Entries by Achievers

All aboard! How employee onboarding can affect the rest of their tenure

Employee onboarding is an essential part of the hiring process, and when it’s done effectively, it can set the foundation for long-term success in the employee’s new role. Too often, however, managers don’t realize the importance of onboarding and the long-term benefits of training and development, so they end up providing a poor-quality employee experience. This has very real effects: according to SHRM, “Half of all senior hires fail within 18 months in a new position, and half of all hourly workers leave new jobs within the first 120 days.”
Do you know the best practices for effectively onboarding your new hires?→ Read More

The importance of corporate social responsibility programs for employee engagement

Organizations with well-defined social responsibility programs can improve their brand reputation, attract more job candidates and customers, and increase employee engagement.

Corporate social responsibility (CSR) programs arose from the understanding that businesses function as a part of society—the success of each deeply affects the other. The importance of corporate social responsibility has increased in recent years, in large part due to the growing influence of millennials. According to the Brookings Institute, within 10 years millennials will represent three quarters of the workforce.→ Read More

6 questions every recruiter should ask to determine cultural fit

Savvy hiring managers have shifted their thinking about how to vet prospective candidates: they’ve realized that they have better long-term success when they focus on cultural fit moreso than work history and experience. While many job skills can be taught through on-the-job training, there’s almost nothing a manager or HR person can do to change an employee’s personality, work preferences, and sources of motivation.

Finding a person who is the right match for your company’s culture can be tricky. Check out six cultural interview questions every recruiter should ask to determine whether a job candidate is a fit for your organization.→ Read More

5 ways to improve employee health and wellness in the retail industry

When we consider which occupations pose a risk to employee health, retail positions don’t ordinarily come to mind. However, the OSHA category that includes retail workers suffers the second-highest number of on-the-job injuries and fatalities of all industry sectors. Fatalities in retail work are almost exclusively the result of assaults and violent acts, according to a report by the Centers for Disease Control. Hazards leading to injury include long periods of standing, heavy and awkward lifting, falling from ladders, problems from indoor air quality, and repetitive manual tasks.→ Read More

4 ways to engage your part-time and hourly employees

Employee engagement is tricky even for full-time employees who are immersed in your company culture. For hourly and part-time employees, true engagement is even more difficult to accomplish. In many cases, your hourly or part-time employees are working in lower-paying roles with limited flexibility, no benefits, and a clock-in/clock-out mentality.

If you’ve noticed that your part-timers are feeling disconnected or unmotivated, there are several ways to motivate employees that will improve their experience, and ultimately their job performance.

Employee-led scheduling

Many part-time and hourly employees have limited or no control over the schedule they work.→ Read More

Make employee training a perk, not a chore

Many companies tout their employee training and development programs as major perks of employment, but their staff doesn’t always agree. Any professional education program will come with a price tag, so it’s crucial that your employees truly benefit from these offerings. If you offer programs that don’t meet the needs of your employees, you’ll pull them away from their work and add unnecessary commitments to their plate: a lose-lose situation for both the company and employees. Before you put a program in place, but sure that you’re establishing activities or courses that will genuinely contribute to your employees’ growth.→ Read More

3 cool employee perks for the hot summer months

Are you and your employees ready for summer? Maintaining employee engagement during summertime can be challenging. But you don’t need to resign yourself to a period of low productivity and motivation just because temperatures are rising. Try these employee perks to keep your team members in the game while also giving them a chance to enjoy the season.

Flexible Work Schedules

Flex schedules are the norm in an increasing number of workplaces, and summer may be when your employees need them the most.→ Read More

Annual bonuses: How much do they actually incentivize employees?

by Andrea Vearncombe, Total Rewards Manager, Achievers

Do you give your employees big annual bonuses as a reward for their work? Or perhaps you just give them out of tradition? If so, you have plenty of company: It’s common to rely on annual bonus plans to build employee motivation and pad salaries. However, a lot of bonus plans aren’t set up in a way that truly motivates good work. There’s a psychology behind rewards and employee incentives that you need to understand before you can create an effective bonus structure.→ Read More

Should you let your employees go remote? How to weigh the risks and benefits

The benefits of telecommuting are becoming clearer, and this practice has gained popularity so fast that it is now considered a standard perk in some industries. Forrester Research predicts that by 2016, 43 percent of the U.S. workforce will primarily work from home. Not only that, but a Global Workplace Analytics survey found that 36 percent of employees would choose a telecommuting option over a pay raise. Would your organization benefit from allowing, or encouraging, some employees to work remotely? There are a few key factors you should consider before you decide to offer this option.→ Read More

You look like you need a vacation: Helping your employees disconnect

Are you one of the 64 percent of managers who expect their employees to be continually available by email and phone? This figure comes from a recent survey by Workplace Trends, and the ramifications of blurring the boundaries between personal time and work time are concerning. Too often, both employers and employees assume that true dedication means they’re never off the clock – in reality, this inability to leave work behind yields only inefficiency and emotional burnout. Forward-thinking employers support (and even pay) their staff to disconnect completely when they’re not at work.→ Read More

Failing grade: Why hiring managers lose out when focusing on GPA

How do you evaluate candidates for a job? Is college grade point average (GPA) an important metric that you integrate in your decision? In an era when analytics have become a key part of almost every business decision, GPA seems like an obvious number to rely on. It’s time to realize, however, that not all metrics are created equal. Many human capital experts agree that GPA has little or no predictive value for the performance of a student in their eventual job.→ Read More

Money doesn’t motivate: Why employees need more than just a paycheck

by Andrea Vearncombe, Total Rewards Manager, Achievers

Why do your employees show up at work every morning? If you think it’s just to earn a paycheck, then you’re overlooking something essential about human motivation. Most people agree that fair compensation is a requirement for employee engagement and job satisfaction, but it only meets the bare minimum.

Research studies published in Harvard Business Review demonstrate that the overlap between pay level and job satisfaction is actually less than two percent. Of course salaries have to be competitive if you want to attract and retain employees in the first place, but once people are able to meet their basic lifestyle needs, their happiness and engagement are actually driven by non-financial factors.→ Read More

4 things you need to understand before hiring a new college grad

These days, many companies are clamoring for college grads; each year brings a fresh pool of talent for you to tap. The great news about graduates is that if they’re intelligent and adaptable, they can work in almost any sector of your business. But what’s the best way to compete against all the other organizations trying to recruit the same candidates?

Keep in mind that new graduate recruitment and hiring millennials requires a different approach than recruiting seasoned professionals.

