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.
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.
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.
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.
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 vision and purpose of the organization
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.
In some sense, being thankful is a result of life exceeding our expectations.
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.
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 [...]
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.
Leaders finally realize the importance of a fully engaged workforce. Now they should learn what practices drive and sustain happy employees.
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.
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.
[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 …
Good video and thoughts if you have found yourself to be less the engaged at work.
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.
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.
New research shows that companies are more likely to work with those that have a strong culture.
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.
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.
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.
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:
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.
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
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.
Uncover how these 10 businesses have managed to create company cultures focused on employee engagement.
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.
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.
Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.
How to integrate my topics' content to my website?
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.
Distributing your curated content through a newsletter is a great way to nurture and engage your email subscribers will developing your traffic and visibility.
Creating engaging newsletters with your curated content is really easy.