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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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Interview: Ann Francke, Chief Executive, Chartered Management Institute | HRZone

Interview: Ann Francke, Chief Executive, Chartered Management Institute | HRZone | Employee Engagement Made Easy! | Scoop.it
We ask Ann her views on women in the boardroom, expectations of managers and more.
Kudos's insight:

People don't leave companies they leave their managers. Time to work on being a better manager.

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Building a High-Trust Culture: It Starts with Integrity

Building a High-Trust Culture: It Starts with Integrity | Employee Engagement Made Easy! | Scoop.it
Over forty years in business, I've been involved with more than 100 companies, done thousands of deals, and worked alongside countless leaders and team members in multiple industries. In that time, I

Via Anne Leong
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Ivon Prefontaine's curator insight, January 11, 2014 12:36 PM

We need trust at the core of organizations. I just scooped an article that speaks about that to me. It is not what was said. It was that it is not an accurate portrayal of the person. Social media are places we can hide and hope people do not get to know us.

donhornsby's curator insight, January 12, 2014 4:51 PM

(From the article): In firms where people trust their leaders and colleagues trust one another, there’s more innovation and better business outcomes. Mistrust and politics are expensive, time-consuming and dispiriting. When a company has a reputation for fair dealing, its costs drop: trust cuts the time spent second-guessing, worrying, and lawyering. Trust strengthens every part of any deal: its durability, its potential profitability, and its flexibility. Like most things, business works better when the energy spent on doubt, fear and suspicion are reduced.

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How To Tackle Digital Disruption in 2014

How To Tackle Digital Disruption in 2014 | Employee Engagement Made Easy! | Scoop.it

Three award-winning management thinkers explain what leaders must do in the coming year if they want a successful business model in a digital era.


Via Kenneth Mikkelsen
Kudos's insight:

Things are changing. Companies need to tap into the social evolution that is happening. Who ever has the best people will win  and or do better then there competitors.  That does not mean the smartest just the most committed to helping the company be successful. 

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Chris Shern's curator insight, January 13, 2014 5:14 AM

"Sustainable competitive advantage no longer exists" Very insightful 3 minutue video emphasizing some of the challenges leaders and business face as some traditional business models will no longer apply in a digital and connected world.

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11 ways to create real employee engagement from the ground up

11 ways to create real employee engagement from the ground up | Employee Engagement Made Easy! | Scoop.it
The founders of Barefoot Cellars, the company that transformed the image of American wine from staid and unimaginative to fun, light-hearted and hip.
Kudos's insight:

The British get it. They have created commissions and government groups to kick start engagement. Even on a country level it is a competitive advantage.

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KEVIN KRUSE - JIM CANFIELD INTERVIEW: BUSINESS CASE FOR EMPLOYEE ENGAGEMENT - YouTube

Kudos's insight:

I could not have said it better.

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Employee Engagement Is on the Upswing - Baseline

Employee Engagement Is on the Upswing - Baseline | Employee Engagement Made Easy! | Scoop.it
Baseline
Employee Engagement Is on the Upswing
Baseline
A recent survey on employee engagement presents very encouraging results: Employee disengagement is at its lowest level in six years, according to the findings from Modern Survey.
Kudos's insight:

Good progress but lots of room to even do better. The people that get it will be the ones that do realy well when the economy gets cooking again.

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Proactive Employee Recognition: 12 Resolutions for in the New Year

Proactive Employee Recognition: 12 Resolutions for in the New Year | Employee Engagement Made Easy! | Scoop.it
Part 1 of a 2 part series exploring proactive ways to recognize employees including time management ideas, communications, and practical tactics (12 Resolutions for Proactive Employee Recognition in the New Year (Part 1 of 2)
Kudos's insight:

The orginal recognition system. A nice card and meaningful note can make a big impact. Nice tips in this post. I should show Hallmark Kudos. :)

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3 Simple Steps to Help Employees Find Vision in 2014 - Huffington Post

3 Simple Steps to Help Employees Find Vision in 2014 - Huffington Post | Employee Engagement Made Easy! | Scoop.it
3 Simple Steps to Help Employees Find Vision in 2014
Huffington Post
Two-way communication is key to any successful employer-employee relationship, and especially important to employee motivation.
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Employee engagement: The key to improving performance


Via Merdrignac Soizic, Miklos Szilagyi
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Miklos Szilagyi's curator insight, January 1, 2014 2:07 PM

Sure... it's a key...  factors which still "plays the game" with it together: engagement, alignment, commitment, empowerment... interesting how thes are structured in a sort of hierarchy, which depends on which... this paper says that engagement is on the higher level than empowerment and alignment... it says that 

 

"a manager must do five things to create a highly engaged workforce. They are:

x Align efforts with strategy
x Empower
x Promote and encourage teamwork and collaboration x Help people grow and develop
x Provide support and recognition where appropriate"


OK, let's take this like one of the (practically endless) propositions... not too bad...:-))) 

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You Will Laugh At The Best Vines Of 2013. A Lot.