Demonstrate your company’s mission and meaning

Most college students want to feel like they’re a part of something meaningful and something that has a positive impact on the world.→ Read More

How does that make you feel? Why employee mood is important

If you want to keep a pulse on your company’s health, you need to understand how engaged or disengaged your employees are feeling on a regular basis. It’s no longer sufficient to gauge employee satisfaction just once or twice a year. After all, if leadership, employee morale, or performance problems aren’t solved quickly, they can lead to a drop in productivity, job satisfaction, and customer service. Big data and frequent employee surveys are a great way to measure employee mood and satisfaction in real time.→ Read More

4 Links to inspire greatness during employee appreciation week—and all year long

2015_EAW-05What is greatness? Your employees and colleagues are doing great things every day, and the only way to keep them motivated to keep up the great work is to recognize them for it. If you haven’t already, it’s time to start recognizing the greatness in your fellow colleagues today!

As we close out Employee Appreciation Week 2015, here are a few articles to help inspire you to recognize greatness today, and every day!

How to inspire greatness: stop leadingInc.Read More

3 Links to drive results during employee appreciation week—and all year long

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Eventually, it all comes down to results. While the journey is definitely important, it’s also crucial to measure how that journey leads us to success. Recognizing success within your organization has a fantastic side effect; it encourages even more success.

Appreciating employees is an everyday thing here at Achievers, and in honor of Employee Appreciation Week 2015, we thought we’d share some of our favorite links on getting results to inspire recognition—and results—today!

5 Unconventional habits that’ll make you successfulThe Daily Muse

Micro vs macro: Using “success factors” to manage your team99U

7 Scientifically proven ways to achiever better success in lifeInc.Read More

3 reasons your mobile app shouldn’t mirror your desktop application

By Justin Rutherford, National Account Executive, Achievers

A couple of years back, I downloaded one of the most popular CRM apps for iOS thinking this was going to triple my productivity, “Now I can work while on the train to the office. This is awesome!” But I quickly realized the app was less than I’d hoped for. It was clunky and difficult to navigate. After several attempts to squeeze even an ounce of value out of the tool, it was promptly deleted and I haven’t attempted using it since.→ Read More

4 Links to inspire leadership during employee appreciation week—and all year long

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A good leader can make all the difference in a team’s success—and longevity. And one key to encouraging a culture of recognition lies within your leaders. Leaders come in all shapes and sizes, too—they’re not just managers.

Appreciating employees is an everyday thing here at Achievers, and in honor of Employee Appreciation Week 2015, we thought we’d share some of our favorite links on leadership to inspire recognition—and leadership—today!

Between Venus and Mars: 7 traits of true leadersInc.

Become a better leader by thinking like Swiss cheeseLifehacker

You don’t have to be a CEO to develop leadership qualitiesEntreprenuer

5 Ways to transform yourself into a leaderThe Daily Muse

 

How are you recognizing your colleagues for Employee Appreciation Week?→ Read More

4 Links to inspire collaboration during employee appreciation week—and all year long

2015_EAW-02Put a few great minds in a room together and see what happens. You already have talented, motivated, and creative talent in your organization. What do you think will result when you encourage them to collaborate in new ways?

Appreciating employees is an everyday thing here at Achievers, so in honor of Employee Appreciation Week 2015, we thought we’d share some of our favorite links on collaboration to inspire recognition—and collaboration—today!

 

 

 

 

 

Are you a collaborative leader?Read More

4 Links to inspire innovation during employee appreciation week—and all year long

2015_EAW-01Innovation is all around us, yet it’s not always so easy to uncover. Organizations have the opportunity every day to promote a culture of recognition and inspire innovation from employees.

Appreciating employees is an everyday thing here at Achievers, so in honor of Employee Appreciation Week 2015, we thought we’d share some of our favorite links on innovation to inspire recognition—and innovation—today!

 

 

 

 

How are you recognizing your colleagues for Employee Appreciation Week?→ Read More

3 keys to social recognition for HR professionals

This month, Brandon Hall Group released their recent Employee Engagement Survey, which suggested that a strategic employee engagement solution dramatically impacts an organization’s bottom line. For many companies, investing in social recognition solutions has had an incredible impact on retention, performance and productivity.

But how can HR professionals use social recognition to successfully implement an employee engagement program and align their employees to their organization’s values and business objectives?

Read on for three keys to understanding social recognition for HR professionals, and how to build the business case for implementing a social recognition solution..→ Read More

Let’s talk numbers: How employee engagement impacts financial services and banking industries

WP_COD_Financial_Meme_600x600_V1The financial services and banking industries don’t fare well when it comes to employee engagement. When compared to all other industries, finance and banking suffer from high customer-switching rates, low employee engagement levels, high turnover, and absenteeism. Ouch.

 

 

 

 

 

For banks, 20 percent of lost business to competitors was due to poor service, ranking higher than internet service providers (18 percent), and even wireless phone companies (17 percent).


Your clients’ reach and access to knowledge is wider than ever before.→ Read More

Announcing the 2015 50 Most Engaged Workplaces™ winners!

Today, we’re excited to announce the 50 Most Engaged Workplaces in North America for 2015. This annual award recognizes top employers that display leadership and innovation in engaging their workplaces.

Our panel of judges evaluated each applicant based on the Eight Elements of Employee Engagement™: Communication, Leadership, Culture, Rewards and Recognition, Professional and Personal Growth, Accountability and Performance, Vision and Values and Corporate Social Responsibility.

The panel of judges was comprised of academic and thought leaders on employee engagement from organizations such as the Society for Human Resource Management (SHRM), Human Capital Institute and Human Resource Executive.→ Read More

The Gift That Keeps On Giving: Keeping Employees Engaged Over the Holidays—And After

By Cheryl Kerrigan, VP Employee Success, Achievers

Keeping employee morale and productivity up during the holiday season isn’t easy. Between Thanksgiving and the New Year employees are pulled in many directions, excited—and distracted—with the festivities at work and at home. The key to keeping employees focused, and to continue driving momentum during the last few months of the year is with culture. Managers can engage their teams and keep them productive—and happy—with a few thoughtful steps:

 

1.     Align your team

Do your employees know your company’s mission?→ Read More

[engage] 2014 Reader Survey

We want our bi-weekly newsletter, [engage] to be valuable to you and we’d love your feedback.

Take a quick five minute break, and tell us a bit about you, and what you like about [engage] and how we can continue to improve future editions.

Thanks in advance for your input and we look forward to hearing from you.

As a token of our appreciation, you’ll be entered to win a $100 Amazon gift card, so just provide your name and email address after completing the survey for a chance to win!→ Read More

Healthcare Professionals: Get a Pulse on Your Employee Engagement Levels

While patient care has always been a top priority for healthcare leaders, now more than ever, the experience provided by practitioners is just as important as the treatment patients receive. Recent studies show a direct correlation between highly engaged employees and genuine care towards patients. On the contrary, disengaged staff lead to poor patient experiences, higher turnover, and decreased productivity. Get a pulse on your employee engagement levels by understanding how these statistics and trends may be affecting your team.

