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.
What is 'sustainable' employee engagement? And why it is so critical to organisations? Gloria Lombardi interviews Yves Duhaldeborde, Director in the Human
Good article and interview. It touched on some very important points. We have tried to address many of these points with Kudos.
Kudos is designed to help create and sustain employee engagement. Timely messages of recognition and sharing what is going well in the company can help sustain your team's engagement.
Real-time tools like Kudos are changing how we think about performance management. Recognize the behaviors you want more of. Then coach and mentor on things you want to change with Individual performance plans.
The more communication in a company the better. Organizations should communicate their message consistently and constantly to reinforce their vision, core values and successes.
For us at Kudos, when we see our clients excited about Kudos, making connections with their teams, highlighting their company success and sharing those stories, it gives meaning to our whole team and demonstrates to them that what we are doing at Kudos is important and needed.
Good article and interview. It touched on some very important points.
The new year is bringing out a lot of thought leadership around employee engagement. Even some older recycled articles that stand the test of time. Some think employee engagement is a fad but really it is common sense. And it has been a hot topic since 2006.
All the studies and research show that these ten C's are what the best companies excel at. The sad truth is most companies suck at most these things. Not because they ignore them but because it is hard to do without a plan and systems to support the execution.
This article covers all the essential elements for engagement. Very much like the Gallup research and the details around the Q12.
We focus on a couple of elements - enhancing communication, building connections and improving recognition or congratulations, if we stay on the C theme.
As I said, execution is the hard part and systems are necessary to give managers the tools to engage people.
The nice thing about tools / systems is they also capture data that helps you better understand how your company and team members are doing.
Kudos to the team at the Ivy School of Business to be ahead of the curve on what matters most.
This is a really great study by the Clute Insitute on the importance of employee engagement. Worth the read. The big question after you agree with the findings is what can you do to improve and manage employee engagement.
Start by building a foundation with social recognition and communication.
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.
If you want to be an effective business owner in 2016, you can’t manage everything on your own. In order to scale the progress you’ve already made, or simply experience real growth for the first time, you have to be willing to delegate responsibilities, standardize processes, and use the right tools. The problem is, there are …
This is an amazing list of cool new tech startups and tools that is shaking up the work world. We are proud to have made the list at Kudos. Worth the read and book marketing.
Step 1: Lose the Employee-of-the-Month program. (No one cares about it.) Here's the recognition your staff really deserves.
I really like this article by Jeff Hayden. Simple great advice. This cuts right to the chase on the things you can do to be a better manager of people. It really comes down to recognizing and connecting with your team.
Add in high standards, setting performance goals / expectations and accountability and you have a winning formula for success. Just be sure to praise the good things you want to see more off and you will be that great manager that people want to work for.
Want to know how to make employee recognition both positive and powerful? These tips will help you recognize employees in the best possible ways.
Susan has done a really great job summarizing why employee recognition is so important and how best to set up a program.
• Decide what you want to achieve with your recognition program - what does success look like. • Create goals and action plans for employee recognition • Make sure the recognition is timely fair, clear, and consistent • Set guidelines so leaders acknowledge equivalent and similar contributions • Employee recognition approaches and content must also be inconsistent - make it personal • Be as specific as you can in telling the individual exactly why he or she is receiving the recognition. • Be vigilant and look for opportunities to recognize your team - leadership must lead
A great culture is not easy to build — it’s why high performing cultures are such a powerful competitive advantage. Yet organizations that build great cultures are able to meet the demands of the fast-paced, customer-centric, digital world we live in. More and more organizations are beginning to realize that culture can’t be left to chance. Leaders have to treat culture building as an engineering discipline, not a magical one.
Culture is the secret to why some companies are so much more successful than others. Creating a great places to work and success go hand in hand. Some leaders get it, even if they can't put their finger on how they make their culture work. They just have a natural ability to inspire great cultures. What they do really well is hire great people that are extensions of their vision and operating philosophy.
It all comes down to how they approach business and treat their people. In reality it is a bunch of little things they do, from a presenting a compelling vision for the company to giving their team members purpose, empowering them and showing appreciation for a job well done.
Creating and sustaining a great culture is not easy and requires a full time effort. Tools, like Kudos, were designed so organizations and leaders can empower their team to help them do the little things better, like recognition. It is the little things that add up that make your company more resilient and successful.
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.
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