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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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Recognition by Any Other Name

Recognition by Any Other Name | Employee Engagement Made Easy! | Scoop.it

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. :)

Kudos's insight:

People want more from their jobs than money. Sodexo gets it. Recognition is essential if you truly want to be successful. 

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Alonzo Johnson's curator insight, September 2, 9:48 AM

Recognition is a key ingredient for employee engagement.

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Getting beyond the hype of employee engagement

Getting beyond the hype of employee engagement | Employee Engagement Made Easy! | Scoop.it
The "future of work" is on the front burner for many companies, and keeping employees productive and happy has never seemed more important. But does employee engagement via social technologies actu...
Kudos's insight:

Social tools inside the company are also key to keeping employees engaged. 

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Employee Engagement Strategy - YouTube

** Please Like the Video and Subscribe, Thanks ** So what’s the right strategy to dramatically increase employee engagement in your organization? Well let’s ...
Kudos's insight:

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.

 

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The Importance of Connecting Culture to What Drives Business Success

The Importance of Connecting Culture to What Drives Business Success | Employee Engagement Made Easy! | Scoop.it
Culture is not about being cool or even being a “best place to work.” It’s about being more successful. Period. So while a lot of organizations may spe
Kudos's insight:

Culture is King. It can be strategic advantage if you nurture what makes your company unique and compelling to your clients and team. Great cultures create employee evangelists. 

 

Perks are not want people want. They want purpose.

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A Company's Purpose Has to Be a Lot More Than Words

A Company's Purpose Has to Be a Lot More Than Words | Employee Engagement Made Easy! | Scoop.it
Business leaders face an ongoing challenge to make their company's purpose real -- and the hard work starts with their employees.
Kudos's insight:

Purpose is incredibly important for employee engagement as well. It attracts talent and helps keep talent especially when the company lives its values.

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How to Offer Win-Win Perks to Millennials

How to Offer Win-Win Perks to Millennials | Employee Engagement Made Easy! | Scoop.it
As an employer, you can offer desired perks and manager interactions to millennials without letting matters get out of hand if you follow these guidelines.
Kudos's insight:

Where we really that different 20 years ago. I think these are all the same things I wanted when i started my career. 

 

Millennials often get a bad rap but their are a few folks that are millennial cliches that have created the stereotype. There are always overly idealistic folks, slackers and a few not so bright folks entering the work force It was the same when I first started my career. 

 

We are very lucky at Kudos to have some very smart, hardworking, and generous millennials. I suppose that has a lot to do with our culture and how we empower, train and trust our team.

  

 

 

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The Research We’ve Ignored About Happiness at Work

The Research We’ve Ignored About Happiness at Work | Employee Engagement Made Easy! | Scoop.it
It doesn’t always make you more productive.
Kudos's insight:

I am always confused when people preach about happiness at work and that being the goal. I think they are missing the mark. Work is just one part of your overall level of happiness.  When people are happy at work it is usually because they are engaged.

 

Engagement is what we should strive for at work. As this article points out, if happiness is the goal there are lots of things that can go wrong. Focusing on happiness alone as the core measure can actually be counter productive. 

 

Sure we all want people to be happy at work but work is not everyones core purpose. For most people it is an means to an end. Money and security on your way to your dream job or financial freedom.

 

You are the master of your own destiny and happiness. The one thing that is in our control is how your choose to approach your work, no matter how mundane or challenging it may be. Seems like a cliche but it is the secret to happiness. 

 

The company can create an environment that has many of the elements to help a person be engaged but the individual must also contribute to their engagement. 

 

The amount you enjoy going to work and how much you choose to contribute will depend on many factors.

 

The leadership

The vision and purpose of the organization

Your manager

Your opportunity to grow and learn

The communication in the organization 

The connections you build with co-workers

If you feel valued, trusted and empowered

and if you want to invest yourself into your role

 

If your company gets most of these things right and or is making an effort to address these key drivers for engagement and you choose to invest yourself as well - you have a good chance to be happy, satisfied and engaged.

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The Structure of Gratitude

The Structure of Gratitude | Employee Engagement Made Easy! | Scoop.it
In some sense, being thankful is a result of life exceeding our expectations.
Kudos's insight:

This is a good article. Interesting perspective on gratitude and expectations.

