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empower employees

Staying Engaged During Corporate Change (Part 3)

In fact, change can sometimes feel downright terrible. Even if change feels frustrating, scary, or pointless, transformation can often lead to growth and opportunity for any person willing to accept it. But why would someone buy in to corporate transition amidst the chaos that comes with it?

In the first two parts of this three-part series, I discussed how science shows that to successfully navigate change, employees need to stay engaged in the workplace. The employees that report staying engaged during corporate change not only feel more positively about the change, they are also more likely to keep their jobs, or even be promoted. I covered the research from my book The Successful Struggle that suggests that to stay engaged, you should connect with a purpose and with people.

In addition to the two listed above, there is a third thing you can connect with during corporate evolution that might be the most exciting of all: Power.

You might recall David, from the previous blog post referenced above. David lost his passion for his job when the nonprofit he was employed at started going in a different direction. During a conversation with David, he revealed to me that the changes at his workplace made him realize he missed his old job in the field, working one-on-one with clients.

Although his current position doesn’t require it, David found time in his schedule to enjoy some client interaction. After several weeks of seeing the impact he was having working face-to-face with his clients, David regained his love for his job. He went back to doing the things he originally enjoyed when he started working for the organization, discovering that helping people made him feel competent, useful, and successful again.

David’s story of rediscovery should come as little surprise. After all, change can be disempowering. Prior to any alterations of their role, employees tend to know how to get their jobs done effectively and expediently. They understand the goals they are expected to accomplish, and the measurements used to judge their success in meeting them. When faced with the prospect of a major change in their job function, employees might not have the same familiarity of what is expected of them. How can they be successful if they don’t even know how to be successful in this new environment? With all this confusion, it’s no surprise that certain employees might feel powerless. However, there is a way to regain power.

The belief that you are capable – that you have the power to impact the world around you – is called “self-efficacy.” Employees with higher levels of self-efficacy have been found to navigate change much more successfully than employees with high levels of self-doubt. That’s not surprising, self-efficacy leads to a feeling of personal power.

If corporate change has you feeling powerless, it’s critical to regain your self-efficacy and subsequently, your feelings of power. To reclaim your personal power again, try these two strategies:

  • Get a Hobby. Science shows that if your power feels minimized in one aspect of your life, such as work, you can flex your power in other environments, like your home or hobbies. The power boosts you get in those environments transfers over to your work environment. So pick up a new hobby or rediscover a long-lost one, and revel in your growing power.
  • Make a Contribution. Once you’ve built up power in an area outside of work, like the weekend softball league, it’s time to transfer it back to the office. Ask yourself “how can I contribute to the current situation? How can I get involved?” Research suggests that self-efficacy and power can end up working in a loop; if you have confidence in your ability to navigate change, then you’ll likely take on a more active role in the change itself. And taking on a more active role in the change will give you more power to influence the change as it is happening.

Change doesn’t have to be disempowering. In fact, feeling powerful during change is as effective as actually having power. It’s all about how you frame your mindset. Build up your self-efficacy and remember that you have the capability to steer corporate change in your favor. In that case, maybe change will do you good!

To learn more, start from the beginning and read the first part of this blog series: Staying Engaged During Corporate Change (Part 1).

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About the Author
Courtney Clark speaks to organizations who want to adapt faster and achieve more by building a culture of Accelerated Resilience. She is the author of two books “The Giving Prescription,” and “The Successful Struggle,” a three-time cancer survivor, brain aneurysm survivor, keynote speaker, and founder of a nonprofit. www.CourtneyClark.com

 

Reduce Unneeded Stress

7 Ways to De-Stress Your Workplace

Stress is the single worst enemy of productivity. A stressed-out worker is usually not an efficient worker. Furthermore, high employee stress levels can lead to higher rates of employee turnover and absenteeism; who wants to work at a job with constant stress?

Not only is stress an obstacle to productivity, it can work against a business’ attempts to attain key business objectives. We all know that a business must be profitable to survive, but without recognizing the danger of pushing workers too hard, you’ll end up spending more money than necessary to counter mistakes made by tired, depressed, and stressed-out individuals.

