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.
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.
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.
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.
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)
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. :)
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?
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.
“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.
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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.
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.
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)...
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?
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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