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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Your Team Can Make or Break Your Business – Here's How

Your Team Can Make or Break Your Business – Here's How | Employee Engagement Made Easy! | Scoop.it

Oftentimes, as businesses grow, there are going to be some growing pains. And even more often than not, one of the less obvious pains is the slowly disintegrating company culture. When left alone, executives and employees, alike, will start to witness a lot of infringements on company values, because a lot of people either don't understand them or flat out didn't know they existed.

 

To navigate in our rapidly changing world, corporations and organizations everywhere have had to reevaluate the ever expanding, changing and intertwining complexities of their cultures. "We realized that when an organization has a poor perspective on its culture, it has resulted in low energy and mediocre morale that stifles people, and consequently, causes them to not keep up with the demanding pace of today's workforce," says Jason Richmond, CEO of Culturized.


Via The Learning Factor
Kudos's insight:

To grow your company, it's time to rethink how you lead your people.

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David Cruzate's curator insight, March 24, 2016 8:29 AM

To grow your company, it's time to rethink how you lead your people.

Begoña Pabón's curator insight, March 24, 2016 3:23 PM

El reto de hacer crecer nuestras empresas pasa por reformular la forma en que lideramos a nuestros equipos.  Necesitamos crear una visión y unos valores compartidos  que permitan a las personas contribuir a los mismos con sus ideas y talentos.

Rudy Cruysbergs's curator insight, April 3, 2016 11:16 AM

To grow your company, it's time to rethink how you lead your people.

Rescooped by Kudos from Change Leadership Watch
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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.”

 

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“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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We're All Celebrities Now: Can Micro-Endorsements Become The New Klout Perk?

We're All Celebrities Now: Can Micro-Endorsements Become The New Klout Perk? | Employee Engagement Made Easy! | Scoop.it
A startup called SocialRank has a new idea about how brands can find and reward the social media users who are most important to them.
Kudos's insight:

This is very interesting. We also believe that people should have a way to manage their careers and reputation. The old way, up to now, has been all about the employer holding the strings to your reviews and reputation.

 

We see it as a win win if they employee can receive  social recognition at work that can be promoted into their other social media - LinkedIn, Google +, Twitter, etc...

 

Then the employees  recognition and reputation can help benefit the employer by signalling the company is a great place to work and the employe gets to promote their individual contributions and skills. 

 

This is still a bit of an uphill battle for some firms who do not want anyone to know their people are great. 

 

What is interesting is if you do promote a great culture, treat you people well, engage  and recognize your team - they will be inclined to not just stay but to evangelize your company as a great place to work. 

 

Beats hiding them from the world and hoping they will stay.

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Culture an important part of change management - Culture change

Culture an important part of change management - Culture change | Employee Engagement Made Easy! | Scoop.it
All change in organizations is challenging, but perhaps the most daunting is changing culture. There are at least two reasons for this:

 

1. Culture is a soft concept - If there’s no concrete way of defining or measuring culture, then how can you change it?


2. Culture represents collective norms and behaviors – It’s hard enough to change one person’s behavior — how can you change the behavior of an entire organization?


But if managers want to build high-performing organizations, they need to address culture change.


Via Richard Andrews
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