Follow my 7 tips below to help your employees bounce back and minimize unneeded stress:

  1. Get Creative

Stress on the brain will squash creativity. It’s harder to “think outside the box” and be at your best when you’re chronically stressed. If you’re in a role that emphasizes mental nimbleness and dexterity, the consequences of stress can be a major roadblock to your (and your company’s) success.

Consider implementing a few creative strategies to lighten your employee’s mental load. Daydreaming is typically seen as a bad thing, however a few moments of structured mind-wandering every hour can help your workers recalibrate and better stay on task. Breathing exercises and “mindfulness” activities can also lessen workplace stress. Encourage workers to green up the office and bring in plants, which have a soothing effect on the soul. And if conditions allow, furry friends are also a wonderful addition to the workplace. According to WebMD, taking even a few minutes to play with a dog or cat can elevate levels of serotonin and dopamine — nerve transmitters that are known to have pleasurable and calming properties.

  1. SuggestScreenFreeTime.

The modern workforce spends most of its time glued to a computer screen. The problem with sitting in a cubicle and staring at a glowing rectangle all day is that it is a highly unnatural and inert way to spend one’s time. Interaction with other people, and with one’s environment, is needed to stay mentally healthy and engaged.

Hopefully, your employees already understand that they should step away from their screens several times throughout the day. You can take this further by suggesting the use of software tools, like F.lux, that make the light emanating from a computer monitor more natural and less straining on the eyes. This program makes the monitor show more typical “daylight” colors, which can help reduce computer screen fatigue.

  1. Offer Financial Counseling Services

Many people find that financial issues cause them the most stress. Promoting financial wellness and addressing the negative effects of money-related stress on employees is often overlooked by companies when they seek to lessen the stress level of their workforce. In fact, the Society for Human Resource Management (SHRM) noted in its 2016 Employee Benefits survey report that 61 percent of HR professionals polled last year described their employees’ financial health as no better than “fair” and 17 percent reported their employees were “not at all financially literate.”

Given the statistics above, there is much you can do to help your employees meet their financial goals. Consider bringing on a financial counseling professional that can assist your employees in determining their financial health and offer personalized, actionable advice. If adding staff isn’t an option, try designing a financial wellness program that motivates employees to be more proactive in saving for retirement, purchasing a home, or paying back student loans. You will find that as your employees gain clarity about their financial situation, they will not only be less stressed, but possibly inspire them to improve other aspects of their lives – including their productivity at work.

  1. Engage and Recognize Your Employees at Work

Higher employee engagement leads to higher employee productivity and happiness, so it’s critical to find ways to engage your workforce. One method used by many companies is establishing a recognition and rewards program. Recognition has been found to be the number one driver of employee engagement, so by building a culture of recognition, and having employees feel appreciated for what they do, you’ll see more positive social engagement and better performance. Encourage your employees to take time out of their day to de-stress by recognizing others for their hard work. A simple “thank you” can go a long way!

  1. Involve Your Employees in Exercise

There is nothing that gets people moving and motivated like a physical wellness program. Exercise is healthy and stimulating for both body and mind. There are various ways that you can get your employees involved in daily exercise habits that help them fight off illness, obesity, and other physical manifestations of stress. Could your company partner with a local gym, or give membership discounts to employees? Is there a yoga teacher willing to offer in-office sessions? Options such as these require minimal financial and time commitments for your company, so instituting at least one of them seems like a no-brainer.

  1. Offer Flexible Work Arrangements

Many studies have shown that flexible work arrangements can benefit employers as much as they do employees. Remote work and other flexible options can be a huge boost to many worker’s mental well-being, which in turn boosts your company’s bottom line.

Most people make money to support their families, but the long work hours needed to earn it mean a constant tension between work and familial responsibilities. Flexible work options, such as telecommuting, part-time roles, and flexible scheduling, can have a major impact on an employee’s quality of life. In fact, just the idea of a flexible work arrangement helped some companies improve their employee retention rates – before workers even started taking part. That’s right, simply by suggesting the concept of more flexible work, you can indirectly encourage employees to work harder and stay with your company longer.

  1. Promote Healthy Living Habits at Work

Remember that your employees’ health and welfare is key to increasing productivity and fulfilling the goals of your company. By offering free healthy snacks and encouraging your employees to maintain healthy habits at work, you are helping establishing the groundwork of a healthy lifestyle that could transfer over to the rest of their lives. As they say, you are what you eat – so by making sure there are healthy (even organic) options in the break room or at company meetings, you’re doing everyone’s bodies and minds a huge service.

