Ideas to Increase Employee Engagement

February 23, 2012

This past week I ran across this great list published in Incentive Magazine of ways to engage your employees on an everyday basis. So often there are many distractions within our organizations, whether it’s an upcoming holiday, change in leadership, etc.  What are you doing to keep your employees focused, motivated, engaged, and happy? Here are a few easy things to incorporate on a daily basis:

  1. Be Nice – Easy enough?  Employees enjoy getting welcomed each day with a hello and a smile. This feeling can last throughout the day.
  2. Be Caring – Do you know your employees – I mean really know them?  Maybe they are planning something – take the time to get to know who your employees are. 
  3. Be Mindful – When your staff is doing well, thank them for their efforts.  If employees are struggling with a task, provide assistance from where they can receive help.
  4. Be Helpful – Help employees who are requesting a change – would they benefit from a day telecommuting or a different start time?  If there are no negative effects, then allow it. 
  5. Be Courteous – If your employee is running late because of car issues, sick children, etc. – be understanding and try to postpone (if possible) any internal meetings.
  6. Be Sensitive – Are your employees comfortable at work?  Offer a fan/heater if they are hot or cold. Show your employees that you care about things that are personal to them.
  7. Be Present – If your employees have a birthday celebration, party, or other after-hours gathering, make a point to attend. 
  8. Be Happy – Life isn’t always easy and sometimes work and personal issues can sour your mood.  Put things in perspective as no one likes to work for a grump – a happy disposition will be replicated by your employees.
  9. Be Responsive – If you are approached by an employee with a work problem – help out by offering a solution.  If their ideas work or not, show appreciation for their approach.
  10. Be Grateful – Thank your team as often you can – showing appreciation will increase engagement throughout your organization.

It is amazing what a fully engaged employee can do for your organization – they can lift employee morale, increase retention, and positively impact your bottom line.  Did you know that according to aGallup study, the current cost of lost productivity due to disengaged employees alone is estimated to be more than $300 billion annually? It’s a no-brainer to incorporate some of these low and no cost ideas.  What are you doing at your organization to increase employee engagement?

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

It’s Not All About the Money

January 18, 2012

For years, managers have viewed cash as a great motivator.  It was easy – your staff did something great and you paid them.  If you wanted more from your employees, you paid them more. But were you really getting what you paid for? 

Let’s be honest, all of us are motivated by money, but it is only a short-term motivator and will not provide the long-term lift organizations are hoping for. You might ask yourself, if money is not a good motivator, then what is? According to the 2009 McKinsey global survey of executives, managers, and employees (from a range of job sectors), some nonfinancial motivators are more effective than extra cash in creating and increasing employee engagement. The participants in the survey stated three non-cash motivators that are more effective than cash motivators. Those non-cash motivators are:

  1. Praise from immediate managers
  2. Leadership attention
  3. Chance to lead projects or tasks

Recognition comes in all shapes and sizes – from a simple thank you to a recipient’s choice of merchandise. But what is most important is the power it generates to inspire employees to perform above and beyond which ultimately accelerates the bottom line. 

And there couldn’t be a better time. We have large organizations that are implementing enterprise-wide recognition systems to reduce cost and promote innovation while reducing administrative burden from existing recognition tools.  Instituting a recognition system within your organization can be your gauge to supporting effective outcomes.  It also provides constant feedback, stimulates collaboration, drives engagement, increases productivity – the list goes on and on.  What is your organization doing to recognize others?

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

Help Others this Holiday Season

December 16, 2011

As a company that is passionate about volunteering in our community, we are always looking for ways to help others in need.  Last week, our company created beautiful hand-made jewelry for a local battered women’s shelter; a shelter provided by 360 Communities.  

360 Communities offers more 50 services including healthy family programs, child care resources, and prevention of domestic violence.   The shelters they provide are safe-havens to large numbers of women and children who are victims of domestic violence.

Organizations everywhere are trying to make a difference. Actually, many Americans (a whopping 83%) agree that companies should accomplish their business goals while also trying to improve society and/or the environment.  This data was gathered from an online survey polling over 1,000 individuals this past October and November (http://blogs.forbes.com/csr/).

Consumers know that businesses exist to make a profit. But increasingly, consumers say they care about the social and environmental impact of a business’s operation – so much, participants of the survey stated they would change their purchasing decision. Almost 40%  said they would change their buying decisions if the organization was giving no or very little money to charity.