The healthcare landscape has changed.→ Read More

3 Ways Disengaged Employees Impact the Retail Industry

When it comes to driving repeat purchases in retail, customer experience is just as important as price, if not more so. With your employees at the forefront, bringing positive or not-so-positive experiences to your customers, it’s important for retail leaders to work with a highly engaged team. Get the fast facts and learn how disengaged employees affect consumers and what you can do to improve engagement levels.

FACT 1: Disengaged employees fire customers.
The retail industry saw 28% of global consumers switch due to poor customer service in 2013, compared to 22% in 2012.Read More

Adapting to the Changing Workforce: The Facts you Need about Each Generation

Each generation has unique needs and aspirations in their careers based on their experience growing up and the current events that shaped their lives. Which groups are most loyal to their employers? How do employees from different generations wish to communicate? What are the forces that motivate them? Learn more about what defines these generations and how employers can exercise modern techniques to engage these different employees→ Read More

3 Ways to Better Manage Boomers and Millennials and Ensure Mentoring

As more and more Millennials graduate and enter the workforce – while Boomers begin to retire – HR professionals and employers seek to understand how to effectively manage both generations while ensuring a smooth knowledge transition. But with generational stereotypes, a modern workplace and a potential skills gap, effective management and mentorship can be a challenge.

Craig Malloy, Cofounder and CEO of Lifesize Communications, recently guest wrote for Forbes and discussed the challenges and opportunities that come with managing Millennials and Boomers in the workplace.→ Read More

Are You Willfully Ignoring the Future of Your Organization?

Are You Willfully Ignoring the Future of Your Organization? Guest blog post by Rebecca Rodskog, a workforce crusader and the Founder of FutureLeaderNow, LLC

“If you are deliberately trying to create a future that feels safe, you will willfully ignore the future that is likely.”

― Seth Godin, Linchpin:  Are You Indispensable?

One of my mentors, Seth Godin, who I was fortunate enough to work with through his FeMBA program in 2010, speaks a lot about organizations’ (and individuals’) propensity to do what’s “safe,” or at least perceived safe, to avoid risk and potential failure.→ Read More

Rise to the occasion—Celebrate Employee Appreciation Day

Employee Appreciation Week 2014Great companies engage their top performers, align their employees with company values, and recognize their team’s achievements in the moment to drive employee success.

March 7, 2014 is Employee Appreciation Day. There’s no better time to share some gratitude, appreciation, and validation with your employees for all of their hard work. Whether it is staying late to finish a project, helping out another employee by going above and beyond the call of duty, or never settling for the status quo, these things can make a measurable impact on business success and should not go unnoticed.→ Read More

Announcing the 2013 Achievers 50 Most Engaged Workplaces™ winners!

Achievers 50 Most Engaged WorkplacesAccording to Gallup, a large majority (70 percent!) of the American working population is not engaged at work. This is a missed opportunity for employers because engagement is an effective tool to boost bottom-line results through alignment and increased productivity. Most importantly, it builds a competitive employer brand that attracts, retains, and inspires top performers. This is why companies that achieve high engagement should be celebrated.

Today, we’re excited to announce the 50 Most Engaged Workplaces in Canada and the United States for 2013.→ Read More

Four tips to prepare for HRPA 2014

Visit us at HRPA 2014!HRPA’s 2014 Annual Conference and Trade Show is just around the corner, and will help examine how HR can actively innovate and help differentiate their organizations to create change and success. On January 22 – 24, HR professionals will gather at the Metro Toronto Convention Centre to participate in over 100+ sessions and keynotes from Dan Pontefract, Susan Cain and Geoff Colvin.

Here are four tips to make the most out of your conference experience:

1. Wear comfortable shoes

With over 200 exhibitors located in the exhibit hall you will have lots of ground to cover to see what new products vendors are showcasing this year.→ Read More

[SlideShare] The #FutureOf Work

The workplace is changing. Once upon a time, successful businesses all looked about the same: they had land, capital, and raw materials, and virtually everyone worked out of the same (probably large, brick) office. But these days, your employees can be just about anywhere, and what you have is a lot less important than what you know. Welcome to the future of work!

Check out the SlideShare below and learn what you can do to keep your competitive advantage as the workplace continues to evolve.Read More

The “How To” Era Has Arrived

logoGuest post by: Jeff Waldman

Let’s take a trip back in time to the medieval days.  The date was December 16, 2011.  Yes, that was the medieval period in HR. Fear not, a lot has happened since then and here is the story.

I had some experiences, which turned into several observations, which evolved into ideas, which morphed into a concept, and then emerged into a launched initiative.  That initiative (drum roll please) was called SocialHRCamp.  During this period of time between “experience” and “launched initiative” I identified a handful of specific reasons why this initiative was an investment in the future of how we do business in HR. → Read More

Ask Achievers: How can we give effective constructive criticism?

ask_achieversIn this week’s Ask Achievers, Jewel Celestine shares best practices for giving constructive criticism. Jewel is the Employee Success Business Partner at Achievers, where she develops and implements strategic HR initiatives pertaining to performance management, talent development, and employee engagement. She has been in human resources for the last ten years serving as a learning and development consultant, HR business partner, and HR strategist.

Dear Ask Achievers,

Our organization has praise down, but we seem to be struggling on the constructive criticism front.Read More

Keeping your employees’ vision aligned with the company’s vision

talent_managementGuest post by: Janine Truitt

When it comes to performance management, it can be a daunting task to keep your employees on task with the company’s goals year-round. It is especially difficult when most performance conversations happen once a year. Sporadic performance conversations coupled with other organizational complexities make team and individual engagement in company goals a challenge for leaders. Part of managing staff requires that you can motivate them to achieve deliverables that contribute towards the bottom-line.

For the employee, her daily quest to merely get the work done does not always translate to a moment of clarity to consider the reasons why she is doing the work she is doing.→ Read More

Ask Achievers: What types of recognition work well for a global organization?

ask_achieversIn this week’s Ask Achievers, Kristen Brancaccio provides helpful tips to create a global culture of recognition. Kristen is a Client Success Associate at Achievers, partnering with best-in-class companies to drive measurable success tailored to their needs.

Dear Achievers,

It’s become increasingly difficult to engage our workforce. We have dozens of offices around the world, with management physically separated from their teams. What are some recognition best practices to positively impact a large, geographically dispersed organization?

That’s a great question and one that I always appreciate talking through with my clients.→ Read More

Ask Achievers: How do I keep our growing office happy?

ask_achieversIn this week’s Ask Achievers, Melissa Young takes on one of the biggest side effects of growth: office crowding. Melissa is the office coordinator in the Achievers San Francisco office. She is responsible for growth and operations in SF, in addition to her many other Employee Success roles.

Dear Ask Achievers,

Good news: our company is growing, and growth means new hires! Bad news: we’re running short on desk space. The executives have a long-term plan to solve the lack of seats issue, but I’ve got a near-term problem of cramped and frustrated employees.Read More

Applications now open for the Achievers 50 Most Engaged Workplaces™ Awards!