Banishing stress from your workplace is an ongoing battle, but learning how to identify the symptoms of burn out and fatigue is a step in the right direction. Help your employees stay mentally, physically, financially, and emotionally healthy, and you’ll see your efforts reflected in a better bottom the company back in dividends.

To learn more about how employee wellness can lessen tension in the workplace, check out 5 Ways Wellness Programs Can Enhance Employee Engagement.

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About the Author
Beth Kotz is a contributing writer to Credit.com. She specializes in covering financial advice for female entrepreneurs, college students and recent graduates. She earned a BA in Communications and Media from DePaul University in Chicago, Illinois, where she continues to live and work.

 

workplace communication tips

6 Techniques: Improve The Way Your Employees Communicate

When your team works in the same building, it’s easy to get to know one another. Since you see each other every day, you’ll likely develop a deeper than surface level relationship based on proximity alone. You might come to know how your colleagues take their coffee, and maybe even buddy up with them when the company heads out on a retreat or outing. However, if the majority of your team works remotely, it can be difficult to maintain a culture of free-flowing communication. Here are six ways to ensure your colleagues have the means to effectively communicate.

  1. Stay up to Date

If your team is geographically dispersed, you might find yourself waking up in the morning to an inbox overflowing with new messages. This could contribute to missing out on important information as a crucial call to action might be buried beneath the newest messages in your inbox. Instead of relying on email as the sole source of communication, try using a good chat program to connect with your team in real time. This will help ensure that conversations are focused on the most important initiatives and allow any disconnection amongst the team to be addressed immediately.

  1. Use Emoji

It might sound unprofessional, but emoji can help improve communication. This is because the written word does not effectively communicate tone and emotion. However, using emoji in conjunction with a well-thought-out statement can inform the reader of intent, helping to avoid misunderstandings.

  1. Know When to Step Back

Try implementing a culture in which “doing” is as important as “brainstorming”. By allowing your team the opportunity to assess the necessity of their personal involvement amongst the larger group, you are allowing members of your team to step back from meetings and focus on tangible deliverables as needed. By instituting this team-wide, colleagues can work offline knowing another member of their team will fill them in if anything important arises in the meeting they missed. 

  1. Use Online Meetings

Using online conferencing tools can help get to the root of an issue much more expediently than a flurry of emails. They’re easy to use and your entire team can get together in the same (virtual) room. It’s very effective for communication, as you can see each other’s body language (which helps inform the tone and emotion behind a statement in the same way emoji do).

  1. Use the Right Form of Communication

Email is not always the best way to discuss an important subject with your team. Try giving them a call, inviting them to a chat room, or organizing an online meeting. Before reaching out, ask yourself, what is the best communication method for what I need to tell them? Are you kicking-off a major department initiative? Perhaps an all-hands conference call is in order. Are you checking in with a solitary employee about an overdue deliverable? A brief IM might suffice. Whatever it is you might be discussing, make sure the form matches the intent.

  1. Set Clear Expectations

While having multiple channels of communication to unite a workforce spread out across multiple time zones has allowed for a greater sense of corporate interconnectivity, these advancements have made it somewhat difficult for your team to know how and when you prefer to work. If you’re the type of person that limits email correspondence to working hours, say so. If you’d like finished work uploaded to the team Dropbox rather than sent as an attachment, tell your team.  By being clear about your expectations as to how and when you prefer to work, it makes everyone’s jobs easier.

