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New Research Unlocks the Secret of Employee Recognition

New Research Unlocks the Secret of Employee Recognition | Transforming Organizations | Scoop.it

Bersin has completed a comprehensive research project on employee recognition (saying "thank you") and the results are really astounding: organizations that give regular thanks to their employees far out perform those that don't.

 

What their research found was that tenure-based rewards systems have virtually no impact on organizational performance. It turns out that many of these tenure-based rewards programs are really legacy programs from the turn of the century when labor unions forced management to give employees “service awards” and hourly raises for tenure. Most large companies still have these programs today, yet only 58% of employees even know such programs exist. So for the most part they aren’t creating much value.

 

On other hand, our research did find that modern, re-engineered recognition programs can have a huge impact on business performance.


Via Vicki Kossoff @ The Learning Factor
Brian Martin's insight:

It's time to transform traditional long service recognition programs.  Service awards are anchored in the past with union based origins that value tenure instead of achievement.  Hierarchy anointed programs are suspect and often administratively burdensome to administer.  Peer to peer programs aligned with company vision, values, accompanied by story telling, will accelerate your company's transformation and  enhance employee engagement.

more...
Luís Cochofel's curator insight, February 6, 2014 10:06 AM

Believe me or not... 

 

Yesterday I've finallized a manual designed to support my view on the future of organizational development for the social economy entities, to which i've given the name of 'Engagement Management', where I've assembled these four tools as the most important any organization should embrace:

 

1. Strategy (to control or to develop?)

2. The importance of Employee RECOGNITION

3. Team development meetings using the principle of fostering participation and creativity

4. Self-assessment as the best way to allow indivividual, thus groupal, growth

Did it also sound to you as if today's scoop.it articles I've received were not by chance these particular ones I'm now sharing? 

Sandeep Gautam's curator insight, February 8, 2014 6:37 AM

Good advice all throughout;

Jerry Busone's curator insight, February 8, 2014 2:53 PM

Something as simple as Thank you drives employee productivity. I've yet to come across an employee who asked his boss to stop giving recognition because it was too much...

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Predictable Outcomes When Managing Change

Predictable Outcomes When Managing Change | Transforming Organizations | Scoop.it
Brian Martin's insight:

Supporting all aspects of the change management process are important to achieve the desired end state with the least amount of disruption and disappointment for stakeholders.

 

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5 Myths of Great Workplaces

5 Myths of Great Workplaces | Transforming Organizations | Scoop.it
A look at the research calls some popular assumptions into question.
Brian Martin's insight:

Some interesting insights that support my own experiences creating work cultures with high engagement.

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4 Things Your Employees Want More Than a Raise (and Won't Cost You a Cent)

4 Things Your Employees Want More Than a Raise (and Won't Cost You a Cent) | Transforming Organizations | Scoop.it
A new survey reveals what employees care about most. Money doesn't make the list.
Brian Martin's insight:

4 Thinks Employee's Want More Than Money  .. How do you measure up?

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Why Coaching Is Critical to Your Success

Why Coaching Is Critical to Your Success | Transforming Organizations | Scoop.it
Once reserved for the most senior executives, coaching is becoming more pervasive throughout today’s innovative organizations. Because companies continue to do more with less, they need every employee engaged and productive; they are relying on coaches, not internal managers, to help develop talent to drive results. If you’ve decided to fly solo without a coach, you’re putting your career at a significant disadvantage. That’s because coaches help you identify and focus on what’s important, which
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The Dandelion Principle: Redesigning Work for the Innovation Economy | MIT Sloan Management Review

The Dandelion Principle: Redesigning Work for the Innovation Economy | MIT Sloan Management Review | Transforming Organizations | Scoop.it
People who are “different,” behaviorally or neurologically, can add significant value to companies.
Brian Martin's insight:

A great example of really embracing diversity.

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5 reasons your HR department is driving everyone crazy (and what you can do about it)

5 reasons your HR department is driving everyone crazy (and what you can do about it) | Transforming Organizations | Scoop.it
HR just drives everyone crazy. How do you turn it around?
Brian Martin's insight:

Sadly this article describes how frustrated many associates are with their HR departments. 

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Are You an Overwhelmed Employee? New Research Says Yes.

Are You an Overwhelmed Employee? New Research Says Yes. | Transforming Organizations | Scoop.it
We just completed one of the largest-ever studies of corporate talent and HR needs around the world — the Deloitte 2014 Human Capital Trends Study. The results are startling: businesses around the
Brian Martin's insight:

Employees are feeling overwhelmed by technology.  Emphasis on on wellness, happiness, and mindfulness are becoming important cultural attributes for organizations serious about engagement and  becoming talent magnets.

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How to Grow Without Losing What Makes You Great

How to Grow Without Losing What Makes You Great | Transforming Organizations | Scoop.it
Author Robert Sutton offers lessons from Starbucks, In-N-Out, Intuit, Facebook, and more on the delicate art of scaling a business.
Brian Martin's insight:

Great insight on how to scale and grow a business without watering down what made you successful in the first place.