We all have a choice on how we see things and how we treat others. If more people approached life with a desire to help where they can and go above and beyond even in the little things the world would be a better place and you would be happier for it. 

Key take away: 

Dispositional gratitude is a good way to be. To be thrilled at a word of praise, at another’s good performance or at each sunny day. These people are present-minded and hyper responsive.

People with grateful dispositions see their efforts grandly but not themselves. Life doesn’t surpass their dreams but it nicely surpasses their expectations.

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Airbnb Chief Human Resource Officer Becomes Chief Employee Experience Officer

Airbnb Chief Human Resource Officer Becomes Chief Employee Experience Officer | Employee Engagement Made Easy! | Scoop.it
Businesses have long recognized the importance of delivering a differentiated and engaging experience for their customers. But as Millennials have surpassed Generation X to become the largest share of the American workforce, companies are now applying the same philosophy of creating memorable customer experiences to keep their own employees engaged [...]
Kudos's insight:

AirBnB has the right idea to provide a compelling work experience but perks - gyms, chefs, massages, etc... misses the point a bit. They go on to describe everything that is important and i applaud them for that. 

 

Sure they are nice and will help attract new talent wanting to work at a hot startup with a great culture but that is not what people really want. But they will need to be very careful  - Perks are not Culture. And when the Perks go - so may the people. 

 

This is what people really want:

 

They want to believe in the vision, mission and leadership.

They want to be appreciated and feel like they belong.

They want to build relationships, learn and grow.

They want to be empowered and trusted. 

They want to do meaningful work.

 

If the environment provides that - people could sit on boxes and have doors for desks - works for amazon. We do need to pay more attention to our team members and treat them like we treat our customers. After all they are the ones that work with our customers and an engaged employee will provide an exceptional customer experience. 

 

To achieve that brand needs to radiate down and inspire and leaderships actions should reinforce the brand and through recognition and feedback, coaching and mentoring -  align values and reinforce the desired behaviours.  

 

Millienials are not really that different from my late Boomer cohort group that started our careers in the late 80's. We wanted to work hard, love what we did, be appreciated and work for a great company and boss. We wanted to change the world and reach our goals and dreams. 

 

We have a bunch here and they are the hardest working, loyal and smart kids we could hope for. Sure we have had a few overly idealistic and entitled employees that have come and gone (promoted out of the company) but for the most part nothing has changed generation to generation. 

 

Technology has changed which makes us more mobile, global and connected but the core essence of what drives us all is the same. 

 

 

 

 

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Employee Engagement: 5 Ways to Immediately Engage Employees - YouTube

Engaged employees are the secret to a successful and prosperous company. Here are 5 easy-to-implement ways to engage your employees today! There is a very bi...
Kudos's insight:

Some good tips and ideas. Seems appreciation and recognition is the foundation to employee engagement.

 

Hmmmmm. I wonder if there is a product that can help with that. :) 

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6 Surprising Insights Of Successful Employee Engagement

6 Surprising Insights Of Successful Employee Engagement | Employee Engagement Made Easy! | Scoop.it
Leaders finally realize the importance of a fully engaged workforce. Now they should learn what practices drive and sustain happy employees.
Kudos's insight:

Great article. Engagement should be part of business strategy & culture. 


Quicken Loans really gets that their people are they key to success and if you treat them well, recognize and value them while reinforcing the correct behaviours that drive results and support your values, you can achieve amazing things. It is a competitive advantage.


Systems help develop consistency and allow you to create the culture you want. If you leave it to chance you will get the culture you deserve.

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Curt Steinhorst: Pay Attention - YouTube


Via Bill Palladino - MLUI
Kudos's insight:

This is a really good video and message. Focus on what matters if you want to be successful, engaged and engage others. Technology should serve a specific need and be in context. too often we let technology distract us verses serve us. Be mindful of what you do and be present when you engage you team. 

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Bill Palladino - MLUI's curator insight, February 18, 2014 9:52 PM

This is my friend Curt.  He has some important things to say about what we've come to expect from our workforce in this day of distraction.  

