Best Companies in the World

Learn from the Best: The Most Amazing Companies in the World

Are you ready to feel inspired and motivated by some of the top companies worldwide?

With new businesses popping up everywhere, “fun and hip” companies are pretty widespread. Businesses claim bragging rights based on all sorts of measures, like great benefits, cool products, flexible work hours, and free lunches. So how can we differentiate these surface-level trendy workplaces from truly amazing companies?

One way is to ask the company’s building blocks – its employees. Unfortunately, based on measures of employee engagement, amazing workplaces are not quite as widespread as they appear. According to Gallup, only 13% of employees worldwide are engaged (17% in the UK, 29% in North America and 14% & 11% in Western Europe and Central & Eastern Europe respectively). The workforce is rapidly changing, and organizations need to find ways to recruit, retain and inspire top talent that go beyond a slightly above average 401K plan.

The Achievers Webinar Series is pleased to invite you to an exciting [webinar] that will share with you best practices based on two years of extensive research into a few of the world’s most Amazing companies. These are companies that break through traditional business models to inspire and engage their employees – every day.

REGISTER TODAY to learn what great companies are doing to help engage their employees and drive tremendous business results across the globe.

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MGM Resorts International and Achievers

MGM Resorts: 2 Takeaways from a Game-Winning People Strategy

What does it take to implement a remarkable employee engagement strategy?

Last week, Achievers had the pleasure of hosting Christopher Henry, VP of Talent and Organizational Development for MGM Resorts International, on the webinar titled, How to Put Employees First to Win Customers. Chris shared with us how MGM’s investment in the development of their people and culture is largely responsible for the brand’s amazing turnaround.

This isn’t the first time we’ve been exposed to MGM’s awesome People Strategy; MGM submitted a stellar application that won them a spot in the Achievers 50 Most Engaged Workplaces™ Awards in 2013. Since last year, MGM has continued to shape and improve its employee engagement plan to adapt to a growing company and workforce.

Christopher highlights four of the Eight Elements of Employee Engagement™ responsible for the biggest improvements in employee performance and happiness at MGM. Under each dimension, he provides an impressive list of initiatives. Here are three of my favorites:

–          Unified Vision, Mission, and Core Values

  • MGM makes sure all employees are united under a common mission and educated on what MGM stands for. When employees are working towards a common goal, communication and teamwork improve.

–          Effective Communication and 2-Way Feedback

  • All employees have the opportunity to give and receive both real-time and milestone feedback. Managers are then held accountable for proposed changes by the “YOU SAID IT, WE DID IT” initiative.

–          Corporate Mentoring Program

  • Managers and directors are assigned coaches two levels up from them (i.e. Managers paired with VPs) to solidify the mentee’s development of MGM’s seven core leadership competencies.

Selecting just three highlights was difficult – MGM’s People Strategy is pretty high-level. In fact, for an outside company trying to come up with or revamp an employee engagement strategy, MGM’s approach might be a little intimidating. Thus, I think it’s important to consider the following two points:

1.       There really isn’t a “one size fits all” employee engagement strategy.

Every business is different, every company culture is different, and most importantly, the workforce is constantly evolving. MGM’s approach of focusing in on individual elements of employee engagement works very well for them – but a more holistic approach might work better for a smaller business. A great employee engagement strategy is unique to that company and adapts to corporate changes and the always-evolving workforce.

2.      A superior employee engagement strategy takes time – and effort!

Implementing a new people strategy isn’t easy; it tends to be a lengthy process with many steps – researching and evaluating employee satisfaction, analyzing data, devising a strategy, implementing that strategy, evaluating its effectiveness, and making changes as needed.

It’s important to remember that big shifts in engagement rarely happen overnight. But take it from MGM – that extra investment in time and effort WILL be worth it.

Hear it for yourself! Tune in as Chris shares all the specifics on MGM’s game-winning People Strategy on “How to Put Employees First to Win Customers.”

Watch On-Demand

Chris Henry

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[Webinar] Engage your multi-generational workforce and inspire a new wave of business success

Gartner_logoWorkforces at top-tier companies are becoming younger, more social, and less employer-loyal by the day. For these organizations, achieving business goals is about more than just employee tenure and traditional Years-of-Service awards. In order to succeed in today’s competitive talent market, best-in-class organizations are utilizing technologies that recognize their employees’ valuable contributions, encourage them to work harder and smarter, and best of all, make them happier at work.

Research shows that multifaceted employee rewards and recognition programs help organizations reach their business goals by better aligning their employees with company culture and motivating them by celebrating their individual success. It makes sense, right? Driving better business results and inspiring successful employees has everything to do with employee engagement. Rewarding employees just for showing up isn’t enough anymore. Read more →

[SlideShare] The ArcelorMittal Dofasco story: Creating a culture of Employee Success

Achievers recently released its latest Slideshare presentation, Creating a Culture of Employee Success, which was featured on the Slideshare homepage last week.