It is so wonderful to be able to help others this holiday season.  I would like to personally thank my staff for taking the time to come together as a team. We learned how our 4 hours of effort (and fun) can brighten someone’s Christmas day. What is your organization doing to support social responsible initiatives? I would love to hear about it.

Leave a Comment » | Employee Engagement, Recognition | Tagged: , , | Permalink
Posted by wendlynm

Social Media and Recognition

November 28, 2011

Social media is a part of everyone’s daily life and it has changed communication between organizations and communities, as well as individuals; it truly encourages information sharing. Did you know social media is quickly becoming a tool to recognize and engage employees?  According to the article “Social Recognition: The Virtual Way to Engage” – the latest paper compiled and written by the IMA Recognition Council – it is becoming more and more evident in many organizations.

According to the Internet World Stats, there are over 660 million Facebook users. Can you think of an easier way to get a message out to your people? Social media offers a quick and easy way for peer-to-peer recognition and recognition of those who demonstrate company values and desired key behaviors.  This allows leaders within an organization to recognize above-and-beyond behaviors in a timely and fun way.  

Not only can social media be used to recognize others, it is a great vehicle to communicate the reward opportunities and remind them of company goals and key strategies – this will build excitement and engagement around your expectations. Others will view the recognition and why it was earned and that behavior will be replicated and repeated. 

According to the IMA Recognition Council Trends Survey, many organizations are already making some head-way with over 85% using social media to promote and market their products and services.  Using social media for rewards and recognition programs is definitely on the rise with 36% using social media during an incentive and recognition program – this would include communicating the opportunity and recognizing others. 

Social networking has encouraged new ways to communicate and share information which I believe in turn can improve your performance and the performance of others.  Is your organization using social media to share recognition experiences?

 

 

 

 

Leave a Comment » | Uncategorized | Tagged: , | Permalink
Posted by Recognize Right

Recognized as a Top Recognition Provider for 6 Consecutive Years!

November 14, 2011

I am excited to announce that Anderson Performance Improvement has been selected as a Top Recognition Provider by HRO Today Magazine for six consecutive years! I am so proud of this recognition!

As a recipient of this prestigious award, it gives me the opportunity to again recognize and thank each one of my staff for the outstanding and innovative energy they put into every one of our clients’ projects and our own company. They are the ones that make Anderson Performance Improvement what it is.  Thank you TEAM!

Just a little background, HRO Today is the only publication dedicated to covering the outsourced HR services market, including both comprehensive and end-to-end services.

Results for the Baker’s Dozen are based upon a customer satisfaction survey completed by executives who are current buyers of rewards and recognition services. The Baker’s Dozen recipients were rated on the breadth of their service, the size of the programs they manage, and the quality of service provided – rankings and weightings are determined statistically, and all feedback is from customers. HRO Today received feedback from more than 230 verified customers. The resulting rankings are a trusted way to identify the best provider to meet an organization’s current rewards and recognition needs.

My staff and our tools make rewards and recognition programs simple, yet powerful by using one platform that can do it all. If you want to run a program for sales, peer-to-peer recognition or tackle a little of everything, our flexible online tool along with our talented staff can do it.  Take a look at the full story – I’d love to hear your feedback!

Leave a Comment » | Uncategorized | Tagged: , , | Permalink
Posted by Recognize Right

Trends in Employee Recognition

August 10, 2011

I had recently reviewed the “Trends in Employee Recognition” research compiled and completed by the WorldatWork organization. This report summarizes the results of a survey used to gather information about current trends in recognition programs. Specifically, the research is designed to measure specific types of recognition programs and the impact on the workforce. It has some great information that I would like to share!

WorldatWork is a not-for-profit organization providing education, conferences, and research focused on global human resources issues including compensation, benefits, work-life and integrated total rewards to attract, motivate, and retain a talented workforce.

Overall, WorldatWork has found that recognition programs continue to be a big part of the total rewards toolkit. More than 86% of the organization’s surveys have a recognition program in place; “Years of Service” program being the more prevalent with “Recognition to Encourage a Specific Behavior” being the biggest gainer on the list. More and more companies are seeing the importance of behavior-based rewards and recognition!