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Canadian Trade Mission to the Philippines-May 2015

Canadian Trade Mission to the Philippines-May 2015 | Employee Engagement Made Easy! | Scoop.it
Last month I was fortunate to be part of a Government of Canada Trade mission to the Philippines with the Honorable Federal Minister of Trade Ed Fast,Senator Tobias Enverga Jr and many other busine...
Kudos's insight:

Some Kudos for Kudos. Nice work Corey.

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9 Employee Happiness Secrets Good Leaders Know

9 Employee Happiness Secrets Good Leaders Know | Employee Engagement Made Easy! | Scoop.it
Employee happiness has always been on employer's minds. Studies have shown that happy employees make the most productive employees. We share 9 proven tips.
Kudos's insight:

Cool site. Good ideas

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CEB - Global Assessment Trends Exec Summary

CEB - Global Assessment Trends Exec Summary | Employee Engagement Made Easy! | Scoop.it
Kudos's insight:

Good report. Check it out. Food for thought. Take care of your people if you want to be successful. 

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If You Were Already Worried About Employee Engagement, Prepare to Panic

If You Were Already Worried About Employee Engagement, Prepare to Panic | Employee Engagement Made Easy! | Scoop.it
Research is finding the correlation between engagement and performance is the opposite of what employers want.
Kudos's insight:

This is the greatest challenge businesses have today. How do you keep the best engaged. Recognition is also key and a system can help you identify who are the best and who is not feeling the love.

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What If You Are Not Engaged At Work? - Kevin Kruse

What If You Are Not Engaged At Work? - Kevin Kruse | Employee Engagement Made Easy! | Scoop.it
[TRANSCRIPT] What do you do if the person that’s disengaged is you? I’m Kevin Kruse and I love this question that got sent in. I’m going to let her remain anonymous and she wrote, “I just read your article on ‘what do you do about that one negative team member who just doesn’t want to get engaged?‘ This may be …
Kudos's insight:

Good video and thoughts if you have found yourself to be less the  engaged at work. 

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10 ways to improve your emotional intelligence and become a better leader

10 ways to improve your emotional intelligence and become a better leader | Employee Engagement Made Easy! | Scoop.it
Respond, don't react.

Via Anne Leong
Kudos's insight:

A good read and reminder on the little things you can do to be a good leader.

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Avoid the 20 Dumb Things Organizations Do with Employees

Avoid the 20 Dumb Things Organizations Do with Employees | Employee Engagement Made Easy! | Scoop.it
Know what your organization does to mess up your relationship with your employees? You're probably making simple mistakes with the best intentions. Find out.
Kudos's insight:

We often talk about the right things to do but it is always useful to look at what not to do. Kudos to Susan for always writing great posts on HR and employee engagement.

 

Read through the list and see if your are guilty of any of these common mistakes.

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Buckingham: Team Leaders Make the Difference

Buckingham: Team Leaders Make the Difference | Employee Engagement Made Easy! | Scoop.it
Marcus Buckingham believes “radical” shifts are necessary to support team leaders—the most important drivers of business success—in their efforts to manage performance and raise engagement in the workforce.
Kudos's insight:

Could not agree more with Marcus's points. If you want to create engagement, give your team leaders the tools and training to make that happen. 

 

Social products like Kudos empower everyone to be better leaders.The key questions Marcus highlighted are the data points you need to be aware of in real time to create engagement.

 

Anyone who runs a team needs to be able to answer three questions:

What are the strengths of my people?What are they doing right now?How are they feeling?

 

Were I disagree is around Survey tools  as they way to measure these things. They are good for benchmarking things, not create dialogue. To maintain a continuous dialog you need a social tool that empowers everyone to be part of the conversation. we use recognition to accomplish that and to gather the insights on strengths, what people are doing and how they are feeling. 

 

Survey's and social recognition work together. That is the best answer. 

 

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Mark E. Deschaine, PhD's curator insight, August 5, 5:12 PM

Could not agree more with Marcus's points. If you want to create engagement, give your team leaders the tools and training to make that happen. 

 

Social products like Kudos empower everyone to be better leaders.The key questions Marcus highlighted are the data points you need to be aware of in real time to create engagement.

 

Anyone who runs a team needs to be able to answer three questions:

What are the strengths of my people?What are they doing right now?How are they feeling?

