Keep Employees Happy with Flexible Schedules

July 23, 2010

As we are all aware, our nations workforce is becoming more and more populated with Gen X and Y’ers.  To keep this generation productive, happy, and a continued part of your payroll, you may want to consider offering them a flexible schedule. 

Amongst other things, this generation requests a flexible work schedule to be working at their full potential. A work schedule with possible telecommuting needs to be part of the offer.  Appearing in the July issue of HR Magazine, “Home is Where the Productivity Is”, states that more and more employees are yielding at higher rates when telecommuting from a home office location.

A recent study completed by Brigham Young University researched data from over 24,000 employees from a global technology company and found 25% reported a full-time, in-office schedule was interfering with personal and family lives.  If an employee is unhappy because of being “tied down to a desk” or an unfavorable work environment, retention and morale are at risk.   

An organization can also save millions of dollars on the cost of reduced office space.  Along with increased retention and morale, these attributes are so important during a down economy and will have a positive effect on your bottom line. 

Don’t forget to also provide feedback and recognition for jobs well done.  On-line recognition platforms enable you to recognize your associates whether they are in the office, across town in their home office, or halfway around the world.

Does your organization offer flexible, telecommuting options to their employees?  If so, does your organization see a lift in productivity and morale?  Would you benefit from a telecommuting option?

1 Comment | Recognition | Permalink
Posted by Recognize Right

Motivation Show

July 16, 2010

On October 13, I’m co-presenting at the annual Motivation Show in Chicago.  Along with Scottrade, we will be discussing “Recognition for the Generations”.  For the first time in our history four generations are present and working side-by-side in the workforce; Traditionalists, Baby Boomers, Generation X and Generation Y. 

With the vast differences in these generations, many organizations are struggling with managing, engaging, and motivating them the “right way”. For example, did you know Generation X appreciates timely feedback and Generation Y would prefer it daily?

Here are some other interesting facts and statistics about each generation: 

  • Traditionalists are motivated by money and the corner office.
  • Baby Boomers prefer formal and public recognition.
  • Generation X desires flexible schedules.
  • Generation Y wants daily praise and recognition.

For more information about “Recognition for the Generations” take a look at our fun YouTube video http://www.youtube.com/watch?v=ueyVnx94LVY.  Are you managing a generation and not quite sure you are motivating the right way?  If so, I hope to see you in October!

Leave a Comment » | Employee Engagement, Recognition | Permalink
Posted by Recognize Right

Recession 101

July 12, 2010

Recently I was cruising down the highway when I saw a billboard titled “Recession 101: Talent and experience are recession-proof assets.”  Billboard Image  The simple, but powerful message was printed in black and white on lined notebook style paper.  After a little investigating, I discovered these billboards have been donated by an anonymous donor.  This gracious person wants to help Americans stay positive during a down economy. 

The donor approached a top advertising agency with his ideas and then joined forces with Outdoor Advertising Association of America.  The messages are simple, yet motivating, using facts about past recessions and straightforward, light-hearted messages; one of the billboards can even be spotted in Times Square. Some of the messages read “Interesting fact about recessions…they end” and “Self worth beats net worth.”

These motivational messages are not selling anything, just merely uplifting the American spirit and are designed to remind us of what makes this country great.  The Recession 101 messages can be seen on numerous outdoor advertising formats including billboards, street furniture, and transit hubs in over 2000 locations.

Have you seen any of these Recession 101 billboards?  What are your thoughts?

1 Comment | Uncategorized | Permalink
Posted by Recognize Right

Managers: The Key Ingredient to a Successful Recognition Program, part 2

July 2, 2010

Last week, I had discussed the importance of mangers and their involvement and commitment to creating a successful recognition initiative within their organization.  This week, I would like to discuss how to build manager buy-in and accountability. Managers are the key ingredient to tying recognition to their critical business strategies because they oversee the day-to-day activities; hence have the most opportunities to recognize employees for doing the right things NOW. 

The most effective way to build manager buy-in is to illustrate the positive effect an integrated recognition program has on your organizations’ bottom line as well as employee engagement, retention, and morale. Sounds like quite the task, but if management is well informed, engaged, and trained, they can be so powerful!

On average, a successful recognition program can yield an RIO from 200% to 600% +, which is common in programs we have designed for our clients.  Successful managers that deliver their business strategies use recognition and they have actively engaged team members as well.

As we all know, an engaged employee is a productive employee.  It is tough to swallow the billions of dollars in lost production because of disengaged employees.  According to the Gallop Poll, the United States has the highest percentage of engaged workers reporting only at 27%.  This equates to over 22 million disengaged employees resulting to over $300 billion annually in lost productivity. 

Different levels of management also play distinct rolls in recognition initiatives – senior managers create the recognition strategy while middle managers implement the strategy.  Tools are available for both levels of management to display timely, actionable reports.  These reports should output who is recognizing, who is getting recognized, and why they are being recognized. 

Today, it is easier to hold managers accountable for their role in using recognition as a feedback and people engagement tool. Other ideas to hold managers accountable are to add recognizing employees to the managers’ job description and hold recognition training sessions.  In the past, we had a client who hosted “Recognition 101” for all management staff.

Managers should consider recognition as a way of providing positive feedback and investing in their employees.  Most managers do agree that recognition is necessary for the health of their organization.  What tools could you use to successfully promote recognition within your organization?

Leave a Comment » | Employee Engagement, Recognition | Permalink
Posted by Recognize Right