50_most_engagedThe Achievers 50 Most Engaged Workplaces™ Awards recognize top employers annually that display leadership and innovation in engaging their workforce. Apply today to be recognized as the top employer you know you are.

Engagement is crucial to your employees’ success. So much so that top employers focus on engagement because it positively impacts business success. According to Gallup, disengagement costs the U.S. economy up to $550 billion annually in lost productivity1. Your company can’t afford to ignore the impact of engagement, especially because happy employees demonstrate 31 percent higher productivity, 37 percent higher sales, and three times higher creativity2.→ Read More

Ask Achievers: How do I get started with employee referrals?

ask_achievers
This week’s reader question goes to Kate Pope, our Manager of Talent Acquisition. As our resident expert on all things recruitment, she shares her advice for getting the most out of employee referrals.

Dear Achievers,

I really want to encourage employee referrals at my company, but I’m not sure where to start. What’s the first step? Is it going to be a lot of work (and if so, is it really worth the effort)? It seems intuitively like a good idea, but I need metrics to convince my boss.Read More

The Class of 2013: What the findings mean for employment branding and Millennial recruiting

gen_y
Guest Post by Kristen Dooley

On the heels of each comprehensive “Class of” survey with Achievers, one of the most common questions we receive here at ConnectEDU is “What does this mean for recruiters?” Millennials are poised to become half of the workforce in the United States and companies are increasingly interested in recruiting the right members of each graduating cohort. Naturally, we’re attuned to what those new graduates are looking for, and this year’s survey of 10,000 students is a useful tool for extrapolating effective tactics for recruiting from and branding for this group.→ Read More

The top 5 real reasons your employees are leaving their jobs

retention
Guest blog post by Julie Labrie

Many HR thought-leaders are predicting that talent retention will be one of the greatest upcoming challenges for professionals in the people management field. Fierce competition, the norm of changing careers multiple times, and talent shortages in niche areas all contribute to this landscape.  Putting strategies in place to motivate top performers to stay may be the difference between success and failure for a company.→ Read More

5 ways to assess workplace culture fit

culture_management
Guest Post by: Meghan M. Biro

Recruiting the best talent and culture can be a heartbreaking process. While there’s nothing more exciting and fulfilling than finding the right person for a job, there are those times when – on paper or digital at least – the candidate seems a perfect fit, only to crash and burn within months of being hired. The tangible recruitment and training costs of these mis-hires can be high, and they also drain morale and energy from a team and company.

Read More

5 must-reads for the in-the-know HR Professional: Week of March 1st, 2013

industry_headlinesAs I look back on this week in the world of Human Resources, there is one strong theme that I just can’t avoid talking about in this post. If you haven’t logged into LinkedIn or surfed any news sites you might have missed the announcement that Marissa Mayer, CEO of Yahoo, made in regards to Yahoo’s new remote working policy. In the age of SAAS, smart phones and online collaboration software many professionals were surprised by this announcement. It has made national news and brought up many great points for discussion that I would like to share with you.→ Read More

5 must-reads for the in-the-know HR Professional: Week of February 15th, 2013

hr_trends_and_analyst_findingsEach week there is a fire hose of HR articles and stories. With this volume, how can one find the quality over the quantity? Solution: we handpicked a selection of must reads that will help you get the most out of your of time and walk away feeling informed and knowledgeable.

So grab yourself your beverage of choice, settle in, and take a few moments to enjoy these tidbits of HR wisdom. Leave us a comment and tell us which ones you find most valuable!→ Read More

How transparent business goals keep culture alive

culture_managementJohn Reh from About.com recently wrote about the intricacies of company culture. Company culture has the potential to make or break a company, especially for growing organizations that rely on scalability.

Make sure that you’ve aligned your organization for scalable success by fostering a strong corporate culture. Review your company’s mission, vision and values to make sure your culture is designed to support them.→ Read More

Cultivating leaders for a global market

“As firms reach across borders, global leadership capacity is surfacing more and more often as a binding constraint. According to one survey of senior executives in  McKinsey Quarterly, 76 percent believe their organizations need to develop global-leadership capabilities, but only 7 percent think they are currently doing so effectively.” Implementing an online rewards and recognition program into your business will allow your leaders to give feedback in real time no matter where they are in the world. Having a consolidated ‘one-stop shop’ platform for your company will minimize the pains of cross-border leadership.

Read More

Corporate culture on a budget

Although sparking a corporate culture movement is not easy, it most certainly is a worthwhile investment as it can change employee productivity, engagement and loyalty to a company.  Zappos CEO Tony Hsieh considers company culture to be the #1 thing CEO’s should focus on for long-term success. At Zappos, 50% of what employees are evaluated on is their fit in the company culture. From Hsieh’s standpoint, if the culture is right everything else will fall into place.→ Read More

Stay interviews: Ask before they’re gone

Dear A Advisor,

We have great staff retention, but sometimes our employees choose to continue their career paths elsewhere. We conduct exit interviews so we can understand their reasons for leaving; however, we’d like to be more proactive. What can we do to understand employee concerns before they resign?

Thanks for your help!

Sad to See Them Go

Read More

WIFFM: The rule of common purpose

Fast Company recently wrote about “How To Foster Outrageously Awesome Employee Engagement.”  They touched upon the importance of seeing your employees as your competitive advantage and treating them accordingly, emphasizing the value of positivity and implementing expectations that you want to see. However, my favorite tip was “The Rule of Common Purpose,” making sure that the interests of each employee are meaningfully represented.  This is also known as the “WIIFM” or “What’s in it for me?” Foster a culture where open communication is embraced and employees have the opportunity to give and receive feedback on a regular basis.

Read More

Trying to fit in: Tips for hiring leaders

Dear A Advisor,

Many of the teams in my company are expanding and I’m looking for new managers to lead them. I’m looking for candidates that will fit in well with my teams’ cultures, but who will pinpoint improvements to be made in the teams. Since my teams already have a strong culture, I think it’s particularly important to protect it. How do I determine whether a candidate is able to balance these competing demands?

Thanks!

Looking for LeadersRead More

Why everybody should be treated as somebody

In her recent Inc.com article, Margaret Heffernan speaks about simple ways to make people happy at work. She mentions the importance of fair treatment, speaking to a call center representative who reported that at his work “Everybody Here is Somebody.” The job wasn’t thrilling, the pay wasn’t great, but every single person was treated with love and respect. Just walking through the door, he said, made you glad to come to work.

Create a culture of recognition where your employees feel valued and appreciated for their contributions, and you’re guaranteed to create happy and engaged workforce with employees who are aligned with to your company’s success.