 

Were I disagree is around Survey tools  as they way to measure these things. They are good for benchmarking things, not create dialogue. To maintain a continuous dialog you need a social tool that empowers everyone to be part of the conversation. we use recognition to accomplish that and to gather the insights on strengths, what people are doing and how they are feeling. 

 

Survey's and social recognition work together. That is the best answer. 

 

Marc Wachtfogel, PhD's curator insight, August 5, 5:12 PM

Could not agree more with Marcus's points. If you want to create engagement, give your team leaders the tools and training to make that happen. 

 

Social products like Kudos empower everyone to be better leaders.The key questions Marcus highlighted are the data points you need to be aware of in real time to create engagement.

 

Anyone who runs a team needs to be able to answer three questions:

What are the strengths of my people?What are they doing right now?How are they feeling?

 

Were I disagree is around Survey tools  as they way to measure these things. They are good for benchmarking things, not create dialogue. To maintain a continuous dialog you need a social tool that empowers everyone to be part of the conversation. we use recognition to accomplish that and to gather the insights on strengths, what people are doing and how they are feeling. 

 

Survey's and social recognition work together. That is the best answer. 

 

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Buying Into Culture

Buying Into Culture | Employee Engagement Made Easy! | Scoop.it
New research shows that companies are more likely to work with those that have a strong culture.
Kudos's insight:

In the famous words of Peter Drucker - "Culture East Strategy for Breakfast". 

 

Strong cultures are built on a compelling mission, vision and purpose. the companies that can clearly articulate that in a compelling and concise way and demonstrate and share their values with their team create killer cultures. They also attract similar minded talent and clients. 

 

The real trick however is reinforcing that purpose and your values so your team develops matching behaviours and characteristics that drive the culture.  It needs to be done daily and permeate everything you do.

 

Check out the full report http://www.gyro.com/beyondthebrand/

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Does it Pay to Be a Jerk? - Updating Nice Guys Finish Last

Does it Pay to Be a Jerk? - Updating Nice Guys Finish Last | Employee Engagement Made Easy! | Scoop.it

New research confirms what they say about nice guys...[or at least the result is a lot more nuanced that it seems.

 

________________________

   

Givers dominate not only the top of the success ladder but the bottom, too, precisely because they risk exploitation by takers.

________________________


Excerpted:

We have some well-worn aphorisms…courtesy of Machiavelli (“It is far better to be feared than loved”), Dale Carnegie (“Begin with praise and honest appreciation”), and Leo Durocher (who may or may not have actually said “Nice guys finish last”). More recently, books like The Power of Nice and The Upside of Your Dark Side have continued in the same vein: long on certainty, short on proof.

     

So it was a breath of fresh air when, in 2013, there appeared a book that brought data into the debate. The author, Adam Grant, is a 33-year-old Wharton professor, and his best-selling book, Give and Take: Why Helping Others Drives Our Success, offers evidence that “givers”—people who share their time, contacts, or know-how without expectation of payback—dominate the top of their fields. “This pattern holds up across the board,” Grant wrote—from engineers in California to salespeople in North Carolina to medical students in Belgium. …[T]he book appears to have swung the tide of business opinion toward the happier, nice-guys-finish-first scenario.

   

And yet suspicions …remain—fueled, in part, by …Steve Jobs, by Walter Isaacson.  …Since Steve Jobs was published in 2011, “I think I’ve had 10 conversations where CEOs have looked at me and said, ‘Don’t you think I should be more of an asshole?’ ” says Robert Sutton, a professor of management at Stanford, whose book, The No Asshole Rule, nonetheless includes a chapter titled “The Virtues of Assholes.”

    

In Grant’s framework, the mentor in this story would be classified as a “taker,” which brings us to a major complexity in his findings. Givers dominate not only the top of the success ladder but the bottom, too, precisely because they risk exploitation by takers. It’s a nuance that’s often lost in the book’s popular rendering.

   

…[M]anagement professor Donald Hambrick, of Penn State [knows] academic psychology’s definition of narcissism—a trait Hambrick measured in CEOs and then plotted against the performance of their companies, in a 2007 study with Arijit Chatterjee.

