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.
Recognition programs are among the top methods companies use to promote employee engagement.
Good stats in the article on the benefits of engagement and how firms are trying to create engagement and measure its impact on the bottom line.
I was wondering however, how are these firms actually administering, managing and measuring these programs. Are they using technology solutions or manually administering these recognition, wellness programs, etc….
Also what are they specifically doing in the case of recognition. Are they using the typical solutions you hear about all the time - Years of Service Awards, Above and Beyond Awards that are nomination driven or On The Spot awards that are at a Managers discretion? And if they are doing these things do the employees value it and is it effective?
I have seen and heard stats about how employees are not aware their is recognition programs in place, and or they feel the programs are unfair and inconsistent. Which in the end they do really have the engagement effect they are looking. I have also heard from people that administer these prorgams that they are extremely manual, difficult and time consuming. So while recognition is viewed as the most widely used program - do these companies and their programs seen as being truly effective, achieving the desired results and providing the data that can be properly / easily measured, providing deeper insights on individual performance, contributions and connections in near real time?
We have lots of companies calling us everyday for three main reasons - they just did a survey and their engagement score was bad, and or they are running a recognition program that is manual and last but not least their recognition programs are not effective, not working or liked by the staff. These calls and this article leads me to believe the following:
a.) most companies have a recognition program of some sort
b.) their efforts and programs are not achieving the desired results or enhancing engagement for everyone.
I would be very interested to hear or read about peoples thoughts on how companies can make recognition programs more effective and how do you change the management paradigm and thinking that traditional recognition programs are good enough. It is almost like most companies just have a program to say they have a program and it may in fact be hurting more then it is helping and they have no idea.
As work becomes more social, mobil and millennial - what can companies do to make the #1 strategy for creating employee recognition truly work better for them?
More than half of America's workforce is disengaged. In an exclusive conversation with Dr. Jim Harterwho initiated the first "State of the...
Yes there is a huge engagement problem.
It constantly surprises me when I speak to some people (investors or clients) and they say a recognition system is a nice to have verses a need to have in business. It is undeniable that most businesses are struggling to engage their people yet business owners and some managers keep doing the same old thing, which a lot of the time is nothing. Give your head a shake people. Unhappy people means you are wasting /loosing money.
These folks ask what is the business case to have social recognition in the company. How will it help me make money. I know they are thinking people should just do their damn jobs and stop complaining. News flash, that is not a people problem, that is a leadership problem.
There are tools that are specifically designed to improve productivity in communication like Slack or streamline administrative processes in human capital management like Namely but they mean nothing if most of your staff does not care the company and are just going through the motions - until they find a better job. If you do not think it matters or you do not have an engagement problem, keep doing what your are doing.
The best performing companies have a sense of purpose, strong values, over communicate and care about their team members - which can be demonstrated by something as a simple as a timely thank you or good job a few times a month. You know those companies that you admire and want to emulate.
A system that would allow a company to be better at recognition, make it more transparent and give you the business the timely business intelligence on how their team is doing sounds like a need to have for all businesses, if you ask me.
What are your thoughts. Nice to have or Need to Have?
In today’s world, the barrier between work and life has all but disappeared, the balance of power in the employer-employee relationship has shifted, and Millennial demands are now driving much of workplace culture. HR and talent teams can’t afford to stay stuck on business as usual.
This is a great report that clearly demonstrates their is a paradigm shift happening in the way companies will work in the future. Culture is truly king and work is becoming more social, mobile and millennial. Enjoy.
"A superior leader is a person who can bring ordinary people together to achieve extraordinary results." I learned this a few dozen years ago at Wharton, from an entrepreneur who had enjoyed tremendous success.
This is a very good video that touches upon a core idea behind Kudos. We each have defining traits, attributes and or characteristics that are the essence of who we are , how people see us and hopefully how we want people to see us. We are all a work in progress and on a personal journey. Companies hire for fit and through recognition can reinforce their core values and the behaviours they admire or desire in their team. You can apply these principals with Kudos with a little appreciation to help others shine.
Often ignored in an owner's rush to develop a new product or invention, the passion workers feel for a company can be critical for results.
Employee Engagement is critical for everyone. @conserogroup #conseroHR Fit is first. Find and hire the right people for your culture and their role, then on-boarding and training (Day1 to Day 90), last but not least recognition to thank and reinforce what matters and why they made the decision to join your firm. Lead with you mission and vision and keep a consistent stream of communication.
Leaders often find themselves getting lost within the growing demands of the workplace and losing sight of what matters most to their employees. As such, they fail to realize the negative repercussions that the lack of strategic focus can have on their ability to deepen relationships with employees, which is important to understanding their specific needs for success. As a consequence, employees begin to lose trust in leaders that they perceive as self-absorbed, complacent and only concerned about their own well-being – rather than interested in advancing the people they are responsible for leading.
What makes a great leader? Is it the capacity to inspire loyalty, the ability to articulate a vision, emotional intelligence, or persuasiveness? Does a company need a leader whose values are culture-based, or one whose values are aligned with the needs of shareholders and the marketplace? Maybe it depends, which is [...]
Researchers say the most important variable is your expectations.
Happiness “doesn’t depend on how things are going,” says lead study author Robb Rutledge of University College London. “It depends on whether things are going better or worse than you had expected they would.”