Online Tools to Improve Communication

A portion of your team might already be working remotely, so you might be familiar with some of the online tools listed below. However, technological advancements addressing the gamut of communication issues are being developed every day, so there might be some tools you may not have seen:

  • Flow Dock: This tool gives your team one place for both casual and work chats. There’s a search feature that helps you find the specific task you were discussing, and a one-on-one chat for when you need to contact just one member of your team. The best part is you can try it free for 30 days.
  • Boom Essays: Your outgoing messages should be proofread, but you might not have time to do it yourself. This service could be the answer. Send them your messages and they’ll proofread any correspondence before you send it.
  • Uber Conference: Online conferencing can be a pain, but this tool makes it easy. You can track attendees, share your screen and easily share documents—all from an extremely intuitive interface.
  • Write My Essay: The primary form of your departmental communications will likely be email, so good email writing skills are essential. However, you might feel that yours aren’t up to scratch. Get in touch with an expert writer from this service. They’ll help you refine your email skills to better articulate exactly what it is you need.
  • Word Counter: If a message is too long, the recipient might tune out before you’ve made your main point. This tool makes it easy to keep things short and sweet. All you have to do is paste your writing in, and you’ll get a quick and accurate word count.
  • MikoGo: This screen sharing app is perfect if you want to share information, quickly. There’s no need to download a program; everything is done through the web app. You can even join for free, making it as cost effective as you can get.
  • Assignment Help: If you’re having trouble articulating specific needs within written communication, then it might make sense for you to get in touch with this writing service. They can help you with your business writing skills. Work with them, and you’ll see vast improvement in your writing skills.
  • Paper Fellows: Good grammar is the cornerstone of all good writing. Without it, your messages will be incomprehensible. This writing community can help you improve your grammar, making your communications much easier to understand.
  • Calendly: This is the easiest way to arrange meetings. You simply give the site your schedule, then email a link to the person you’re meeting. They pick a time they can meet you, and then the meeting is arranged. That’s it!

Give these tips and tools a try. You’ll find it’s much easier to communicate with your team, and you’ll get a lot more done.

To learn more about how Achievers builds alignment across its entire organization for both onsite and remote employees, check out the blog post To the Point: How Achievers Builds Alignment Across the Organization.

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About the Author
Mary WaltonMary Walton is an editor at Australian assignment writing service. She also helps online businesses to find passionate remote workers; and creates awesome resumes at Resumention. Mary has an educational blog Simple Grad, there you can find useful info on college life and college tips.

 

 

 

 

Positive Work Culture

The Secret Ingredients of an Amazing Company Culture

If you were asked about your top priorities as a manager, how would you answer? Increasing productivity would probably be first on your list, along with steady company growth, low employee turnover, seamless teamwork, and high employee engagement — after all, most businesses share similar goals.

However, you might not have considered developing an excellent company culture among your top-tier priorities, even though it is the foundation for every one of your key goals. When focusing on creating an amazing company culture, you will discover that other elements of business success fall into place organically. Let’s unpack that concept a bit and see why.

What Is Company Culture?

The first step toward improving your company’s culture is to have a clear handle on what the term means. One of the most accurate definitions is offered by business change strategist John Kotter. He defines company culture as “group norms of behavior and the underlying shared values that help keep those norms in place.” The key words in this definition are “shared values.” Employee alignment with your company’s mission and values is a critical component of positive company culture. A sure indicator of poor company culture is a workforce, total or partial, that has no personal interest or investment in the overall mission of their organization.

Why Company Culture Matters

A worldwide survey of 20,000 workers, conducted by Harvard researchers, found unequivocally that “culture drives performance,” but only 31 percent of employees report they are engaged with their work. Furthermore, the average employee would only give his or her company a grade of “C” if recommending it to a friend, according to Glassdoor statistics. A Duke University survey of 1400 CEOs and CFOs found that only 15 percent said their company culture is where it needs to be, while 92 percent said improving company culture would improve the overall value of the business.

Other research published in Harvard Business Review finds that disengaged workers cause 60 percent more errors and defects in work performance, while those under stress from negative cultures can increase a company’s health care expenditures by an average of 50 percent. We could go on with the dire statistics, but we’re certain you get the idea. How do you do the right thing for your employees as well as your company?

How to Create a Positive Company Culture

An interesting roadmap for creating a positive company culture can be found in the science of self-determination theory. Researchers writing in Harvard Business Review have identified three universal human needs that are central to fostering employee motivation. These three needs are autonomy, competence and relatedness. Let’s look at each of the three in turn:

Autonomy

To build your employees’ happiness through autonomy, make sure the goals and timelines you ask them to meet are developed in a collaborative manner. Workers need to feel that they have some control over their schedules and approach to tasks, rather than having every aspect of their workday micromanaged. HR professionals know that flexible work hours are at the top of most candidates’ lists of desirable benefits and perks.

