencies to help develop career paths for employees in a positive and organic way.
  1. Understanding progress matters
    Goals can be daunting: understanding the progress made towards attaining them makes them seem more manageable, and 32% of employees agree. Employee recognition isn’t just for the big wins; it’s an excellent way to support progress and provide encouragement by giving employees feedback every time they move one step closer to completing their goals.
  1. Respect knowledge and experience
    People work hard to cultivate their skills, and 53% of employees say respect for their knowledge and experience is their top expectation of leadership. An employee recognition platform allows both leaders and peers to publicly praise employees for their expertise, providing the employee with further motivation to develop it further.
  1. Recognized employees are happy employees
    Employee recognition doesn’t require a huge commitment. In a recent survey of 1,000 U.S.-based, full-time employees 75% of employees who were recognized by their manager once a month – which is a good cadence to check in on progress to long-term goals – reported being satisfied with their job. While 85% of those that were recognized weekly reported being satisfied. The more satisfied your employee is, the more engaged they will be, and the more likely they will stay with your company for the long-term while producing stronger results.
  1. A mission statement is meant to guide employees
    Unnervingly, nearly two-thirds (61%) of employees don’t know what their company mission statement is. An employee recognition program, clearly linked to a company’s mission and values, is a great way to align employees around those values. By praising and reinforcing behaviors and outcomes that line up with and support the company’s mission and values, employees are inspired to live and breathe those values every day. This in turn helps to build a unified corporate culture and makes clear to individuals how their work helps the company to achieve its goals.

Retaining employees is about establishing reciprocal loyalty, making their jobs feel meaningful, and supporting and encouraging their professional development – one of the best ways to do all of these things is through employee recognition. When a company demonstrates its commitment to supporting and recognizing its employees, they will be rewarded with engaged employees who are dedicated to contributing to the company’s mission and bottom-line.

To discover more eye-opening HR stats and learn more about the correlation between recognition and retention, check out our white paper: The Greatness Gap: The State of Employee Disengagement.

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Also, don’t forget to check out our cool infographic highlighting these 5 eye-opening HR stats.

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About the Author

Sarah ClaytonSarah 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.

 

 

 

Employee Appreciation

Spreading Employee 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 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!

ASPIRE recognition for embrace real-time communication ASPIRE recognition for care, share and be fair ASPIRE recognition for act with sense of ownership ASPIRE recognition for live passionately ASPIRE recognition for act with sense of ownership ASPIRE recognition for thank you ASPIRE recognition for act with a sense of ownership ASPIRE recognition for build a positive team spirit

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 the Achievers Careers Page. We’re always looking for top talent to be a part of the A-Team! Apply today.

And 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 Ultimate Guide to Employee Recognition.

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About the Author
Kellie Wong
Kellie Wong is the Social Media and Blog 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 20+ guest blog contributors and edits every piece of content that gets published. Connect with Kellie on LinkedIn.

 

 

Cox Automotive Spark Week

Lighting the Spark of Employee Engagement: Inside Cox Automotive’s Spark Week Celebration

Employees are a core determinant of company success, but with a staggering 68% rate of employee disengagement, it’s clear that effectively leveraging their full potential can be a precarious task. Factors that drive employee engagement vary across employees, but a crucial factor is how connected they feel to their company’s culture and values. In fact, 82% of employees believe culture is a competitive advantage, yet only 28% believe that they understand their culture well. Creating a great company culture is not an easy ‘drag and drop’ nor can it be quickly implemented to garner immediate results; it requires a thought-out strategy and the right tools to help execute. One crucial piece of the great culture puzzle is recognition, and one company that is demonstrating a powerful use case of leveraging recognition and to drive engagement is Cox Automotive.

Cox Automotive is an Atlanta, GA-based subsidiary of Cox Enterprises and the parent company of such well-known brands as Kelley Blue Book, Xtime, Autotrader and Manheim. Because it consists of geographically dispersed corporate and subsidiary units, Cox Automotive’s employee population is as diverse as they come. They’re a unique mix of offline and online, front line and back office. All this diversity can make it tricky for Cox Automotive to unify the entire company around a single culture.  Implementing Spark, Cox’s internal rewards and recognition platform powered by Achievers, was a significant step towards strengthening company culture and employee engagement – but the Spark Team wanted more. They wanted to do something unique to create buzz around Spark and drive members to actively participate in the program. After days of brainstorming, Spark Week was born.

Since its inception, Spark Week (its name inspired by the popular cable special Shark Week, but with considerably less blood and gore) has become a highly anticipated event every August for the Cox Automotive community. Designed to increase interest in their rewards and recognition program, Spark Week boasts a fun and unique roster of activities that drive awareness and participation.

Spark Week kicks off with a company-wide email highlighting the Spark Week calendar of activities. This sets the tone for the eventful week by communicating the upcoming activities with a fun, themed approach. Each day pairs a different element of the Spark program, such as group recognition or redemptions, with a creative component, such as a meme contest or digital treasure hunt. An uptick in recognition activity during Spark Week makes it a strategic time to launch new features in their employee engagement platform; for instance, the new feature Service Awards made its debut on the platform this year.