Read More

Taking ownership: A litmus test for employee engagement

I’ve worked in plenty of offices that have undertaken office challenges, whether to undertaken environmental initiatives, become healthier, fundraise for a worthy cause, or volunteer our time. These initiatives contribute to employee engagement by facilitating personal goals alongside professional ones; companies that invest in their employee’s personal growth as well as professional demonstrate their commitment employees’ holistic happiness and productivity. They’re always fun while they last, but then afterwards the team usually goes back to their old habits.→ Read More

3 tips to learn from failure & celebrate success

Dear A Advisor,

My sales team has been working very hard on a big contract that was in our pipeline. When the sale didn’t go through, they were all very disappointed. I don’t want them to get stuck in a rut: the sale prospect really made the team grow and come together and I’d really like them to keep improving.

How can I keep the preserve the positive effects of my team’s work and mitigate the negative effects of their disappointment?Read More

Successful CEOs talk recognition

Fast Company recently launched a series of videos asking successful Presidents, CEO’s and Executives how they acknowledged individual achievement in a collaborative environment. They interviewed a wide variety of professionals including  Diane Scott, President of West Union, Padmasaree Warrier, CTO of Cisco, David Lieb, CEO of Bump and Pasha Sadri CEO of Poylvore to name a few, the overriding response? Recognizing individual performance is key to creating a successful business and team. In todays fast paced and competitive environment, recognition will help motivate and encourage employees.

Read More

The customer profit chain

“The employee customer profit chain is not a revolutionary idea. More than 15 years ago a study in HBR identified ‘the employee-customer-profit chain’ at Sears. This was a straightforward dynamic in which employee behavior affected customer behavior, which in turn affected company financial performance. This study has been replicated by JC Penny, Best Buy and Marriott. And for all of them the results held true—effective leaders let to satisfied employees, which lead to satisfied customers, which led to a direct and measurable increase in sales revenue.” http://blogs.hbr.org/cs/2012/07/how_damaging_is_a_bad_boss_exa.html

Make sure that your company becomes another one of these financial success stories where sales revenue sky rockets year-over-year.→ Read More

Happy and productive: Harness communication to improve engagement

Dear A Advisor,

I’m an HR manager and I’ve recently noticed a breakdown in communication in my company. It’s affecting productivity between and within teams and making it more difficult for employees to truly engage with their work. In fact, the numbers on our engagement surveys are falling and people seem much less happy. I’d like to keep my teams positive and productive, without the strain of poor communication.

Do you have any tips for improving lines of communication between and amongst teams in my company?Read More

The truth about why customers quit doing business with your company

“In Michael LeBoeuf’s book, How To Win Customers and Keep Them for Life, he cites a survey designed to discover why customers quit doing business with a company. The survey revealed that 68% quit because of an attitude of indifference toward the customer by the owner, manager or some employee. When considering the life time value of a customer, studies indicate it costs roughly 300 to 700 times an hourly worker’s rate.” Source Workforce Trends

Ensure that you’re positively investing in the roots of your organization—your employees.→ Read More

Career development: Tips to leverage your employee talent pool

Dear A Advisor,

I’ve been with my company for over a year and I’d like to advance my career. I think my company is a great place to work and I would love to grow within the company, but I’m frustrated that my career progression is undefined.

I would like to understand how to advance my career so that I can be with my company long term. What’s the best way to bring this up to my leader?

Thanks for your help!Read More

How costly can stress be?

Expectations in today’s workforce are high and it’s costing our workforce their health, their relationships and their engagement. Mashable.com’s infographic on the overworked American indicates that 40% of Americans say their jobs are “very or extremely stressful,” 66% suffer from stress-induced health issues and 52% call in sick when they actually just can’t manage their stress levels. Management should not ignore these statistics. Unengaged and unhappy employees cost your company billions of dollars. Create a balanced, positive corporate culture where your employees feel recognized and valued.

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Equal opportunity feedback: Incorporating meaningful recognition from customer recommendations

Dear A Advisor,

My company has a very large customer service department and their hard work and dedication really shines through in the positive feedback that they receive from customers. I feel like all of this hard work is rarely represented on our online recognition platform; it’s feedback from customers who do not have access to the platform. Is there a way that I can leverage the recognition platform so that it can account for all the hard work in our customer service department?Read More

Educate, engage, and entertain: ACE goes head-to-head with Iron Chef

While it’s essential to celebrate employee success, it’s equally as important to celebrate your customers.

One great way for an organization and its customers to connect around varied successes is to coordinate an annual event, which highlights achievements, familiarizes customers with new insights and additional value, and offers networking opportunities centered around having fun. Every education moment needs it’s entertainment too, right?→ Read More

3 tips to engage your entire workforce with an online program

Dear A Advisor,

My workplace has employees from all walks of life, and many of these employees have very little experience using computers. We’re bringing in a recognition program and we’re really excited by its interactive, online platform that is going to make the program very compelling for our younger employees. How do we make sure that this online program stays relevant for staff members who have not grown up with computers?

Thanks!

Digital or AnalogueRead More

Connect your employees for business success

“Humans are social by nature, and technology is now amplifying that tendency, turning us into an always-connected, interactive network of advice, feedback, information, and gossip. For thousands of years we only interacted with others face to face, but we now do it by phone, email, status update, online chat, SMS, Skype, or FaceTime.”

If your company does not provide consistent real time feedback you will alienate the most technically inclined generations, Gen X, Gen Y and the Millennials. Provide your employees with an online rewards and recognition program where they can get real time feedback from their managers and their colleagues.→ Read More

Feeling off-balance? Improve culture with recognition

Dear A Advisor,

I’m a manager of a large team and my company is thinking of introducing  a recognition program. I know that our current company culture could be better: some of my employees feel like their work gets ignored while others’ work is disproportionately appreciated and it fosters resentment amongst my team. I’m willing to put in the hard work to improve morale and change the culture of my workplace, so how do I leverage a recognition program to correct this issue?Read More

A lesson from co-founder and CEO of Wayfair.com

Adam Bryant, specialist on the challenges of leading and managing, recently conducted an interview with Niraj Shah, co-founder and CEO of Wayfair.com. Shah drew upon his experiences leading the largest online retailer of home furnished in the US, to speak on the importance of recognition:

“One thing I’ve learned over time is that it’s important to take a minute and celebrate a win before you move on to the next thing you want to accomplish. One of our values at Wayfair is that we are never done.→ Read More

Growth companies: 3 tips for employee engagement

Dear A Advisor,

I’m a business owner and I’m very happy that I’ll be able to substantially increase my employee base beginning next year. My current staff have a very high level of engagement, but I know that with growth culture can change. I want to ensure that my new hires can become as engaged as my pre-existing staff. How can I preserve the great culture of my company as it grows?

Thanks for your help!

Growing Pains Read More

Putting the “human” back into human resources

“Our employees don’t really care about what we want them to do until they know how much we care about them. When an employee knows—truly knows—that you care about them, then they care about you. And when they know you care, they will listen to you… and they will do anything for you.”http://www.inc.com/jeff-haden/key-to-leadership-managing-employees.html?nav=pop

Build a culture of recognition in your workplace that provides you with the opportunity to show how much you care and appreciate your employees on a daily basis.