Another aspect of leadership that contributes to a positive work culture is the avoidance of pressure and stress. The aforementioned HBR report states that “Sustained peak performance is a result of people acting because they choose to—not because they feel they have to.”

Competence

One of the most powerful employee incentives you can offer is the opportunity for training and development. Showing that you care about the evolution of your workers’ careers is a powerful expression of employee appreciation. This development may take some careful guarding of educational funds in your human resources budget, but the resulting increase in employee well-being will be worth your investment.

In addition to working with your team to set performance goals, you can nurture employee success by setting learning goals. Human beings derive a deep satisfaction from increased skills and competence, independent of every other type of employee reward.

Relatedness

This term describes the need inherent in most humans to feel connected to a larger team effort, and to be recognized and appreciated by other people. Employee recognition best practices should be built around this fundamental element of human psychology, providing opportunities for both colleagues and supervisors to offer recognition and rewards. While your team members don’t exert effort for the sole purpose of receiving rewards, they will thrive in the climate of solidarity and unity that those rewards represent.

Another crucial aspect of relatedness pertains to alignment with company values. The HBR analysis points out that employees need to connect their tasks with a noble purpose, and to feel that their own personal values are expressed in the way they spend their work days.

The CEOs interviewed by Duke University researchers were unequivocal in their statements that company culture drives “profitability, acquisition decisions, and even whether employees behave ethically.”

Building an amazing company culture should be at the center of your organizational health, and it begins with the three psychological elements central to employee engagement. To learn more about fostering an amazing company culture, download our e-book: “All for One and One for All: Uniting a Global Workforce with Company Culture.”

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Perfecting work perks

Company Perks That Don’t Work — And How to Fix Them

Today’s CEOs, managers, and team leaders understand the importance of keeping employee morale high. The fact that you’re reading this on the Engage Blog — a thought leadership blog meant to define, inform, and help increase employee engagement — means you must have some inkling as to the positive impact engagement can have on an organization. Many organizations try to address employee engagement by providing extra incentives, or “perks.”

When it comes to providing company perks, global businesses like Google, Yahoo! and S.C. Johnson & Son set the gold standard. By providing everything from free on-site gyms to dry cleaning services, these multinational organizations have inspired managers all over the world to come up with their own ways to make their staff happier.

In their haste to keep up with the Larry Pages and Sergey Brins of the world, many employers mistakenly implement work perks that are incredibly generous on the surface, but don’t actually benefit their employees.

As well as costing the company money, these well-intentioned extras can have a negative impact on employee morale; in some cases, creating feelings of resentment among staff that perceive their employer’s choice of company perks as an indication that they are completely out of touch with the wants and needs of individual employees. In other words, there is no such thing as a ‘one-size-fits-all’ approach to employee engagement.

With this in mind, let’s examine a handful of common workplace perks that don’t always hit the mark, as well as consider some ways to fix them and make your employees a little bit perkier.

  1. The Games Room

The idea:

You transform a room or a corner of your office into a veritable shrine to leisure and entertainment; swapping desks, spreadsheets and whiteboards for foosball tables, video games and miniature basketball hoops. It’s the perfect place for your staff to cut loose for a few minutes each day.

Why it doesn’t work:

After the initial excitement wears off, a great many games rooms end up either covered in a layer of dust or as a hangout for a very small number of employees that love the inherent interactivity of games. Other staff, such as those with young or boisterous children, might consider the games room an annoyance, and would rather spend their breaks someplace more conducive to conversation.fyou

Making it work:

There’s nothing wrong with establishing an area for staff to shoot some pool or play a little Xbox. There are a few questions to consider before doing so:

  1. Would a significant number of my team enjoy a games room?
  2. Would they have enough time to make use of it?
  3. Would it end up being dominated by certain staff?

If you’re confident that the room would still get plenty of use six to twelve months after being set up, then go nuts; your staff will get a buzz out of having so many fun things to do on their break. Just be sure to choose a location that isn’t so close to your work area that it will distract other staff members. Furthermore, opting for games that can be played in groups and enjoyed in shorter sessions can help foster teamwork without taking too much time out of the workday.