“Love Spark Week! So glad employees get the opportunity to recognize others who have been outstanding and be recognized for their hard work. It really makes you feel like you are a part of the team!” – Kristin Hoopes, Sr. Accounting Specialist, Cox Automotive

The huge success of Spark Week is evident from the extensive data gathered from Cox Automotive’s employee engagement platform, including:

  • A staggering 25,522 “Thank You” recognition cards sent across the platform.
  • A daily recognition average of 3,4563.2 times more than their usual daily recognition average.
  • A 114% increase in recognitions sent compared to the entire month of July.
  • A whopping 626 redemptions made.
  • A total of $1,725 worth of Spark points donated to St. Jude.

Spark Week’s success was also demonstrated by the high levels of participation of different business units who willingly submitted content throughout the week. One auction house created and shared a video where different employees reflected on their favorite redemption and encouraged other members to redeem their points. Another auction house decided to join in on the action by making an entertaining video – complete with their own shark mascot. Self-generated contributions indicate a strong sense of ownership and belief in the value of employee recognition programs. Spark Week is now an embodiment of the culture at Cox Automotive and one of the biggest internal events of the year.

The more successful an event, the more daunting it can seem for others to replicate. However, the most important element of Spark Week can be distilled down to a simple, accessible concept: make it about your employees. Reflect on what motivates them to deliver excellence and extra effort, and think about the elements in your program that could have the same motivating effect. Pair the aforementioned with fun and engaging external activities, like team breakfasts or photo contests that align with your company values to create your own version of Spark Week.

Focusing on what makes your employees happy is key to a successful business. Just remember: Every time you have a 1% increase in employee engagement, you gain an additional .0.6% growth in sales for your company. There is no better time than now to follow in the footsteps of Cox Automotive and start building your very own Spark Week-like initiative to increase employee recognition and engagement.

Check out Cox Automotive’s fun infographic highlighting Spark Week’s success!

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About the Author

Sarah ClaytonSarah 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.

 

 

 

Employee Engagement during the Holidays

How to Boost Employee Engagement During the Holiday Season

Keeping your employees fully engaged during the holiday season, from Thanksgiving to New Year’s Day, is challenging. Workloads can get heavier as co-workers take time off. Employees are thinking about friends and family members who are off work for the holidays. Children are out of school, complicating scheduling. Employees must work extra hours in order to meet customer demands. Managers push their employees harder to meet year-end goals, yet often fail to give them adequate recognition. With only 13% of employees engaged worldwide, it’s especially important not to lose sight of employee appreciation and recognition during the stressful holiday season.

How can you maintain employee engagement under such tricky circumstances? One of the best ways is to ramp up the utilization of employee recognition best practices and reinforce positive relationships between employees and employers. Below are five tips on how to improve employee appreciation and recognition during the holiday season:

  1. Know your employee preferences
    An Ernst & Young survey of global workforces reported that one-third of employees found maintaining work-life balance is getting more difficult. During the holidays, employees have extra demands on their personal time, so maintaining work-life balance gets even more challenging. One way to show your concern for your employees’ well-being during the holidays is to consider their working preferences during such a busy time of the year, such as offering options like flex schedules and the ability to work remote. Also, encourage both in-office and remote employee to recognize and thank coworkers who willingly help fill work gaps when they’re away on vacation.
  2. Communicate year-end goals and plans for the holidays
    Inform employees on your company’s year-end goals and communicate your guidelines and policies for schedule flexibility. Healthline research found that 62 percent of people feel very stressful or somewhat stressful during the holidays. The more transparent your managers are about goals during the holiday season and the more they give employees recognition for successfully meeting them, the more your workforce will believe your organization values their effort.
  3. Plan inclusive social activities to help build a positive culture
    Sponsor holiday activities that encourage your employees to work as a team, such as planning the after-hours Christmas party. Social events can also include service projects, such as a team of employees who donate time to feed Thanksgiving meals to the homeless. Remind employees that they can choose to give back this holiday season by donating their recognition points towards a charity of choice. Motivate others by rewarding the employees that choose to spend their time and/or points towards charity work.
  4. Recognize the holidays and create a festive atmosphere
    Pretending the holidays do not exist in an attempt to avoid work disruption is likely to create employee resentment, says Bob Nelson, president of Nelson Motivation and author of “1501 Ways to Reward Employees.” Acknowledge the holidays and celebrate with festive mood. The holiday period is a great time to recognize people who cook a turkey for the office party, play Santa Claus or decorate the office for holiday cheer.
  5. Give rewards and recognition
    While giving an employee a certificate for a free ham is a nice gesture, it does not do much to increase employee engagement. An employee engagement program focused on recognition and rewards allows coworkers to commend each other for work contributions and successes throughout the year, and especially during the holidays. It also broadcasts achievements to the entire company, boosting morale up and highlighting employee accomplishments on a daily basis.

Employee recognition should not be reserved for the last two months of the year. Businesses need to continue employee engagement efforts throughout the year to keep employee appreciation momentum strong. Employees want to feel recognized every day, and that includes the holiday season. If people recognize each other throughout the year, they enter the holiday period and the New Year as a team working together towards business success.

Take advantage of employee recognition to boost employee morale and appreciation this holiday season. Start by downloading our eBook on how to make recognition an everyday event.

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