…Hambrick…chose a set of indirect measures: the prominence of each CEO’s picture in the company’s annual report; the size of the CEO’s paycheck compared with that of the next-highest-paid person in the company; the frequency with which the CEO’s name appeared in company press releases. Lastly, he looked at the CEO’s use of pronouns in press interviews, comparing the frequency of the first-person plural with that of the first-person singular. Then he rolled all the results into a single narcissism indicator.
 

How did the narcissists fare? Hambrick …ound that the narcissists were like Grant’s givers: they clustered near both extremes of the success spectrum.

 


Via Deb Nystrom, REVELN
Kudos's insight:

This is a really good article. I am not sure what does work best. But you are who you are. You are a jerk or you are a nice guy or girl but you can learn the competencies that will make you and your company successful if you tend to have nicer tendencies.

 

What I took away at the end of the article is you need these qualities to be a great leader:

Confidence
Competence
Expertise
Initiative
Passion
Vision

 

If you want people to follow you - you need to show people you care about success. People want to follow a winner.

 

You do not need to be a Jerk or Narcissist to get results but you need to be tough, direct and challenge people when it is appropriate to get results. Then appreciate them and give them Kudos when they do well. You then will develop shared behaviours that will make the whole company successful. Disagreeable Givers is a great term and worth striving for.

 

My favourite part was the Steve Jobs argument. He was a jerk and a narcissist and built a great company we all admire. But his Jerk tendencies got him fired and it was his kinder gentler self after he reflected on things in his exile that lead to his ultimate success on his return. He was a better leader when he came back. A little less of a total jerk and he actually did praise when appropriate and gave credit where credit was due. But he still pushed people relentlessly and they respected him for that because of the spill over effect. By him doing well, the whole team and company did well. He had the above qualities.

 

If he was the only one that did well - seeking money, prestige and acclaim - he would have been exiled again and the Apple would have failed. Hard to even imagine. But the question you have to ask - was his jerk behaviour the reason for the success or was Appel and Jobs successful despite his narcissistic tendencies? Hmmmm?

 

There are wartime CEO's and Peace time CEO's and they need to act differently to be successful based on the circumstances. Steve jobs was a very good wartime CEO.

 

But follow the rules of engagement and you will be successful all the time.

 

 

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Deb Nystrom, REVELN's curator insight, July 20, 4:16 PM

The humility and selflessness of Collin's Level 5 leadership, as well as Professor Adam Grant's important work on Givers, Takers and Matchers shows a nuance about timing and intensity.  It seems giving can include a goodly portion of challenge and dominance, among the expectation of the group surveyed.   Collins describes Level 5 leaders as those in whom genuine personal humility blends with intense professional will.  Perhaps intensity is a key description for those leaders.  


NOTE that:

..."In at least three situations, a touch of jerkiness can be helpful.

1) ...if your job, or [an] element of it, involves a series of onetime encounters in which reputational blowback has minimal effect.
    

2) The second is in that evanescent moment [when] group has formed but its hierarchy has not.


Finally

[3 The third—not fully explored here, but worth mentioning—is when the group’s survival is in question, speed is essential, and a paralyzing existential doubt is in the air."  


(Numbering added by Deb)   

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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 Businesses With Enviable Company Cultures

10 Businesses With Enviable Company Cultures | Employee Engagement Made Easy! | Scoop.it
Uncover how these 10 businesses have managed to create company cultures focused on employee engagement.
Kudos's insight:

We all want to build great companies that people want to work for. There are lots of perks and benefits that can be used to motivate people and make a culture fun. What you do depends on your goals and budgets. 

 

This article shares lots of great ideas but the common thread  each company lives is trust, transparency, empowerment and feedback. 

 

If your team knows what is expected of them, how their efforts contribute to the companies goals and objectives and that those efforts are valued / appreciated they will be engaged. 

 

Recognize the behaviours you want and you will get more of the behaviours that lead to the company's success.  

 

 

 

 

 

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EdelmanENGAGE_State_of_Engagement_14April2015.pdf

Kudos's insight:

Once again another report that shows how companies are wandering in the dessert trying to grasp how to deal with employee engagement. Senior leadership ranks engagement as very important but have no real plan or systems to make a difference.

 

Time to try something new if you want to make change for the better.

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