It does depend on your outlook. We all know people that are never happy. They expect to fail or have something go wrong and inevitably it does. They create their own success and happiness.
If you expectation is that you will have a great day or will be happy and you do not let the little things that do not go perfect bother you - you will be happy.
If you are unhappy because you are envious of others or think the world is unfair. That is a choice to be unhappy.
Weber Shandwick, in partnership with KRC Research, released Employees Rising: Seizing the Opportunity in Employee Activism. This survey of 2,300 employees worldwide reveals a rising social movement ignited by the digital and social media era: employee activism. Employee activists are more than just engaged employees. They make their engagement visible, defend their employers from criticism and act as advocates, both online and off. In an era marked by unrest in the workforce, employers have a pressing opportunity to capitalize on their powerful supporters and work on curtailing detractors who have the potential to upend company reputations.
There has been a new fad rising among companies around the world. It benefits the customers, the employees and the management. This new popular trend is catching on from company to company and is spreading like wildfire. What is this new trend? It is the focus on employee happiness.
The idea of Employee Happiness is a little miss guided. Employees can be happy based on perks and benefits to make work inviting and fun. Having a cool place to work is nice and attractive but if the underlying culture, communication, mentoring, and recognition is flawed or marginal, employees will become disgruntled and dis-engaged no matter how fun or cool you make your office or what perks or benefits you offer.
A company needs to be authentic, have purpose and vision that resonates with the team, provide opportunities to learn and grow, and recognize the contributions of the team members. If you have that you will have happy team members or more accurately engaged team members, which is the real goal. If they are engaged they will be happy and they will also be resilient, so even if you do not have a perfect utopia disney esk work environment or if you run into challenging times, they will still lean and work together for the to overcome and achieve.
You can have happy workers that are useless or you could even have satisfied team members that put in the a minimum effort. So be careful what you measure and what your are trying to create.
The last thing you want is an amusement park with a bunch of clowns.
This article does highlight the essential elements that makes for a happy and engaged team. The more you can do in this list the better but you can also keep it simple and have engaged team members if you hit the basics I listed above.
The best leaders are always ones that can relate to their team, keep a calm demeanour in crisis or conflict and work to support their team to help make them better verses dictating or blaming for what is wrong. The best Managers look for what their team does right and recognizes those behaviours and results. Managing people well is much harder then it looks, recognizing people for what they do well and how they contribute is a great place to start to be a good emotional intelligent leader.
It comes down to having your heart in the right place and caring about your team, not giving them stuff. Combined that with a compelling vision, mission and values and that will help you create a culture and company that your people will then care about. Get to know them too, on a personal level , build a connection beyond work. And say thank you. That is a winning formula.
An article recently posted in Forbes declared in its title “Employees Who Stay in Companies More than Two Years Get Paid 50% Less.” This statement created an overnight social media frenzy, not only generating more than a million views of the article, but also instigating a comment frenzy by readers [...]
Cool concept and so often overlooked. opportunity and alignment are key to engagement. Money is not the core driver. Opportunity and recognition rank higher once a persons basic financial needs are met.
In fact, people will stay for less if they truly believe in what the company stands for and is doing especially if they also feel valued and empowered to make a difference.
Leadership is learned behavior that becomes unconscious and automatic over time. For example, leaders can make several important decisions about an issue in the time it takes others to understand the question. Many people wonder how leaders know how to make the best decisions, often under immense pressure. The process of making these decisions comes from an accumulation of experiences and encounters with a multitude of difference circumstances, personality types and unforeseen failures. More so, the decision making process is an acute understanding of being familiar with the cause and effect of behavioral and circumstantial patterns; knowing the intelligence and interconnection points of the variables involved in these patterns allows a leader to confidently make decisions and project the probability of their desired outcomes. The most successful leaders are instinctual decision makers. Having done it so many times throughout their careers, they become immune to the pressure associated with decision making and extremely intuitive about the process of making the most strategic and best decisions. This is why most senior executives will tell you they depend strongly upon their “gut-feel” when making difficult decisions at a moment’s notice. If you are looking to advance your career into a leadership capacity and / or already assume leadership responsibilities – here are 15 things you must do automatically, every day, to be a successful leader in the workplace.
Some really good thoughts here. Practice, routine and repetition makes perfect. Well give you a chance to be successful. No one is perfect.
Talent Management magazine, The Business of Talent Management
The world is moving to a new way to address HCM. Social recognition, Health and Wellness, Casual learning are all leading the way.
The most important element to engagement is still and will always be closely tied to recognition and feeling valued by your manager and peers. It is simple human nature. We are social animals and need to feel connected to people we work with and inspired by those that lead us. If you have that, you have the essential elements for engagement.
Measuring how engaged people are and how that translates to discretionary effort or even just how to measure engagement is still a challenge.
There is no magic measure to know if everyone is engaged or formula to engage everyone. People are complex and work environments are dynamic. But in the end it is just common sense to treat your people fairly, with respect and to give them recognition when they do well and help the company.
Over communicate your vision, goals and successes and recognize people often for their contributions on that journey.
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Integrating your curated content to your website or blog will allow you to increase your website visitors’ engagement, boost SEO and acquire new visitors. By redirecting your social media traffic to your website, Scoop.it will also help you generate more qualified traffic and leads from your curation work.
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Creating engaging newsletters with your curated content is really easy.