  1. Company Getaways

The idea:

You pay for the entire company or team to go away for a few days, hoping that unwinding in beautiful, inspiring surroundings will help your staff de-stress and get to know each other better. The plan is that they come back refreshed, closer than ever, and thinking their boss is the absolute greatest.

Why it doesn’t work:

There are myriad reasons why team getaways prove to be ineffective. The most common being that staff resent having to give up time they consider to be their own, even if the company is picking up the tab.

Company trips and team-building weekends tend to be dominated by the more outgoing members of your team, leaving the quieter members of your staff counting down the hours until they can go home.

For others, trips like these are a logistical nightmare. They’re forced to find someone to pet-sit or trust their partner is willing to take care of the kids alone. This is not only inconvenient, but it can negatively shape an employee’s perception of their company.

Making it work: 

Your staff wouldn’t all choose to take the exact same type of vacation, nor do they necessarily enjoy the same kind of activities. Instead of whisking your entire team away on a single trip, consider running a few destination events throughout the year that a) don’t require an overnight stay and b) cater to different tastes.

Choose activities that allow different personality types to shine. Mix up physical, mental, and creative tasks while experimenting with different group sizes to encourage the more introverted members of your team to participate.

Most importantly, don’t eat into your employee’s personal time to reward them—it’s not a reward if they’d rather not be there.

  1. Unlimited Time Off

The idea:

Your staff are free to take as many or as few days off as they like. The hope is employees will feel empowered by having some control of when and where they work. Unlimited PTO is also meant to foster a sense of mutual trust between employer and employee; employees are trusted not to abuse the system, and in return, they trust their employer more as they have a greater sense of work/life balance.

Why it doesn’t work:

Though allowing staff to make their own decisions about leave can make them feel incredibly empowered, there is evidence suggesting that some employees feel that there must be some kind of catch. They might also fear they’re being tricked out of time off that they are legally owed.

Another adverse effect is that employees might become overly anxious about the amount of leave they are taking, worrying that taking more days off than their peers will result in them being passed over for promotions. These staff members end up rarely taking days, often to the detriment of their health and performance at work, all to inform an external perception that may or may not exist.

Making it work:

Unlimited vacation time is a great way of showing your employees that you trust them. But it can also put a lot of undue pressure on them to self-regulate. To combat this, consider doing the following:

  1. Make time off mandatory. Let staff take as many additional days off as they need, but set a minimum number that they must use up before the end of the working year.
  2. Have a clearly defined UPTO policy in place. Set rules for taking time off, and make the procedure for requesting leave a part of your employee handbook. This might seem counterintuitive on the surface, but staff will take comfort from the fact that taking leave isn’t a free-for-all, and that their coworkers won’t suddenly hop on a plane to Italy, leaving them with extra work.
  1. Culture-Specific Perks

The idea:

In an attempt to get your team to socialize, you allow your staff to finish early on Fridays and head over to the local bar where their first drink is on you!

Why they don’t work:

The problem with perks is that unless they can be enjoyed by the entire team, some might not consider them to be perks. In fact, some people may even resent the implication that they should be grateful for something that they neither benefit nor derive any pleasure from.

Things like after-work drinking can be great fun, and many workplace friendships have been born over a cold beer. But they’re not fun for everyone. Due to any number of circumstances precluding them from taking part, staff could feel discriminated against if the company mandates participation.

Making them work:

Just like with the games rooms and company trips mentioned earlier, it can be difficult to please your entire team with a single reward.

Few employees will begrudge a new parent their extended leave or subsidized childcare, but when perks favor only particular individuals, it can create tension.

The simple solution is to ensure that you have enough unique perks to ensure your employees are rewarded in a way that personally resonates with them. You should also ensure that none of the perks you offer inadvertently isolate or exclude certain individuals.

Events such as after-work drinks should never be actively discouraged, but management should try and encourage rewards and events that benefit everyone.

  1. ‘Life-on-Site’ Perks

The idea:

You’ve gone full “Google,” providing employees everything from free meals to a mobile hair salon. With their annoying little chores taken care of, your staff are happier and more productive than ever before.

Why it doesn’t work:

You’d think that without having to worry about picking the kids up from daycare, making lunches in the morning, or running around the house to find a clean pair of pants, your team would be as happy as clams.

