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.
Great post by David Zinger who is a one of the true thought leaders in employee engagement and recognition. Empathy does not mean capitulating to other points of view. It means you do your best to understand the other persons concerns, point of view and ideas and then do your best to address them so they know you heard them and care. But not all concerns can be incorporated for a variety of reasons. If so, then you share why they can not and find common ground and an understanding.
Doing nothing or ignoring issues and concerns is bad, not taking the time to really understand when you do engage them is worse.
Major organizations have begun to look more strategically at engagement, but the process has just begun, based on candid off-the-record meetings with the chief human resources executives of 14 companies at the recent HR Summit, Oct. 26-28 in Denver, produced by London-based GDS International. The one-on-one meetings with HR executives and
This is bang on. There is wave of change coming in business and HR all around employee engagement. I hear the same thing all the time.
Kudos is uniquely positioned to address several of the things business care most about and we make it simple.
Enhance Employer Branding (communication / culture)Improve employee recognition (and casual rewards) Provide unique analytics (Big Data) on engagement and performance.
I liked the comment about no one system does it all. Recognition solutions are just one part of a total solution focused on improving employee engagement. We do see a system like ours as a foundational element that can reach the most people on a consistent basis.
The one thing I did not see in the article was the rise of SaaS systems as a solution and that clients are looking for more consumer style experiences in the UI and UX of the tool they use.
Informed use of technology isn’t just a way of monitoring staff morale, it can also help to encourage and support employee engagement
Kudos is one of the solutions that addresses several of these key tech trends in th workplace. Social recognition is the foundation to a social workplace, enhancing corporate culture and employee engagement.
The trend continues for simple, social and peer to peer recognition programs. New technology like Kudos is becoming the foundation for recognition in the workplace. Gartner has predicated that early mainstream adoption of social recognition will occur in 2016 and it seems we are right on track.
Years of Service awards are still extremely popular but that paradigm continues to evolve as length of service becomes shorter and shorter.
Rewards are still valid but receiving less emphasis as budgets tighten and research shows that rewards have a smaller effect on motivation, productivity and loyalty.
The concepts of Years of Service and On the Spot awards are incorporated into social recognition platforms - and Kudos is at the forefront of the evolution of recognition in the Workplace address tall of these key elements.
The workplace is becomes more social, mobile and millennial. Are you ready for the future of recognition. The battle for attracting and retaining talent is at stake.
How Datotel overhauled its employee-appreciation, -recognition, and -incentive programs
It is the simple things that matter most and most often are the hardest to do well. More personal interactions, hand written notes, at a boy/girl acknowledgements to small gestures of gratitude are very important and make a big difference.
The more public and transparent you can make it the better - so adding a social system that empowers everyone to be part of the recognition culture can also measure engagement and hold your managers accountable - and that is a key to success.
Business in Vancouver Peer to peer: Treat workers like owners and they'll act like it Business in Vancouver Empower employees by recognizing and honouring good judgment. “I just work here. I don't make up the rules.
This is the ultimate goal for all companies and all of the advise is bang on. This is also what employee engagement looks like.
When employees have a sense of ownership in their role, they see the companies success as their success. If you treat them like a partner / owner - they may surprise you and act like an owner.
Leaders understand that recognition impacts engagement, productivity and retention, here are 10 budget-friendly ideas for making employees feel appreciated.
Creative ideas to have a little fun with recognition. The little things that are simple, personal and timely work best. Like Kudos. What Kudos also does is make recognition public so a recognition moment can be shared with everyone. That is when recognition becomes really powerful.
People want more from their jobs than money. You spend 1/2 your life at work so the smart folks are choosing great companies to work for. Here are a few examples from our friends at Sodexo. Nice article Mia. :)
People want more from their jobs than money. Sodexo gets it. Recognition is essential if you truly want to be successful.
** Please Like the Video and Subscribe, Thanks ** So what’s the right strategy to dramatically increase employee engagement in your organization? Well let’s ...
This is a pretty good video. Kevin is right that the solution is bottom up not top down.
Only issue I have with it is Annual Surveys only measure engagement once a year. Like an annual performance review it is part of the engagement problem.
The way to go is a social system that measure engagement daily. Hold managers accountable with a transparent and measurable system that also allows the employees to participate and give their feedback daily in the form of a recognition.
RT @helenbevan: Another great @tnvora sketch on the basic needs of people at work that leaders must address http://t.co/zg32ML2jNs http://t…
This is well done. The simple rules to success at work.
To implement the culture you want you need both strategy and systems. One without the other will lead to less the favourable results.
If you do not have a simple way to put an engagement strategy into practice, hold people accountable and measure success you are leaving the program to chance and most likely failure.
SaaS system like Kudos can be used by any organization to address many of these core areas. A few systems together can create and reinforce the behaviors that lead to a great culture and enhanced employe engagement.
1. To build trust you need good communication, transparency and empowerment.
2. To create hope you need to share your vision and celebrate your successes.
3. To create a sense of worth you need to mentor and recognize your team and let them know how their contributions and role matter.
4. To help build competence you need to provide training, learning and development opportunities and feedback.
Baby Boomers are the largest generation of active workers. Their workplace strengths are, according to Ivey Business Journal, their “organizational memory, optimism, and willingness to work long hours.” They grew up working as individuals in large corporations with traditional hierarchies.
This is a good guide. I personally think this applies to all people. People have not changed. The way we work has changed.
We all know what companies like Google, Pixar and Zappos are doing to engage their staff's commitment to the firm. Here are 5 ideas to consider if the installation of napping pods are not in the cards for your company.
For the rest of us who do not have big bucks to blow on silly perks, James has listed what is really important and attainable for all companies.
Colleagues, rather than managers or HR, have the most positive impact on employee engagement levels at work, an employee engagement survey has found.
Good Article on what engages and disengages people at work. Peers relationships are #1 for engagement and Superiors relationships are #1 for dis-engagement . We all have had at least one lousy boss. You probably stayed at the job because you liked your friends at work.
What makes all relationship better is consistent interactions, recognition and feedback. Sounds like they are talking about Kudos. There is hope for lousy managers to become good managers.
You've heard it time and time again. The best way to attract customers is by engaging them. What happens, though, when you engage your employees? Does this bring benefits to your bottom line?
Everyone is talking about Employee Engagement and the benefits are hard to deny. The only issue is that doing the so called "Soft Stuff" around engagement and culture is hard. Social recognition is the simple way to address employee recognition and engagement. It is a great place to start. Learn more at www.KudosNow.com
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