You Will Laugh At The Best Vines Of 2013. A Lot. | Employee Engagement Made Easy! | Scoop.it
It's New Year's Eve and work is slow. So why not waste 23 minutes watching all of 2013's best Vines?
Kudos's insight:

Get ready to laugh. Social Media is getting better and people are very creative. Kudos to all the best of Vine highlights.

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Leading by Letting Go

Leading by Letting Go | Employee Engagement Made Easy! | Scoop.it

If you are running a large company anywhere in the world, you have almost certainly asked yourself some version of this question:


“How can we get tens of thousands of employees to deliver memorable customer experiences that enhance our brand, all at a reasonable cost?”


Find out how Jim Bush from American Express approached this challenge. 


Via Kenneth Mikkelsen
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Miklos Szilagyi's curator insight, December 26, 2013 4:23 PM

Do you have too many people to check them closely? Either you prescribe every detail and control everything (i.e. you use them as a sort of robots...) or you find a way to encompass their creativity, their own initiation, you tell them what, when, which quality (and find way of course to control their output of course) but you do not bind their imagination and actions down to the hows... example: customer care of American Express....:

(a) clear goal,

(b) guardrails (but not minute details about the hows),

(c) high velocity feedbacks (from the customers for knowing the quality of the output),

(d) coaching and support (you do everything that they are trained and kept well because you know that the satisfied people make others more easily satisfied... you are smart...:-)))

Emeric Nectoux's curator insight, December 30, 2013 12:58 AM

Releasing a bit of the pressure brought by the "management by KPI" style seems to work... At least for America Express: "Within just three years, the company saw a consistent 10% annual improvement in what Bush calls “service margins.”

Steve Miletto's curator insight, January 3, 2014 9:47 AM

This excerpt sums up the article..."to trust your employees to exercise their own judgment and learn from their experience — employees can become both self-directing and self-correcting. They become inspired, energetic, and enthusiastic." Excellent article! No matter the size of your organization...Do you trust your staff? Can you let go?

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Executives Ignore Valuable Employee Actions that They Can't Measure

Executives Ignore Valuable Employee Actions that They Can't Measure | Employee Engagement Made Easy! | Scoop.it

Along with better data, we need to develop a more nuanced view of human qualities and human potential. Can we not only accept, but embrace, that some behaviors may not be reducible to easily quantifiable metrics, and that no amount of data can fully capture all of your, or my, best performance qualities?


Via Kenneth Mikkelsen
Kudos's insight:

Good discussion on quantatitive and qualitative anaylsis of work ouctomes. Some things can be measured easily while others cannot. When you do try to measure desired outcomes, you will not alwasy get the outcome you want. But you can't fix what you can't measure. So how do you value things that are not easily measured.

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Drucker: Treat Employees Like Volunteers

Drucker: Treat Employees Like Volunteers | Employee Engagement Made Easy! | Scoop.it

*** Accept the fact that we have to treat almost anybody as a volunteer. 


Via Jean-Philippe D'HALLUIN, Roy Sheneman, PhD, JLAndrianarisoa
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Miklos Szilagyi's curator insight, December 15, 2013 5:52 AM

Yeahh, that's it... read it, think about it and try it... then, you will make a  great steps towards the coaching approach life...:-))) no downside risk, only upside potential...:-))) great, isn't it?

John Michel's curator insight, December 15, 2013 9:46 AM

Lousy leaders use pay checks as permission to control. You feel like you own their time because you paid for it. Technically, you’re right. But, who enjoys being controlled?

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Startup of the Week – Kudos | Calgary Herald

Startup of the Week – Kudos | Calgary Herald | Employee Engagement Made Easy! | Scoop.it
Kudos is a peer-to-peer recognition platform designed to engage your teams via enhanced communication, collaboration, appreciation, recognition, and rewards.
Kudos's insight:

Hey everyone - finally an article on Kuods. Enjoy.