While true for some employees, others may interpret these perks as the company attempting to remove any need for employees to leave work.

Still have work to do, but need to get home to cook dinner? No problem; you can eat right here! Have laundry to do? Use our free laundromat! Now you have no excuse not to work!

Like unlimited leave, life-on-site perks like these can cause some staff to worry that by heading home to take care of their various chores instead of doing them at work, their boss or coworkers might not see them as team players.

How to make it work:

The key to successfully implementing perks of this kind is establishing reasonable limits as to the amount they are used. For example, if you have a laundromat, then issue staff with only enough tokens to make use of it when they need to, but aren’t forced to rely on it week in, week out. Similarly, if you’re providing staff with free meals, put barriers in place to stop people eating breakfast, lunch, and dinner at work every day of the week.

Finally, make it clear to your staff that these on-site facilities have been put in place to make their lives easier. They are not expected to make constant use of them or stay in the office any longer than necessary.

Perfecting Perks

It can be easy to misjudge how employees perceive workplace perks; when you’re trying to go the extra mile and do something nice for your team, you don’t expect them to resent you for it.

But choosing the right company perks for your business requires careful planning, and it’s important to consider any potential negatives, as well as the joy, your perks might bring.

Try to keep your own team’s wants and needs in mind when you’re looking for ways to reward them. That way, even if the perk you come up with isn’t the game changer you’d hoped for, your staff will still appreciate the fact that you’re trying to make their lives easier.

For more information regarding how to incentivize your employees, check out the blog post How to Incentivize the Modern Workforce.

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About the Author
Phil Kendall
Philip Kendall is the digital marketing and social media executive at RotaCloud, a UK-based startup that provides cloud-based staff scheduling solutions for small and medium-sized businesses. A writer, blogger and lifelong tech nerd, Phil is never far away from a keyboard, and has worked as everything from a freelance food writer to managing a team of writers for a Tokyo-based news and entertainment site.

 

 

 

EAW Success Stories

A-Player Appreciation: How Achievers Clients Celebrated Awesomeness during Employee Appreciation Week (EAW)

All businesses are comprised of a variety of capital, with human capital being the most critical to sustainability and success. The minds that drive innovation, the behaviors that build culture, and the personalities that forge relationships are all components of human capital. Employee Appreciation Week (or Day, Month, Year; however your organization chooses to celebrate it) provides companies with an annual occasion to be hyper-focused on their employees and express their gratitude in a public manner.

In today’s employee-centric world, where workers have many choices of where to lend their talents, it is important to reaffirm their decision to work for you. We know there was a plethora of appreciative gestures on or around Employee Appreciation Week, but we’d like to share some of the unique ways our clients leveraged the Achievers platform during the festivities to make their employees feel the love.

Creativity Through Messaging

Technology provides access to a bevy of different mediums and channels that can be used to convey a message. Bill Gosling Outsourcing took the opportunity to get creative with their Employee Appreciation Week approach. Bill Gosling CEO David Rae tried out his acting chops by starring in a heartfelt (and humorous – a blooper reel was included!) video message that was shared across their social media platforms. They wanted to make a direct appeal to employees by sharing a genuine message through a popular medium. And it certainly worked to promote positive recognition activity across their Achievers program. During Employee Appreciation Week, their total recognitions received increased a staggering 402.6% and their total unique recognitions (not including bulk recognitions) sent increased by 619.6%. If a picture is worth a thousand words, how much is a video worth?

What’s In It for Me?

Give a little, get a little was the approach Mercedes-Benz Canada took to foster an inclusive Employee Appreciation celebration. With a relatively new recognition program that launched in February 2017, they strategically leveraged launch momentum to promote the program and explain the motivation for implementation. Their campaign integrated multiple elements to drive adoption and participation by showing top-down support of their program through a bulk recognition from the CEO and behavior-based incentives where members were rewarded with points for positive recognition activity. Participation they wanted, and participation they got: received recognition index increased 300% and sent recognition index increased 389%! Looks like the Mercedes-Benz team is on the road to cultivating a culture of recognition.

