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Dated: 09-30-2014
These are the lyrics to Kool & The Gang's #1 hit from a few (alright several) years ago and the song became an instant classic. Of all the management tools at one's disposal, nothing is more powerful and economical than celebrating/recognizing the successes of employees, teams, and organizations. Yet, sadly, too many companies continue to suffer from low employee engagement scores.
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Dated: 09-30-2014
An employee sits perched in a chair, her intellectual energy focused on her organization’s mission. She has a heightened awareness of how her work makes a difference and relates to the goals of her organization. No need to ask if she is having another stimulating day at work; it can be easily seen in her eyes, gesture, and the fervor with which she interacts with her peers. Two cubicles down, another employee sits hunched in a chair, his heart and mind anywhere but at work. When not quietly anguishing over the boredom and subservience of his employment life, he is spreading gloom and getting in others’ way. His organization feeds him, but fails to inspire him.
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Dated: 09-26-2014
OK, so the Chicago Bulls didn’t get very far in the playoffs this year, but I did get to go to one game before they were knocked out. I took this “selfie” and thought my inaugural blog post should be about how everyone needs to take an “engagement selfie.” If you’re not familiar with what this is, let me explain and empower you and your organization.
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Dated: 09-30-2014
Fulham Football Club (FFC) is one of the many storied sports franchises in the United Kingdom. And, just to be clear for my American friends, I’m talking about soccer. Recently, I had the pleasure of speaking at the magnificent FFC stadium and touring the grounds. Founded in 1879, this amazing stadium truly defines the term ‘old school’ with its beautiful architecture and rich history. More importantly, this organization has a culture of appreciation rich in focused and purposeful recognition. Let me explain.
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Dated: 10-01-2014
Employees ask their managers lots of questions. What’s the deadline for this project? Can we get a bigger budget? Can I take a vacation day? But there are 3 questions employees think about often and rarely ask their managers. How am I doing? Does anyone care about me and my work here? What do the company and my manager really think about me?
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Dated: 10-01-2014
Start the New Year off right by making employee engagement a priority in your organization. Engaged employees have 18% higher productivity and 60% higher quality work than under-engaged employees (Insync Surveys). Follow these top trends for 2014 to motivate, inspire and celebrate your employees in ways that lead to extraordinary effort and positive financial results.
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Dated: 09-30-2014
Last month I took a stab at breaking down recognition into a simple equation. You can find the article on page 20 here! The equation can be understood as “Great Work” or “Appreciation” or “Affirmation," “Personally Communicated” to a group or person. I only received encouraging feedback on the equation, so I am going to take that as positive confirmation as it being valid and a proven equation to represent Recognition.
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Dated: 09-30-2014
Managers are indispensable players in any reward and recognition strategy. Countless studies and employee survey results reinforce that an employee’s relationship with their direct supervisor is a top driver of employee engagement. However, while many organizations have reward and recognition programs in place to recognize the achievements of employees, too few have specific initiatives to reward managers for their efforts.
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8
Dated: 09-29-2014
I’ve talked a lot about how to create an intentional culture and why it’s important to the success of your business - aligning values, living them on a daily basis, and at the heart of it all, making your employees feel as if they are a part of something that matters – are the key components.
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Dated: 09-29-2014
Among Best Places to Work organizations, 75% of engaged employees report that they receive the “right amount” of recognition. Conversely, 75% of Hostile employees report they receive “too little”. See a pattern there? It’s not a secret to motivational management. No guru-credentials required. When employees perceive their efforts are recognized, they are more engaged.
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