We’re inviting you and thousands of employees, Human Resources professionals and CEOs from across North America to give us your honest, confidential responses to the survey questions. It will take less than 10 minutes to complete and will help us get an accurate picture of what is working and not working to keep employees engaged in their organization’s mission and success.
A hospitality company uses a Peer-to-Peer recognition program to highlight unique “4/5/6 behaviors” within their organization. All employee partners are empowered to recognize other employees when certain types of behavior are observed.
Sometimes I think I should add “crap sorter” to my resume.
I seem to spend an inordinate amount of time going through research, supposed-research, blog posts and lies to find the real truth in the cornucopia of information available about “what motivates employees.” Many times I find interesting and useful information. Many times I just find crap.
But it is also likely, if they have not been offered the ability and permission to explore a little, to seek out ways of interacting with the tools or processes in a more personal way, or to find a solution that resonates with them as individuals, then an emotional connection will never be made.
Please read this post by Paul Hebert of i2i. Paul just may be the best consultant in the incentive and recognition awards industry, partly because he doesn’t get caught up in the award side of things that drives the profit for all the award companies and potential income for him; partly because he has the experience to learn a client’s needs and construct the kind of program that will produce results; and partly because he’s not afraid to tell it like it is, even to the detriment of his income.
One of the things that often comes up in discussions on employee engagement is employee happiness. And when we talk about happiness the conversation invariably get’s back to money, benefits, etc. While I’m not convinced personally that happiness = engagement (can I be unhappy with a company yet engaged enough to foster change?) I do think happiness is one element in the mix.
Employee engagement is one of the most effective tools for achieving long-term success and shared value. Intel, Hyatt, Walmart, Google and Clif Bar all have great programs for employee engagement and retention.
We live in a world mad for talent. From Hollywood and sports to executive search firms and HR departments around the globe, everyone seeks that special mix of natural abilities and attitudes that will make performance pop.
Do you encourage competition in the office? Typically, I advocate against direct competition among team members as too often unintended consequences occur along the lines of the good of the greater group being sacrificed for so the individual can “win.”
in the first of two partnership opportunities with the social wellness solution shapeup, context co-authored a report on health games and their impact on employers’ approach to workplace wellness. you can download the report here.
Article after article tells us that we should halt our use of incentives because people aren't motivated by money. Or because they are motivated by money, but to do the wrong things. I can't help feeling that many of them...
As I watch all of these word games I’m taken back to so many selling situations of the past in our industry where the truth was never a necessity to make the sale, and smoke and mirrors pricing was the gold standard for the incentive sales reps that made a substantial living on clouding the issue with unsuspecting buyers.
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