Employee Engagement Made Easy!
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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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StickyGram - Your Instagrams as Magnets and Phone Cases

StickyGram - Your Instagrams as Magnets and Phone Cases | Employee Engagement Made Easy! | Scoop.it
StickyGram is a personalised printing service that turns your Instagram images into lovely little magnets and phone cases. You create your pack online and we’ll deliver them to your door.
Kudos's insight:

Good idea. Great way to take pictures and give personalized gifts as part of a recognition program.

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Top Ten Ways to Be Happy at Work

Top Ten Ways to Be Happy at Work | Employee Engagement Made Easy! | Scoop.it
Want to find happiness at work? Most employees want to love their job but they struggle with how. Here are 10 tips to help you find happiness at work.
Kudos's insight:

A couple of good posts on About, about happiness.  There is also some great sites out there dedicated to research on happiness and survey tools to measure happiness.

 

http://www.pursuit-of-happiness.org/ - take survey

https://www.happinessatworksurvey.com/ ; - take survey

http://www.gethppy.com/ - simple survey systems

https://www.tinypulse.com/ - simple survey systems

https://www.surveymonkey.com/mp/employee-surveys/ ;

 

There are also great site out there that make are positive and just put a smile on your face like Soul Pancake.

 

http://www.youtube.com/user/soulpancake?feature=watch

 

Happiness is a state of mind and up to you. You can choose to be happy or not.

 

" There are Great days and days that are less Great."  It is how you approach life that dictates how life treats you.

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Giving Meaning to the Work: It’s How You REALLY Engage Millennials

Giving Meaning to the Work: It’s How You REALLY Engage Millennials | Employee Engagement Made Easy! | Scoop.it
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 …
Kudos's insight:

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.

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Cisco Employees Share Our Values - YouTube

Cisco Employees Share Our Values - YouTube | Employee Engagement Made Easy! | Scoop.it
Cisco employees share how they think our values help make amazing things happen -- from focusing intensely on customers to making innovation happen to always...
Kudos's insight:

Well done video on company values. It shows the power of an idea to engage people.

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Kudos Success Stories: Providing More Than Assistance at AXA Assistance : ) Kudos

Kudos Success Stories: Providing More Than Assistance at AXA Assistance : ) Kudos | Employee Engagement Made Easy! | Scoop.it
Axa Asssistance rewards its employees with recognition and appreciation with awards by using Kudos to boost employee engagement.
Kudos's insight:

How good are we. This is how you can use Kudos. I want to work at Axa.

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How To Coach Your Really Good Employees

How To Coach Your Really Good Employees | Employee Engagement Made Easy! | Scoop.it
They may seem like they have everything under control, but that doesn't mean there's no room for some coaching.

Via JLAndrianarisoa
Kudos's insight:

We often spend more time coaching our more challenging team members then our best. Don't ignor the best or you could loose them. 

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Miklos Szilagyi's curator insight, January 28, 2014 1:44 PM

Take care not only of the laggard, the best needs you, too...:-))) it might help in retaining them, too...

 

1. Help them progress 

2. Hone their leadership skills (start challenging them with an increasing number of leadership responsibilities)

3. Give them new challenges

4. Don't let them off the hook

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The Big Mac index

The Big Mac index | Employee Engagement Made Easy! | Scoop.it
Authoritative weekly newspaper focusing on international politics and business news and opinion.
Kudos's insight:

This is a great way to calcuate fairness for rewards if you are running a global recognition and rewards progam. The purchasing pwoer will vary from country to country and to make the reward value the same in each country you need to adjust the $ to point ratios accordingly. This concept and index really makes it easy to understand the differences between pruchaseing power in various countries.

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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.”

       
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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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WorldatWork Search

WorldatWork Search | Employee Engagement Made Easy! | Scoop.it

A Report by WorldatWork and Underwritten by ITA Group June 2013 Trends in Employee Recognition research ©2013 WorldatWork Any laws, regulations or other legal requirements noted in this publication are, to the best of the publisher's knowledge, accurate and current as of this report's publishing date. WorldatWork is providing this information with the understanding that WorldatWork is not engaged, directly or by implication, in rendering legal, accounting or other related professional services.

Kudos's insight:

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. 

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How to Get Your Employees to Think Strategically

How to Get Your Employees to Think Strategically | Employee Engagement Made Easy! | Scoop.it
Studies show that strategic thinking is the most important element of leadership. But how do you instill the trait in others at your company?

Via Sandeep Gautam
Kudos's insight:

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.

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Sandeep Gautam's curator insight, February 11, 2014 8:52 PM

strategy, again imho, is not just for leaders/ managers; everyone should be taught how to assess things from a strategic perspective and how to make good strategic decisions...

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GREAT PLACE TO WORK® GUIDE TO GREATNES 201 The Workplace Culture Expert Your guide to learning from the companies appearing on the 2014 FORTUNE 100 Best Companies to Work For® List

Kudos's insight:

Some good stuff in this report. Culture is King. Knowledge is a close second.

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An Overview of Employee Motivation: (Part 1)

An Overview of Employee Motivation: (Part 1) | Employee Engagement Made Easy! | Scoop.it

Mainstream Thinking About Motivation

 

Motivating oneself is difficult, motivating others is even more difficult. With this in mind we need to embark on a journey of sorts - to discover and reveal what motivation truly is and how to harness and fully utilise its benefits for the development of an organisation.

 

Motivation, according to many definitions, is an employee's intrinsic enthusiasm about and drive to accomplish activities related to work. Motivation is in essence that internal drive and level of energy that causes an individual to decide to take action - usually a positive action that ensures growth, progress and general or direct improvement of conditions or performance.

 

An individual's level of motivation is influenced by biological, intellectual, social and emotional factors. As such, motivation is a complex, not easily defined, intrinsic driving force that can also be influenced by external factors. Ultimately every employee has activities, events, people, and goals in his or her life that he or she finds motivating.


Via WorldsView Academy
Kudos's insight:

Motivating people is one of the most difficult things to do. When you do succeed in motivating a team - amazing things happen. One thing to think about is motivating on a micro and macro level. Get people to buy into the company/team, program, vision and goals. Then work with each individual to get the best performance out of them based on their individual motivators. And do not be afraid to move none believers off the team. Success happens when you have commitment from the entire etam and if you show your appreciation with good communication, empowerment, respect and recognition you will have a great chance to win their hearts and minds.

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Hacking Habits: How To Make New Behaviors Last For Good

Hacking Habits: How To Make New Behaviors Last For Good | Employee Engagement Made Easy! | Scoop.it
Want to write everyday? Start exercising? Quit smoking? We look at how to hack our brains' hard-wired habit loops to change our lives for the better.

Via JLAndrianarisoa
Kudos's insight:

Interesting artcile and a pretty cool web site. 

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dttl-crs-millennial-innovation-survey-2013.pdf

Kudos's insight:

Good stuff on millennials. Stuff you probably already know but now you have the proof.

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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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