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Beware the silent treatment: 3 essential approaches to your hiring process

Hey A Advisor,

I need your help improving my recruitment program. We only have a few positions to fill, and even though we’ve seen some great applications, we haven’t had much success in bringing those candidates into our organization. Our problem seems to be somewhere in the interview process: it can often take a week or so to have an application approved by our leadership team, and almost every time we become excited about a new candidate they’re no longer interested by the time we contact them.Read More

How the 3 “E”s will transform your organization

Towers Watson has been studying employee engagement, and the organizational elements that drive it, for more than a decade. Through their client work and global workforce studies they found engagement is just the beginning to get the optimal performance from your employees. Towers Watson suggests three essential factors to employee engagement; Engage your employees and help them be attached to the company’s well-being; Enable them, provide employees with a supportive and productive work environment; and Energize your employees with physical, social and emotional wellbeing at work.” http://www.towerswatson.com/assets/pdf/3848/Towers-Watson-EmployeeSurvey_power-of-three%281%29.pdf

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Warning: Recruiters are back in full swing

“At this year’s Recruiting Innovation Summit six companies competed for a $10,000 grand prize for building cutting edge recruiting technology. This is a tell-tale sign that recruiters are back to work!  So what is your organization doing to keep their talent? With new recruiting technologies and an increasingly connected workforce, keeping your best performers is harder than ever. Create an environment where your employees feel recognized and valued or you may have to dead bolt the office door.”

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All aboard! 5 tips for effective onboarding

Dear A Advisor,

I’m a brand-new employee in an HR department, and I already know what I’d like my first contribution to the business to be: to re-vamp our on-boarding process. I’m very enthusiastic about my new company, but I feel like my first weeks could have run more smoothly. I know this is a much-needed area of improvement—I just don’t know where to start! How can I improve my company’s on-boarding process so that people hired after me aren’t distracted or frustrated by the disorganization and can focus on their new position?Read More

How employee engagement affects the bottom line

“Did you know that employee engagement is no longer a competitive advantage but a basic organizational requirement to achieve business results? 71% of American workers are ‘not engaged’ or ‘actively disengaged’ in their work. This leaves 29% of American workers who are engaged or involved in and enthusiastic about their work. Implement a strong rewards and recognition program to boost productivity which will ultimately lead to increased profits and business results.” BX Business Week http://bx.businessweek.com/employee-engagement

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Creativity: Good for your business and good for your employees

Once a month at Achievers, we have a lunch to celebrate everyone’s accomplishments called R&R (Rewards and Recognition). This lunch is a tradition: departments take turns hosting, and choose creative themes to go along with the awards ceremony. My department hosted recently, and we put a lot of work into organizing a ceremony that would include the entire company. We’ve hosted swanky awards ceremonies, game shows, reality television shows and lots of other creative themes during our lunches. Sometimes it’s hard to tell what the real highlight of the show is.→ Read More

A personal touch: The key to successful new initiatives

Dear A Advisor,

My Human Resources department would like to instigate an exciting new initiative: our employees can choose a personal ‘Top One Goal’—for their finances, their health and wellness, or their other personal projects—and aim to reach that goal by the end of the year. I’m concerned about how to make our new initiative effective. We’ve already decided to offer prizes and incentives along the way, but I would really like to make sure that the program is fully integrated into our employee’s work life.Read More

The importance of building connections

“Imagine an organization that does not connect with their employees and is only concerned with your work output. This one sided environment is sure to leave employees disengaged and unmotivated. Connecting with your employees is key to building strong company culture and employee engagement. Make sure to take the time out of your work day to recognize your employees for a job well done!” Strategy Focused HR http://strategyfocusedhr.blogspot.ca/

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3 steps to promote your employees’ health and wellness

Hi there, A Advisor,

I work for a company in the public health sector. I enjoy where I work, but I wish our company would offer more opportunity to practice what we preach: we promote a health-conscious lifestyle for our clients, why can’t we encourage the same lifestyle for our employees? What are some ways that I can advise our company to make  employee health and wellness a priority?

Thanks!

Run Around SueRead More

Years of service awards: Out with the dinosaurs!

“Traditional Years of Service programs fail to offer timely recognition as the rewards are spread out over long intervals of time. This will result in poor engagement and motivational levels putting your company at risk of losing your top performers. Evolve beyond Years of Service Awards to today’s years of service program—Recognition Milestones. Build a rhythm of recognition where employees are consistently recognized and have the power to choose their own rewards that are meaningful to them. ” Achievers Whitepaper RIP Traditional Service Awards

 → Read More

Managers need recognition, too! 3 steps for employee retention

Dear A Advisor,

I need your help! My company is having trouble with employee retention. We offer competitive salaries and we’re a strong competitor in our industry, but we just can’t seem to keep staff happy enough to stay with our company. What tools can we use to make our employees more satisfied and engaged?

Thanks for your help!

Mr. LonelyRead More

HR: Now tech savvy!

“HR has never been known for being at the leading edge of new technology or communication. However there are many new technologies that now help increase engagement and productivity making it imperative for HR to jump on board. Today’s employees have high expectations, Gen X and Gen Y are demanding that their employers become early adopters of technologies such as social media to excel in their job functions.” Achivers Whitepaper: Early Adoption: Against HR’s Nature?

 → Read More

Great results! 2 ways to optimize your employee recognition program

Hi A Advisor,

My company has just launched an employee recognition program that has had great initial success: my colleagues send recognitions for a job well done, it’s a dynamic platform for positive feedback and we’ve already seen an amazing transformation of our company culture. My priority now is to ensure that the company doesn’t slip back into its old culture and that we continue to see the benefits of our employee recognition program. We need to make sure that the recognitions help our organization reach its goals on an on-going basis.Read More

Keeping your shining stars

“As the economy improves unhappy employees will be looking at other companies for better opportunities. Social media has brought a new challenge to HR managers, allowing competitors to easily identify, target and recruit your top performers. Create an environment in which top performers are consistently recognized in a meaningful, specific and timely way and you’ll see your employee engagement soar, improving retention dramatically.”

