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.
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
[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.
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.
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.
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