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The Critical Few: Components of a Truly Effective Culture

The Critical Few: Components of a Truly Effective Culture | Transforming Organizations | Scoop.it
Forget the monolithic change management programs and focus on the elements of your culture that drive performance.
Brian Martin's insight:

This article describes in behavioral terms what creates a compelling,  distinct, and effective culture.  It starts with core beliefs/values that when translated into actions are experienced by employees creating an intrinsic desire to replicate them. 

 

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New Research Unlocks the Secret of Employee Recognition

New Research Unlocks the Secret of Employee Recognition | Transforming Organizations | Scoop.it

Bersin has completed a comprehensive research project on employee recognition (saying "thank you") and the results are really astounding: organizations that give regular thanks to their employees far out perform those that don't.

 

What their research found was that tenure-based rewards systems have virtually no impact on organizational performance. It turns out that many of these tenure-based rewards programs are really legacy programs from the turn of the century when labor unions forced management to give employees “service awards” and hourly raises for tenure. Most large companies still have these programs today, yet only 58% of employees even know such programs exist. So for the most part they aren’t creating much value.

 

On other hand, our research did find that modern, re-engineered recognition programs can have a huge impact on business performance.


Via Vicki Kossoff @ The Learning Factor
Brian Martin's insight:

It's time to transform traditional long service recognition programs.  Service awards are anchored in the past with union based origins that value tenure instead of achievement.  Hierarchy anointed programs are suspect and often administratively burdensome to administer.  Peer to peer programs aligned with company vision, values, accompanied by story telling, will accelerate your company's transformation and  enhance employee engagement.

more...
Luís Cochofel's curator insight, February 6, 2014 10:06 AM

Believe me or not... 

 

Yesterday I've finallized a manual designed to support my view on the future of organizational development for the social economy entities, to which i've given the name of 'Engagement Management', where I've assembled these four tools as the most important any organization should embrace:

 

1. Strategy (to control or to develop?)

2. The importance of Employee RECOGNITION

3. Team development meetings using the principle of fostering participation and creativity

4. Self-assessment as the best way to allow indivividual, thus groupal, growth

Did it also sound to you as if today's scoop.it articles I've received were not by chance these particular ones I'm now sharing? 

Sandeep Gautam's curator insight, February 8, 2014 6:37 AM

Good advice all throughout;

Jerry Busone's curator insight, February 8, 2014 2:53 PM

Something as simple as Thank you drives employee productivity. I've yet to come across an employee who asked his boss to stop giving recognition because it was too much...

Rescooped by Brian Martin from Business Brainpower with the Human Touch
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10 Reasons Your Top Talent Will Leave You

10 Reasons Your Top Talent Will Leave You | Transforming Organizations | Scoop.it

Via Vicki Kossoff @ The Learning Factor
Brian Martin's insight:

A great reminder for Leaders and HR Departments everywhere.

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Vicki Kossoff @ The Learning Factor's curator insight, October 10, 2013 8:24 PM

Have you ever noticed leaders spend a lot of time talking about talent, only to make the same mistakes over and over again? Few things in business are as costly and disruptive as unexpected talent departures.

With all the emphasis on leadership development, I always find it interesting so many companies seem to struggle with being able to retain their top talent. In today’s column, I’ll share some research, observations, and insights on how to stop the talent door from revolving.

Ask any CEO if they have a process for retaining and developing talent and they’ll quickly answer in the affirmative. They immediately launch into a series of soundbites about the quality of their talent initiatives, the number of high-potentials in the nine box, blah, blah, blah. As with most things in the corporate world, there is too much process built upon theory and not nearly enough practice built on experience.

Barbara Preyssas's curator insight, October 11, 2013 6:20 AM

Ok, so it's not quite Sensory Emotions - but it's really interesting anyway :)

Russ Bergeman's curator insight, October 11, 2013 1:35 PM

Retaining good and talented employees requires maximizing their full performance potential. This is not only good for employee retention, it is also good for the overall performance of the organization. 

 

This article makes some great points about why people leave organizations.

 

It all starts with establishing and communicating an organizational culture, then hiring people who fit into and will perpetuate the culture. This is only possible when leaders have a solid understanding of what motivates and what demotivates their people. Without this understanding, it is nearly impossible to get the most out of people.

 

Russ

russ@theemployersedge.com

www.theemployersedge.com

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Need to Cut Payroll? Here's a Painless Solution

Need to Cut Payroll? Here's a Painless Solution | Transforming Organizations | Scoop.it
Many people want to work from home so badly that they are willing to take a pay cut to do so.

Via The Fish Firm
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Conference Board of Canada on Workplace Bullying

Conference Board of Canada on Workplace Bullying | Transforming Organizations | Scoop.it
Brian Martin's insight:

According to a 2014 U.S. Workplace Bullying Survey, 72% of bullies are in leadership positions.  Organizations need to have policies, reporting mechanisms, and unbiased investigative processes in place. 