This featured presentation will take you through the ArcelorMittal Dofasco journey and explain how to launch and maintain a successful rewards and recognition program that will have real business impact.

Check out the presentation below for a glimpse into what it takes to create an engaged workplace with a recognition-rich culture. Leave a comment below and tell us what you think!

For the full story, refer to the on-demand webinar here.

 

[Webinar recap] Building a culture of recognition: Credit Union ONE’s Employee Success™ Story

webinarsOrganizations with high engagement rates are 78 percent more productive and 40 percent more profitable than disengaged organizations1. Top employers realize that engaged workplaces begin with a recognition-rich culture, and this is where the Credit Union ONE Employee Success story starts.

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[Webinar recap] Using Achievers to drive employee success

employee_successOn March 6, Achievers introduced our latest release to customers and analysts at a live event in our Toronto office. This week, Razor Suleman, Achievers founder and chairman, brought his dynamic presentation to the Internet in part one of a two-part webinar.

Razor gave webinar attendees an in-depth view of updated product features and groundbreaking new capabilities, including Achievers Analytics. Here at Employee Success, we’ve discussed the new product updates before, but we wanted to take this opportunity to highlight some aspects Razor shared today that you may have missed.

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A paycheck is not a thank-you

David Brennan is a man of strong opinions. “First of all, I’d like to apologize to any accountants,” he said in his recent webinar, “Obtaining and Sustaining Executive Buy-In,” “but they ruined engagement.” Although technically, they weren’t the ultimate problem, he ceded—it was direct deposit.

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[Webinar recap] How to unlock the key to your employees’ success

webinarsToday’s fast-paced business world is challenging to navigate, but we can all agree on one thing: employee turnover is unfavorable. Rehiring, retraining, and recovering from loss of revenue is not optimal for HR or your company’s bottom line.

First of all, employees don’t leave companies—they leave managers. In fact, 40 percent of disengaged employees said they were likely to leave their employer in the next two years, compared to only 18 percent of highly engaged respondents.

Most importantly, highly engaged employees are less likely to leave their employer than disengaged employees because leadership is the primary driver of engagement. Best-in-class companies require strong talent, but high-performing leaders are the catalysts to driving engagement and inspiring brilliant employee performance.

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[Webinar] How to secure executive buy-in for recognition programs

employee_recognitionWhen it comes to implementing recognition programs that positively impact business results, although there are multiple decision makers, the most important work within the C-suite.  In order to get your recognition program off the ground, you must secure executive buy-in by communicating the business benefits in language your C-suite understands. How do you translate “employee engagement” to increased shareholder return and profitability? We’ve got the perfect place to start.

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[Webinar] Leverage high performing leaders to drive your employees’ success

webinarsDid you know that 19 million Americans plan to leave their jobs in 2013?

According to World at Work, if an employee is dissatisfied with his/her manager, there is an 80 percent chance he/she is disengaged. This puts a lot of pressure on your management team, since disengagement causes misalignment and mediocre performance among employees, on top of increasing turnover.

More importantly, engaged employees are 87 percent less likely to leave their organization1.

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Six tips to create star teams out of star players [UPDATED]

webinarsThe 1992 United States men’s Olympic basketball team, nicknamed the “Dream Team”, was described by American journalists as the greatest sports team ever assembled. Essentially, the team took home the gold medal because they stood together for an all-important common goal: to represent the United States and perform as one team—not as individual players. The secret was behind recognizing team performance and aligning star players to one goal.

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The flexibility trap: Jody Thompson tackles the telecommuting controversy in her recent webinar

webinarsJody Thompson has a message: managing sucks.

At least, managing people sucks, which is what most managers end up doing when they should be managing work. If you’re not sure what the difference is, you’re not alone. “Most managers don’t even realize they’re managing the wrong thing,” Thompson said during her recent webinar for Achievers.

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Webinar recap: 6 steps to creating a culture of engagement

webinarsIn last week’s webinar, “Creating a Culture of Employee Engagement,” we heard from Christopher Rice and Mary Ann Masarech, two authors of The Engagement Equation: Leadership Strategies for an Inspired Workforce. This Human Resources Executive webinar, sponsored by Achievers, delivered actionable advice for creating a corporate culture that enables engagement.

The charismatic duo walked listeners through an effective strategy to creating engagement in the workplace. As Mary Ann emphasized, engagement surveys do not an engagement program make. As she put it, “Weighing the cow does not make it heavier.”

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Understanding Millennials and the needs of the future workforce

Millennials, Gen Y and Generation Me. These are just a few ways that Millennials have been described over the years. Do you wish you had some tips for understanding the needs of the future workforce? Many employers view the Millennial generation as an enigma, but you can’t afford to be uneducated about Millennials, as they are the future employees and leaders. It is estimated that by 2025, 75% of the workforce will be Millennials. The Class of 2012 will be graduating in a few short months, and it is important for employers to understand how to recruit, retain and inspire them. So how do you get the inside scoop about Millennials and what they want?

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