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.
Guest post by Carrie Wynne According to Sylvia Ann Hewlett’s research, published in the Harvard Business Review, Google does a pretty fantastic job in show
Good overview on the ongoing discussion about Gen Y and Gen X yada yada yada. There is truth in that every generation thinks the new generation is ... well.... not as good or focused or as determined as them generation.
There are good points here and we need to be aware of the differences. But the one thing remains the same - if you create a compelling vision, provide opportunity, a little appreciation and some tough love - wake up and smell the coffee advice - they will respond in a positive way and find their path forward.
If they do not want to be on the bus - a good life lesson is to move them off the bus so they can find what makes them happy and realize you get out of life what you put into life, work hard, don't burn bridges, do what you love to do, and work with nice people.
Duds and rock stars are easy to spot. Here's an assessment system to help ensure that you don't hire the candidate who's almost good enough.
I like rule #2 - constantly recognized by their peers. Sounds like Kudos could advance your career. That is one of the major benefits of kudos. You get to collect all the accolades to show people you are worthy and a good person and worker.
From escaped zebras to must-see TV, employers share some of the most unique excuses they've heard from tardy employees in a new CareerBuilder study. The study also finds that nearly one quarter (23 percent) of employees admit to being tardy at least once a month on average, with 15 percent admitting to arriving late at least once a week.
I think I have heard a few of these too. What are the most crazy ones you ever heard.
This is a fact: In 10 years, Millennials (also known as Gen Y) will make up 75 percent of the global workforce. With that reality staring us in the face, it’s time to stop marginalizing …
Globoforce is a competitor of ours but i really like the work they do in evangelizing social recognition and employee engagement. We have similar but slightly different approaches on how you achieve. I like how they help me make the business case for Kudos.
According to a recent study by CareerBuilder, 1 out of every 5 workers is planning to leave their job in 2014. That’s a lot of disengaged employees. After digging into the data, you find …
The problem persists. Is this the new normal or can the tide be turned. The best companies seem to have success because they address many of the items that dis-engage others.
So why do so many organizations do so little to engage their team? Cost, Time, Apathy, Not sure what to do?
The real answer is many bosses treat their team like indentured labour, privileged to have a job and the opportunity to work for the company. Bad bosses are immortalized in shows, movies and cartoons. The really bad bosses laugh right along with the rest of us not even realizing they are watching a cliche of the environment they create. And they wonder why doesn't our company (or department) do better, why do all these ungrateful people leave or worse my employees are worthless whiners. Sound familiar?
So the big question is - if what you are doing is not working for you - why do you keep doing the same things expecting your team and company to improve.
Look to the best for answers, change things up, invest in your team and give them credit where credit is due. If you care about them - they will start to care about you. I admit is is not easy but doing nothing is the road to no where.
With the consistent flow of research demonstrating the connection between an engaged workforce and revenue growth, improved employee retention, and customer loyalty, organizations have realized that they must deploy a more strategic approach to internal branding and employee engagement, or face the realities of lost market share. However, optimizing a global internal brand platform is proving to be challenging. Developing a consistent internal brand message that can be disseminated across multiple platforms and diverse internal audiences requires advanced communication and training methodologies, and an internal culture that is well-aligned with organizational values and goals.
We are alwsy tyring to fqForget money or touchy-feely stuff. These three clear questions will change the way staff approaches work.
This is very true. I really like the questions to determine if someone is engaged. We are always looking for the best way to benchmark engagement and to measure it on an ongoing basis.
What do you think are the best questions to ask that can determine a persons engagement?
What do you think are the best types of questions to measure engagement on different levels.
Connection to leadership
Connection to a manager
Connection to the team
Connection to your job
Connection to your future
You can high and low engagement depending on the question and all of these areas should be benchmarked and measured continuously so you can see where you are engaging you team and where you are loosing them.
And remember - you set the course and vision and define their role and your expectations. Then it it up to them to execute, set goals and contribute and only then will they find purpose and engagement. It takes two to tango.
Lots of good thoughts here. Coming up with a compelling vision, values and goals that people remember and actually get excited about is tough. Most companies and leader struggle with it. The best things you can do is keep them front and center. Signage to making it a standard meeting topic.
New research indicates that employees tend to love their employers -- but don't feel it in return. What can we do about that? The #TChat crowd weighs inRead More
Kudos is what you can do. :)
I do think lots of employers do a lot of great things for their teams but they are often taken for granted or over looked because they are not in your face all the time. The good news in this report is that all the good climates and cultures that are being created is adding up to generally happy teams,
But it is not surprising people do not feel recognized regularly . When it comes down to feeling loved or valued - a simple thank you and great job goes a long way. The more often the better. But having a place to keep all those love notes is the trick if you really want to have it sink in and be remembered.
: Love is fickle and fleeting. I heard once you can not say I love you too much. Or maybe it was you need to say I love you 10 times for every transgression, so everything balances out.
Lots of good reports here on all things HR. Employee engagement is a hot topic. The first report " Trends in Employee Recognition 2013" summarizes the results of a February 2013 survey of WorldatWork members to gather information about trends in recognition programs. Specifically, the research is designed
to measure specific types of recognition programs and the impact on the workforce.
These are great tips and items that should be considered when giving recognition. Recognize the behaviours you want more of from your team . Strategic recognition to get your team to think strategically.