According to the WorldatWork data, the following is the top five recognition goals of an organization: 

  1. Recognize Years of Service
  2. Create a positive work environment
  3. Motivate high performance
  4. Create a culture of recognition
  5. Increase morale

WorldatWork also discovered that recognition is perceived to have positive effects on many key strategies such as increased engagement and retention, recruiting, and relationship to turnover. Now is the perfect time to create a culture of recognition! 

For the full report of Trends in Recognition, click here.  Does your company host a recognition program? If so, what is your organization’s goal?

Leave a Comment » | Recognition | Tagged: , , , | Permalink
Posted by Recognize Right

What is the “Right” number of Sales Incentives?

April 11, 2011

Throughout the sales incentive and performance improvement industry, no compelling data exists regarding implementing the “right” number of incentives in any industry.  It appears that companies often don’t know how many incentives are running at any given time since the use of incentives is not always centrally administered, nor do multiple-location organizations account for programs in a way that a representative from the company can gather accurate data.

Having too many sales incentives can be equivalent to not running any at all.  The purpose of an “add on” incentive is to create focus on a particular new product, solution or skill.  If you have three or more programs running simultaneously, no one can remember how to play, when you can play, or the key metrics. 

According to research completed by The International Society for Performance Improvement, when tangible incentives are carefully selected, implemented, and monitored, they increase work performance an average of 22%.  This study identifies the criteria for successful incentive design. The key is to outline the steps needed for success, then reward along the way for good and excellent execution of the desired steps.

Many companies get “addicted” to sales contests; a study from The Complete Guide to Sales Force Incentive Compensation.  A large computer manufacturer’s sales force was known for running many sales contests – executives within the organization referred to this as “incentive plan obesity” or the tendency to overload the incentive plan by “throwing money at every problem.”  An ex-director in compensation at this organization confessed, “Our organization gave bonuses and awards for every imaginable action by the sales force.  The more complex it got, the more difficult it was to administer, and the results were not convincing.”

If an incentive is poorly designed or poorly communicated, even one incentive is TOO many. Remember, incentives are about doing something NOW. They are “in the moment and they call people to action”.  If you continue to add incentives on top of other incentives, it is hard for sales people to stay focused on what it is important.  How many sales incentives in your organization running and are they working for you?

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

Recognize Those Who “KNOW” It!

February 11, 2011

This week, I attended the 2011 Training Conference and Expo in San Diego, CA.  I hosted a seminar regarding the importance of using recognition with your training initiatives. 

During this seminar, I discussed the results in a case study highlighting our client’s success using recognition to ramp-up their training efforts.  Here are a few highlights from the case study: 

  • Situation – Large organization was experiencing insufficient and ineffective training.
  • Objectives – Management wanted to improve sales skills and solution-selling, increase sales, and increase multiple product selling.
  • Solution – Reps were awarded for taking and passing online quizzes about new products, selling techniques, and typical objections.  Team Leaders were also rewarded if 75% of their team participated and passed the quiz.
  • Results – The results were astonishing!  Sales increased in excess of 20%, Rep retention also increased, and the program ROI was over 240%!!

The Corporate Executive Board (CEB) recently released the results of a survey of 50,000 employees from more than 50 companies across multiple industries stating almost 2/3 of all employees are only 33% as productive as they can be because they don’t understand what they are asked to do, nor have the knowledge to do it.  

How can companies gain a competitive advantage when many of the employees don’t have a clear vision and knowledge of the corporate goals? CEB has identified that companies need to align their employees with their corporate strategies. A great way to share and educate strategies/goals to associates is through a knowledge-validation system and training, with recognition. If they know it, reward them!

Many progressive companies that are tying recognition to their training efforts are realizing these benefits: 

  • Boosts Confidence and Improves Performance – Give your employees the knowledge, and confidence will grow!
  • Engagement Increases – Employees will become more engaged because they have the knowledge.
  • Builds Loyalty – Those who gain knowledge about their role, products, and company are most likely to be long-term, dedicated employees.
  • Speed to Market – Employees will learn quickly and are more apt to learn the knowledge NOW!
  • Provides Coaching Opportunities – Managers can easily see who will benefit from additional training.
  • Builds Best Practices – Employees who learn best practices will put them to use – particularly if they are rewarded for doing so.  

Take a look at your organization’s training efforts.  Are you spending thousands of dollars on training initiatives without desired outcomes?  Recognize those who validate the knowledge!

Leave a Comment » | Uncategorized | Tagged: , , , | Permalink
Posted by Recognize Right

Follow

Get every new post delivered to your Inbox.