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4 ways to benefit from open communication and improve employee engagement

Picture a familiar situation: You take advantage of a service, whether to sign up for a new mobile phone contract, or to order a new gadget from a website. There’s a problem with your purchase, but when you call customer service, you wait on hold only to reach an automated service and learn that the customer service office is closed. When you finally reach an agent to find a solution, they offer no assistance. What seemed like a simple fix has wasted valuable time, and the next time something goes wrong you may resort to a new provider.→ Read More

2012 real time: 2 tips for successful offline recognition

Dear A Advisor,

I’m a Human Resources manager for a large-scale manufacturing company that employs both online, computer-based office staff, and offline factory and shipping staff (including some off-site). Although my company has a great recognition program in place for our online office staff, we do not have a similar program for our offline employees. I want to institute a recognition program for our offline staff but I’m hesitant: I’m not sure how employees would be able to effectively use a recognition platform when they don’t have access to a computer at work.Read More

Choices, choices, choices: How options can increase employee retention

“With three generations of employees in the workforce companies are managing their most diverse workforce ever. Uniform policies, benefits, and compensation won’t work for everyone anymore. We live in a society full of choices and that’s what employees, especially Gen X and Gen Y, respond well to.  Make sure you empower your employees to choose their own rewards for a job well done-rewards that  that are meaningful to them.“- HRMA  http://www.bchrma.org/pdf/news/2011/release-yearinreview-111219.pdf

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Calling all managers! Making recognition initiatives effective

Dear A Advisor,

I’m a Human Resources specialist and I’ve recently enabled a recognition program within my company. The program has been my project, but I’m looking for ways to ensure effective adoption in my company. Since I’m in the HR department I don’t get a lot of insight into how individual departments utilize the program; I’m afraid that it won’t be used to its full potential.

Thanks so much for your help!

Out of TouchRead More

What does it take to make a superstar?

“Our society has become obsessed with superstars, failing to highlight seemingly ordinary accomplishments. Too many organizations are doing damage by giving excessive credit, stature, and dollars to people with the big ideas and giving insufficient kudos, prestige, and pay to people who put their heads down and make sure all the little things get done right. Ensure that all your employees are getting recognized on a regular basis because without them those leaders and superstars would never be able to shine.” – Bob Sutton “Work Matters” http://tinyurl.com/7mut464

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Out with the old performance review, in with recognition

Dear A Advisor,

I’m a new manager and I’m expected to do performance reviews with my team. Performance reviews seem so outdated — I don’t think something that resembles a report card helps with employee engagement. I would love to give my team feedback on their accomplishments and all the ways that we can improve our team. Is there a way that I can do this that’s more meaningful and engaging for my team? 

Thanks for your help!

Still New At ThisRead More

The shocking truth about social media

“Social media is at the forefront of communication, whether you like it or not. You can jump on the bandwagon or miss the train. As a leading company of the 21st century it is important for us to stay on top of the newest social media tools and platforms. At Achievers we use social media tools like Facebook, Twitter, Google+, YouTube and LinkedIn to communicate our mission and core values, and to share industry-leading resources and build brand awareness.”

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Corporate culture 101: saying goodbye to the I don’t care mentality

It takes a lot of dedication to build a great corporate culture, but it is essential to promote employee engagement and build a great company. In “How To Improve Your Corporate Culture,” Bruce Campbell writes that “companies that make no effort to build a corporate culture risk developing an ‘I don’t care’ culture. Their employees have no way of connecting to the larger purpose of the organization, nothing to identify with, nothing that gives work greater meaning.”→ Read More

Social media newsfeeds facilitate meaningful recognition

Hi there, A Advisor,

 I’ve been looking into some employee recognition programs for my company, and I notice that some of them resemble social media sites; they even have a newsfeed like Facebook or Twitter. If a recognition program operates like social media sites, I don’t see how my employees will take it seriously—won’t it just be a game? I want my employees to engage with our company’s values, and I don’t want them to recognize frivolously. What’s the benefit?

Sincerely,

All Work, No PlayRead More

Warning: When recognition is needed most

“As stress, change, pressure and constraints increase in an organization, so too does the need for a concerted effort to enhance employee recognition. Managers can find it difficult to give positive feedback during tough times, and managers are least likely to use a recognition program when morale is low. Encourage leaders to recognize employees when it’s hardest to do so—that’s when it’s needed most!”

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Harness the power of social media: Empower employees to share

Dear A Advisor,

I keep hearing that companies are using social media sites like Facebook to help motivate and engage their employees. I don’t get it—aren’t they just time wasters? I want to help my employees reach a good work-life balance, but I’m afraid that social media will just be a distraction.

To Friend, or not to FriendRead More

The recognition recipe for success

Hi, I’m Monica and I use Achievers to provide our teams with a rewards and recognition solution that works.  Our employee engagement scores have gone through the roof. How do I know that? Achievers has the most advanced reports on the market. I always have up-to-date information on the success of the program providing me with  the perfect recognition recipe for success!→ Read More

Achieving the impossible: Getting Gen X and Gen Y to stay

            “To recruit and retain top talent, an organization needs to be exceptional at recognizing employees in ways they value. Modern leadership must accept that recognition has a different meaning for Gen X and Gen Y employees than for previous generations. They grew up with it and they expect it. Create a culture of recognition where employees are empowered to choose their own rewards and they’ll never leave.”

CONGRATULATIONS TO OUR “TELL US YOUR BEST RECOGNITION STORY” CONTEST WINNER ANDREW GOTTLIEB WHO’S WON $100.00 WORTH OF POINTS THAT HE CAN REDEEM FOR ANYTHING IN OUR CATALOGUE!→ Read More

Choose your own story: recognition Mad-Libs

Have you ever experienced long wait times? do you know that ‘on hold’ elevator music all too well? We’ve all been there….Chris tells his story here, add your own fun twists and turns to create your unique customer service nightmare story!

WE ARE EXTENDING THE DEADLINE FOR OUR $100.00 CONTEST “TELL US YOUR BEST RECOGNITION STORY” TO APRIL 10TH! CLICK HERE AND FILL OUT THE FORM TO BE ELIGABLE TO WIN $100.00 WORTH OF POINTS THAT CAN BE REDEEMED FOR ANYTHING IN OUR CATALOGUE!!!!!→ Read More

Be Creative! Be, be Creative!

Like jam to peanut butter…
Like Sonny to Cher…
Is the Graphic Design team to Achievers!

When it comes to the beautification of, well, pretty much everything, we rely on the talent of Graphic Designers.  Just a few (but certainly not ALL) of the work they do includes:

  • Corporate branding
  • Designing client sites
  • Designing prospect sites
  • Product marketing design
  • Event marketing design
  •  

The Creative Team takes pride in their group dynamic and each other’s talent.  It’s not rare to walk around the office and notice “BCBBC” letters randomly – yet strategically – placed throughout the office.→ Read More

How not to recognize & reward your sales team

Hi, I’m Chris and I use our in house rewards and recognition program when I want to applaud my team.  Sometimes, it’s hard to get the process moving, so I started some things of my own.  Unfortunately … they didn’t’ turn out too great.  Through trial and error (and yes, ‘trial’ means I’ve actually done this), here is my top 5 list of ways to not recognize your sales team.→ Read More

Capture ROI with every recognition

“HR is responsible for creating a rhythm of recognition and everyday feedback.  Facilitating this culture without a formal program in place is time consuming and taxing on HR professionals.  Technical rewards and recognition programs will meet your employees’ needs, take pressure off HR, and precisely measure ROI to present to the C-Suite.”

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It’s a two-way street: Impressed employees drive impressive results

Would you order the most expensive meal on the menu and expect your date to pay?