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Zappos is going Holacratic: No Job Titles, No Managers, No Hierarchy

Zappos is going Holacratic: No Job Titles, No Managers, No Hierarchy | Employee Engagement Made Easy! | Scoop.it

“Zappos’ focus on core values and culture has done a remarkably good job of getting around the limits of a conventional corporate structure.” .....“Leaders that already understand the limits of conventional structures are the ones that are attracted to Holacracy.”

 

__________________
    
“Leaders that already understand the limits of conventional structures are the ones that are attracted to Holacracy.”

       
__________________


CEOs who sign on to Holacracy agree to cede some level of power*. The advantage is that they get to view their company through an entirely different lens. But it’s an adjustment for both leaders and employees. Zappos, which has 1,500 employees, will be the largest company to date to implement Holacracy.


* DN:  My contention is hierarchical & autocratic power has natural limits anyway. 


From a recent Forbes article:

 

…E-commerce retailers like Zappos to tech companies like Valve (famous for having no bosses) to manufacturers like W.L. Gore (famous for democratically electing its CEO), flat organizations are prospering.“There is a growing body of evidence that shows organizations with flat structures outperform those with more traditional hierarchies in most situations,” wrote Tim Kastelle in the Harvard Business Review.

 

Flat structures work best when a company’s main point of differentiation is innovation, said Kastelle. They also work well when teams need to be more nimble to respond to a rapidly changing environment, and when the organization has a shared purpose, he added.

 

…Digital and mobile technologies make it easier for employees to work in a distributed manner, wrote Kastelle.

 

ANOTHER Forbes article provides a counterpoint,  by a former Wall Street Journal writer, is entitled:   Gurus Gone Wild: Does Zappos' Reorganization Make Any Sense?   He quotes another blogger, William Tincup, who lists 6 problems with Holacracy.

 

Here are four of them in a nutshell:

 

Holacracy seems to be a scheme that’s built for growth, upmarket, happy times

 

People that will thrive in this system will be: (1) people that have a problem with authority, (2) people that can consume ambiguity, and (3) independent thinkers and doers. ...They will argue that it’s an efficient system, a lean system, and it will be at the expense of diversity. 

    

Holacracy [is a] value system. Kind of seems cultish, right?     How will it scale?    Holacracy is a paper napkin idea that might best fit less than 1% of the companies in America.


Related posts & tools by Deb:

 

Receive Best of the Best news, taken from Deb's  NINE curation streams @Deb Nystrom, REVELN, sent once a month via email, available for free here, via REVELN Tools.

      

A History of Performance Appraisals: Letting Go to Power New Culture

            

3 Success Factors for High Performance Teams, and What Gets In the Way

         

Beyond Resilience: Black Swans, Anti-Fragility and Change
Via Deb Nystrom, REVELN
Kudos's insight:

An interesting experiment. The fine line between madness and genious. Can people handle it. Time will tell. 

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Deb Nystrom, REVELN's curator insight, January 10, 2014 12:06 PM

Zappos is known for its zany corporate culture based on 10 core values, innovative/ alternative work environment, and for legendary customer service.  Now Zappos may become known for breaking the hierarchy barriers to how innovative companies are structured and function.  We'll soon find out if it will scale in the bigger organization that is Zappos.


Flatter, social circle organization seems fully in line with the 10 core values of Zappos.  Overall, their great success can has been attributed to many things, incuding a clear, compelling vision of who and what they are and are not, including "It’s Not about Shoes." 

  • "Zappos is a customer service company that just happens to sell shoes.” -Tony Hsieh


In the same way, Coca-Cola is about entertainment, not sugar-water. Zappos now has legendary customer service stories included in books - such as the one about delivering flowers to a customer whose mom passed away.  Another one is about a Zappos rep talking to a customer for over 8 hours (a record that now has been broken.)


As an example, General Motors has adopted a teams approach in some of its plants, yet moves slowly as large multi-national.  Enter the new team oriented, from the ranks GM CEO Mary Barra.  The times, they are a changing!

Zappos has none of the history of hierarchy and the silo creating 1920's scientific management connected older manufacturing practices, to hold it back.