 

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Values Are Everywhere - Made To Measure

Values Are Everywhere - Made To Measure | Transforming Organizations | Scoop.it
Irritated?  Frustrated?  Disappointed?  When negative feelings are present it’s a sign one of our core values is being stepped on by another person or the universe.  Asking “What important value of mine is being challenged?” can provide clarity about what’s really happening. The universe likes to strengthen our character by giving our values a workout. Read more..
Brian Martin's insight:

Underneath strong emotions are core values.  Taking time to understand our own, and those of others can expand choices.

 

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How To Create A Leadership Development Program That Actually Works

How To Create A Leadership Development Program That Actually Works | Transforming Organizations | Scoop.it
If you want to develop your company's next best leaders, first put your money where your mouth is. Next, make it worthwhile with these tips.
Brian Martin's insight:

How to begin defining and creating a robust leadership culture in order to strengthen internal talent pipelines.

 

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The iceberg that sinks organizational change

The iceberg that sinks organizational change | Transforming Organizations | Scoop.it
The iceberg that sinks organizational change. The Iceberg is a strong visualization of what is arguably the essence of change
Brian Martin's insight:

A wonderful model that shows the complexity of organizations.  It's also a great road map for leaders transitioning to a new organization to explore during their first 90 days.  Digging below the surface to understand how things "really get done" can reveal blind spots that might otherwise be overlooked.

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5 Tips for Successful Change Management

5 Tips for Successful Change Management | Transforming Organizations | Scoop.it
Brian Martin's insight:

A great summary on important things to consider during a wide scale change initiative. 

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Why Good Managers Are So Rare

Why Good Managers Are So Rare | Transforming Organizations | Scoop.it
Gallup data shows they have a combination of hard-to-teach traits.
Brian Martin's insight:

People work for people --it's that simple.  If engagement is suffering in your organization it could be a sign that front line managers could improve their effectiveness.  Successful organizations create a leadership culture focused on employee engagement AND customer engagement while generating above average returns for shareholders.  Organizations need to define leadership expectations and then provide development for Managers who may require additional support.

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Why performance appraisals need to be scrapped

Why performance appraisals need to be scrapped | Transforming Organizations | Scoop.it
The reality is that the traditional performance appraisal as practiced in the majority of organizations today is fundamentally flawed and at odds with our values-based, vision-driven and collaborative work environments.
Brian Martin's insight:

New research that challenges the convention wisdom of performance reviews.

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Does Your Business Live By Its Values?

Does Your Business Live By Its Values? | Transforming Organizations | Scoop.it
Have you defined, stated, and promoted your business's core values? Do you use them in the day-to-day running of your company? Do you review them when making tough decisions? Do you refer to your
Brian Martin's insight:

Associates support company values when they are noble (reflecting the interests of customers, shareholders, AND employees).  Leaders that act in alignment with company values during difficult periods ensure they become more deeply embedded in the organization's culture and not just a poster on the wall.

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How Do You Compete?

How Do You Compete? | Transforming Organizations | Scoop.it
Roger Martin, coauthor of Playing to Win: How Strategy Really Works, introduces a lesson on the proper foundation for core competencies from Compete Smarter, Not Harder: A Process for Developing the Right Priorities through Strategic Thinking, by William Putsis.
Brian Martin's insight:

A great distinction between an organizations core competencies and the attributes of their offering as seen through the customer's lens. 

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Fire 'Em Up! 5 Simple Steps to Inspire Your Employees

Fire 'Em Up! 5 Simple Steps to Inspire Your Employees | Transforming Organizations | Scoop.it

Here's a simple truth: really inspired employees get a lot more done for your business and for your customers than employees who don't really care about the job they do. Uninspired employees don't necessarily telegraph the full extent of their disengagement, but that doesn't mean they don't pose a huge problem for American businesses today.


Via Vicki Kossoff @ The Learning Factor
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Vicki Kossoff @ The Learning Factor's curator insight, January 13, 2014 4:50 PM

They won't admit it, but a solid majority of workers are disengaged. But a smart boss can motivate workers to really lean in.

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What Executives Really Mean When They Talk About Change

What Executives Really Mean When They Talk About Change | Transforming Organizations | Scoop.it
When business leaders talk about organizational change, they’re really pursuing an ideal.

Via the Change Samurai
Brian Martin's insight:

There is tremendous value in organizations directing their communication efforts to become the best of what already exists.  It could reduce the impact of "change fatigue" I hear so many colleagues complain of.

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The Modern Workplace: Introverts Need Not Apply

The Modern Workplace: Introverts Need Not Apply | Transforming Organizations | Scoop.it

Via Vicki Kossoff @ The Learning Factor
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Vinish Garg's curator insight, October 4, 2013 10:56 PM

Culture facilitates communication and communication facilitates culture.  An 'open' workspace ensure both ways.

Gregory Cheong's curator insight, October 5, 2013 4:58 AM

The modern workplace is not for the introverts 

Dr. Alison Eyring's curator insight, October 6, 2013 8:54 PM

Forget that title! Introverts who perform are most welcome in modern workplaces. They need to ensure they are spending time building relationships and are getting their views heard by others. At the same time, extroverts need to ensure they are not hogging all the space in the conversation or dominating groups when they lack sufficient knowledge. A modern workplace also is an inclusive one.