Would you tell your date to arrive at 7PM sharp and then show up an hour later?

You probably wouldn’t, because great relationships are a two-way street of giving and taking.  And like romantic relationships, your relationships with your employees need to be equally co-invested.  Employers must provide an engaging environment for their workforce so that the employees are inclined to thrive.→ Read More

Your employees are your first customers

Your employees are your first customers

It is common for companies to believe customer loyalty is the key to profitability, but, in reality, employee loyalty is even more profitable and important to companies. Organizations should adopt the mindset of engaging their employees first, because engaged employees drive customer happiness.  Loyal and engaged employees are more aligned to customer’s needs and generate 37% higher sales and 31% higher productivity on average (according to a recent article in Harvard Business Review). This organically translates into customer loyalty and, in effect, drives profitability.→ Read More

Why work at Achievers? Reason number #47: Social responsibility

Why Work at Achievers?  Reason Number #47: Social Responsibility

As the saying goes, “If you light a lamp for somebody, it will also brighten your path”.  In today’s world, social awareness and balance has become crucial not only to individual fulfillment but also to respectable business.  There’s no question that at Achievers, employees are committed to Social Responsibility to better the local and global communities.  Nearly every corporate event, get-together, or holiday is affiliated with a charitable initiative headed by the Achievers’ Social Responsibility Team. → Read More

Recognition 3.0: Evolve Your Workforce

Dear A,

My company’s recognition practices are completely outdated – although still used by everyone at the company on a regular basis.  I want to adopt more of the new trends and make a step forward with our recognition program but we don’t have time to educate everyone before we implement a new program.  Is it important to have a transition?  Or can we just say out with the old, in with the new when it comes to new engagement and recognition best practices?Read More

Millions of rewards: One unified employee experience

Providing employees with rewards that are culturally and personally meaningful to them is the first part of the engagement equation.  This ensures that rewards are not only diverse and culturally relevant, and continues to drive key positive behaviors that get business results.  With global rewards, companies make engagement the universal language of their people. Working with a global provider means that your employees receive a meaningful reward in a timely manner, so that the behavior they were recognized for gets repeated.→ Read More

Disengagement not permitted

“You wouldn’t let people smoke in your office because of the harmful effects it has on others.  Like smoking, disengagement is damaging to your workforce.  People who are unhappy and underperforming are bringing down the rest of your employees – including top performers who are engaged.“

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A pay check is not a “thank you”: Real rewards get real results

Right now, our primary focus for recognition is years of service.  We give employees a cheque with a specific denomination that corresponds with the year they are celebrating.  The program is easy to administer, but we can’t really measure the ROI.  What are your thoughts regarding providing employees monetary gifts for their service anniversary?

Wanting More,

Hugh G. NthusiasmRead More

Don’t just recognize results; Recognize the journey

Dear A,

We’re a results driven company, but a lot of our employees are beginning to feel like all of their effort is usually discredited.  We want to keep our environment focused on the end outcomes but don’t want the workforce to feel discouraged along the way.  How do we manage both parts of this equation without taking away from the importance of getting business results?

Thanks,
Shirley A. JourneyRead More

The do’s and don’ts for rewarding your sales team

It is not uncommon for employers and workplaces to become accustomed to certain sales processes and a particular work environment.   Comfort is typically equated to stability, but for companies to exceed goals and truly establish themselves as industry leaders, scaling people to push boundaries by focusing on aggressive annual sales goals is critical to helping the organization get ahead.→ Read More

It’s Friday! Fun, fun, fun, fun.

Rebecca Black may have written the anthem, but Achievers sets the trend when it comes to Fridays!  What better way to unwind at the end of the week than with some fun, fun, fun, fun?  Our First Round Fridays often reign top of the list for reasons why employees love working at the company.

Check out some highlights!→ Read More

Forget employee of the month; It’s all about employee of the moment

Hey A,

We’ve had an Employee of the Month program for years now – our executive team loves it.  The program is meant to be a motivator, but sometimes we’re recognizing people who did something great at the beginning of the month, so the impact of the reward isn’t as great at the end of the month.  How can we evolve our program?

Sincerely,
May B. BetterRead More

With your gamification strategy, don’t roll the dice

Nintendo, Snakes & Ladders, Pinball: these words alone evoke competition, strategy, and excitement – largely because humans are fundamentally psychologically stimulated by games.  It’s no wonder that more and more employers are adopting the Gamification trend as an approach to motivating the workforce in an effort to uniquely inspire employees to drive greater business results.  Gamification in a work environment uses game-like dynamics to target the same psychological behaviors humans inherently exhibit in gaming and apply that to tasks at work.→ Read More

New demands trump old workplace traditions

“Two of the youngest generations now occupy 57% of the workforce.  This new demographic’s demands trump old workplace traditions.  In order to recruit and retain top talent, evolve your engagement strategy by offering career progression opportunities and creating a recognition rhythm where feedback is instantaneous.”

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Location, location, location!

Last week’s blog contest winner is: Anthony A Eaton!  Please email stephanie@achievers.com to claim your prize!

“Location, location, location!”  This coined phrase may seem overused, but when it comes to business, your office coordinates are always significant.  Studies show that where your company is located has a large impact on a number of items that could affect your success.  Particularly, when it comes to first impressions, not only are prospective and current customers influenced by your business’ location, but your prospective and current employees may also be partial to your company based on what they find on Google Maps.→ Read More

Drive results with a culture of communication

A, I need your help –

Our workforce isn’t producing the results we need, and I think it’s because they don’t know what they are expected to accomplish.  What spark gets individual employees to go from vague, general goals to ones with targets?  Our team of managers has much difficulty getting to results /outcomes with their respective teams.

Help!

Seymour ResultsRead More

Achievers blog contest

Introducing, the first-ever: Achievers Blog Contest!

As a rewards and recognition solution provider, we know how important it is to REWARD and RECOGNIZE you!

That’s why we’re creating a blog contest for all of our followers.

How does it work?
Easy!

Simply answer our objective question below by commenting on this post for your opportunity to win a FREE copy of Chip Conley’s new book, Emotional Equations.→ Read More

Why employees should choose their own rewards

Hi there A,

I work in a call center and we do not have any kind of reward or recognition program in place.  I think the team would be motivated to get more results if we were rewarded for hard work.  Unfortunately we have strict rules about offering travel as a reward for employees – it’s prohibited.  How can you recognize and motivate employees in call centers where opportunities like travel is not an option?

Anita AnswerRead More

Performance reviews are like bad high school movies

Guest post written by: Kevin W. Grossman

It’s like a bad high school movie — where one clique picks on another less popular clique. But in this movie, it’s not the popular kids who taunt the geeky ones. No, in this movie the still popular kids are traditional Annual Performance Reviews and the geeky aberrations are the pundits pushing to change the system. But like the perennial popular kids of lore, these not-so-bright knuckleheads have a C average.→ Read More