Welcome to a new view of leadership, 2014 style.  Now, we'll see if it will scale.    ~  D

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12 Questions to Gauge Employee Engagement - Inc.com

12 Questions to Gauge Employee Engagement - Inc.com | Employee Engagement Made Easy! | Scoop.it
12 Questions to Gauge Employee Engagement
Inc.com
“Employee engagement” is, admittedly, a catchall term, not to mention an endlessly marketable consulting concept. So if you're skeptical, we understand.

Via Jappreet Sethi
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Your Business and the Economy Ride on Engaged Employees

Your Business and the Economy Ride on Engaged Employees | Employee Engagement Made Easy! | Scoop.it
Employee engagement is an economic engine that can not only ignite companies, but jump-start the whole economy. Yet not enough companies recognize the sheer power of engagement.
Kudos's insight:

Always good back to the source and refesh the memory. 

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- Top 10 Differences Between Rewards and Recognition - Incentive Magazine - Roy Saunderson

- Top 10 Differences Between Rewards and Recognition - Incentive Magazine - Roy Saunderson | Employee Engagement Made Easy! | Scoop.it
Top 10 Differences Between Rewards and Recognition - Rewards and recognition are not the same. Here's how to understand the differences between the two.

Via Jean-Philippe D'HALLUIN
Kudos's insight:

This is really well done. Rewards are an excellent motivating element if used in the right way. Recognition is more inclusive and cultural focused. Both can be used together but our experience has been recognition is the primary objective and way to engage everyone and connect their everyday actions to business goals and outcomes.

 

We do recommend rewards and awards as a nice way to encourage participation in a recognition program. Little nice gifts your earn or can win for participation is always fun.  And it does not need to be big. It just needs to easy and something a person would like to have.

 

People may initially participate in a recognition program based on the opportunity to earn rewards or win prizes but they will continue to use the system for the recognition - giving and receiving. In the end that is what people really want more then anything else.

 

This article is a great comparison between the strengths and weaknesses of recognition vs. rewards.

 

Check out Kudos to see how our system can help you. www.kudosnow.com

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How to Measure Engagement With a Stay Interview - Talent Management magazine

How to Measure Engagement With a Stay Interview - Talent Management magazine | Employee Engagement Made Easy! | Scoop.it
Talent Management magazine, The Business of Talent Management
Kudos's insight:

This is a great idea. We use it. Read Kevin Kruse's book as well - Engagement 2.0. 

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Infographic: Employee Engagement Across the Gen...

Infographic: Employee Engagement Across the Gen... | Employee Engagement Made Easy! | Scoop.it
Engage employees across generations by understanding what motivates them (Infographic: Employee Engagement Across the Generations | Ceridian Voice Feb 2013 | @scoopit via @tomwhaak http://t.co/AROV1GRkIZ)...
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Employee Engagement: It’s Getting Workers to Think Like Owners - Linkis.com

Employee Engagement: It’s Getting Workers to Think Like Owners - Linkis.com | Employee Engagement Made Easy! | Scoop.it
What, exactly, is (RT @llcomiskey: Employee Engagement: It’s Getting Workers to Think Like Owners http://t.co/N3JVKgdV8D via @TLNT_com)

Via shawn kelly
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Entrepreneur's Top 10 Insights From Richard Branson in 2013

Entrepreneur's Top 10 Insights From Richard Branson in 2013 | Employee Engagement Made Easy! | Scoop.it
A look at the most popular words of wisdom from the unflappable entrepreneur.
Kudos's insight:

Now for something a nit more serious then Vine , well maybe not that much more serious. If you are a Branson fan you will want to check out all his wisdom here. Happy New Year.

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Does technology improve employee engagement? | ZDNet

Does technology improve employee engagement? | ZDNet | Employee Engagement Made Easy! | Scoop.it
The endless parade of technologies to improve workforce collaboration has certainly led to the shrinking of time and distance, but has it actually let to a long-term increase in engagement and business performance?
Kudos's insight:

This is really well researched and written. Dion Hinchcliffe highlights how technology is not the answer but part of future solution for socially centered leadership. 

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5 tips for designing an employee recognition program that works ...

5 tips for designing an employee recognition program that works ... | Employee Engagement Made Easy! | Scoop.it
Tips for managers on how to best create an employee recognition program that is inclusive, fair and effective.
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The Leadership Lesson They Don't Teach In Business School But Should

The Leadership Lesson They Don't Teach In Business School But Should | Employee Engagement Made Easy! | Scoop.it
I’ve always believed leadership exists to disrupt mediocrity, but I’m afraid in recent times many leaders are losing that battle.

Via JLAndrianarisoa
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