Employee Engagement Made Easy!
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Employee Engagement Made Easy!
Thank Different. Employee engagement is a key element to any successful business. In today’s knowledge economy, your most valuable assets are your people. All organizations need to have a strategy to engage & align their team to achieve their business goals. In a highly competitive world - the ability to retain, attract & engage your staff can be the difference between success & failure. Kudos is a corporate social network with a peer-to-peer recognition system designed to engage your teams with enhanced communication, collaboration, appreciation & recognition.
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4 Things to Know About Employee Happiness (and Why It’s Important)

4 Things to Know About Employee Happiness (and Why It’s Important) | Employee Engagement Made Easy! | Scoop.it
It’s only natural to believe that employee happiness is contingent on success, but this belief is actually backwards. It’s not that success makes employees
Kudos's insight:

Josh has it right. #Kudos to Josh and @SparkHire for a great article. More happiness at @KudosNow for your team.

 

I prefer the word engaged verses happy though. You can have happy people that are not really productive or committed. A focus on perks and a lack of accountability and feedback can lead to an average but generally happy culture.  

 

That said, all the items he has outlined to create happiness and a great culture (AKA employee engagement) is bang on. 

 

Technology like Josh's at Spark Hire and ours at Kudos are leading the way to more employee happiness and employee engagement.

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10 Things Great Leaders Say Every Week

10 Things Great Leaders Say Every Week | Employee Engagement Made Easy! | Scoop.it
If you want to lead a team toward a goal, you need to make sure they know how their daily work connects to the overall objectives. Here's how to make that happen, with one meeting every week.
Kudos's insight:

Some great advice. Simple rules to follow. I would print this out and hang it on your wall and bring it out before every group meeting to refresh what you need to cover.

 

That brings up another key point - when was the last time you had a team meeting. We all think we have meetings all the time but the truth is we do not have as many as we think we do or should. 

 

Weekly, Bi-weekly, Monthly - what is the right frequency? Weekly is a good place to start but maybe you switch up the main purpose of the team meetings and make them mandatory.

 

We do monthly Team Talks - that allows everyone to communicate what is happening in their group / department and ask questions. Item #8 - Check.

 

We also do Lunch and Learns - that allows one person or a group /department to show off what they are thinking about or working on. Goo way to get the innovation ideas flowing - One more for #8 - double check.

 

Totally agree with doing a great job with on boarding - make a persons first day a great day. This is is a whole blog post on it's own. I also like sending good people off with some fanfare and a thank you. They are ambassadors for your company  thank you, good luck and farewell event to highlighting in a bigger meeting is a very good idea. #9 - Check, check.

 

The rest of the items - are leadership touch points to that should be communicated as often as possible - such as the events listed above. In fact, we believe that these communication should be free flowing and  a product like Kudos is designed  to help companies do that with a big dose of #7. Show your appreciation often and say thanks to people every week.  

 

I call it leading out loud and doing it in structured ways will make people feel more connected to the company and one another. Transparency and honesty is a good thing - Your team  can handle the truth so keep them in the loop :)

 

If you ever wondered what those companies you admire so much do - that is pretty well it.  

 

Cheers,

 

T

 

 

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Cruise Line Class's curator insight, April 7, 2014 5:22 PM

Also,

 

How can I help?

How are you doing?

What obstacles are getting in our team's way of doing their job?

 

...Do you have any other favorite things you say to your team each week?  Would love to hear from you!

PS - Live on Purpose!

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As Work Gets More Complex, 6 Rules to Simplify

Why do people feel so miserable and disengaged at work? Because today's businesses are increasingly and dizzyingly complex -- and traditional pillars of management are obsolete, says Yves Morieux. So, he says, it falls to individual employees to navigate the rabbit's warren of interdependencies.

 


Via Kenneth Mikkelsen
Kudos's insight:

I have always been a big fan of simplicity.

 

It seems to be human nature and the desire of MBA's to want to complicate things by trying to measure everything with the false illusion we can then improve and tweak things to make a thousand process improvements that matter. In the end, we often measure things that do not really matter in the big picture. Think of all the layers of middle management that get added to manage, measure and track things that do not matter.  

 

Measuring some things is essential. Sales, Profits, Engagement. Those are the only measures that matter at the end of the day. And processes are are also essential but like the old saying - everything in moderation.

 

I liked the key message that Cooperation is secret to success. We build walls with too many processes. We need to keep people close to one another and aware of their interdependency and effect on one another so they think about how their actions and output effect other peoples outcomes and output.

 

If you connect people to solve problems through cooperation, you will get innovation and the the results you are looking for. Instead of trying to make everything easier by adding processes and layers, it better to make things harder by forcing people to cooperative verses work around one another with only their goals and objective in mind.

 

I see this in the struggle between design. programming and admin (Sales, Customer Service) all the time in the agencies and companies I have been part of.

 

- Programming wants things to be efficient and streamlined based on their sensibilities. 

- Design wants to create exceptional user experiences and artful design based on their sensibilities.

- Admins wants things to be simple and effective based on their sensibilities.

 

People always want things done their way based on their sensibilities and that can lead to low cooperation.

 

I will often hear when I ask for something - "that is not possible". Then then next questions I ask is "do you mean impossible or difficult" and the answer is always difficult. Then their is a discussion, some cooperation and often a compromise. The outcome is a better product, better service and 9 times out of 10 difficult was not so difficult after all.

 

If you keep everyone close to the product, customer and  one anther they will cooperate and compromise and that keeps things more simple.

 

The only problem with simple is... it is hard to keep things simple. Back to human nature an MBA's. 

 

In the spirit of keeping things simple, every employee manual in the world only needs these three words.

 

"Make Good Decisions"

 

Only if it was that simple. :)

 

 

 

 

 

 

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