A Little Competition Goes a Long Way

Friendly competition is an excellent way to spur participation, especially if it’s paired with a clear call to action. A client who is a large financial institution took this approach in developing and rolling out a #payitforward type of challenge across their lines of business (LOBs), with the winner demonstrating the largest percentage increase in recognitions sent during Employee Appreciation Week. The challenge was promoted through themed graphics and communications across their intranet, on the Achievers platform and via digital displays. The results were notable on multiple fronts. The top two LOBs increased their sent recognitions by an impressive 37.12% and 37.1% respectively, with overall recognitions sent growing by 26%. The number of recognitions sent on the first day of their 2017 #payitforward challenge came close to surpassing the sum of all recognitions sent during their 2016 EAW campaign. Inspiring robust recognition activity through competition? Check.

Have Something for Everyone

ESS launched a robust Employee Appreciation Campaign with multiple opportunities for employees to get involved and also offered incentives to help drive participation. Their campaign was not only a reflection of their huge appreciation for their team, but a strategy to garner increased participation in the festivities. Incentive programs, including the distribution of additional points to award, prizes for being a top recognizer and account activation bonuses (to name a few), ran alongside graphics and communications promoting Employee Appreciation Week. The verdict on their approach? A roaring success: total recognitions received increased 128% and total unique recognitions sent increased 215%.  If you want to drive specific behaviors, incentivize; whether with points, prizes, or a good, old fashioned “Thank you!”

At Achievers, we like to say that Employee Appreciation Week is the Oscars of recognition. If there is ever a time during the year to go all in on recognition, this is it. As the above examples demonstrate, when you come up with creative ways to promote recognition, the results speak for themselves. The important thing is to encourage participation and program adoption in order to build a culture of recognition that honors the contributions of your workforce. After all, a company’s most valuable asset is its human capital.

Check out just one of the many ways we celebrate Employee Appreciation Week here at Achievers by reading our blog post Employee Appreciation Week: Achievers’ Employees, We Appreciate You!

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About the Author

Sarah Clayton

Sarah Clayton is the Communications and Campaigns Specialist at Achievers, where she focuses on generating content to drive desired recognition behaviors and engagement on the platform.

 

 

 

 

retain employees

4 Ways to Avoid the Dreaded High-Turnover Rate

The cost of employee turnover is outrageously high. When a company loses a salaried employee, it can cost anywhere from six to nine months’ worth of the departed employee’s salary to hire a replacement. This means that if an employee is being paid $40,000 a year, the cost of everything from recruiting to training expenses will be around $20,000 to $30,000. In addition to costing your company a fortune, it can discourage talented employees from joining your organization. High turnover is one of the major red flags job seekers look for when considering a new employment opportunity.

Here are four ways companies can step up their game and hold on to the talented employees they worked hard to acquire:

  1. Get Rid of Top-Down Management

Everything in the business world is evolving and the concept of management is not immune. Many of the old rules and practices no longer apply, and the lack of a modern workplace philosophy is forcing skilled workers to leave their current company and take their talent elsewhere. The top-down approach to leadership and ruling with an iron fist is no longer a popular way to run a business.

In today’s workplace, the term “collaborative leadership” is commonly cited as a strong approach to employee management. This concept emphasizes leading by example and focusing on both corporate and individual benefit. For instance, Jacob Morgan, author of The Future Of Work, explained in a Forbes article how AMP Bank in Sydney, Australia makes it a point to sit down with each employee to explain how new technologies and strategies can benefit both parties.

It’s important to realize the vital role management plays in the development of a company. Gallup estimates that managers account for 70 percent of the variance in employee engagement scores across business units. Great leadership is a crucial factor in retaining employees; it goes back to the famous saying that “people don’t leave jobs, they leave managers.”

  1. Learn What Millennials Want

By 2020, it’s estimated that nearly half of the workforce in the United States will be comprised of millennials. Therefore, it is crucial to determine what these younger employees want out of a company. Ask yourself the following questions:

Millennials are looking for more than just a job with a steady paycheck, they want careers in which they are engaged with their company’s goals, and can develop their professional skills. A 2014 survey conducted by the Harvard Business Review and The Energy Project found that employees are most engaged when these four core needs are being met:

  • Value – Being cared for by their supervisor
  • Purpose – Finding significance in their work
  • Focus – Prioritizing
  • Renewal – Ability to take needed breaks

Regardless of the age of the employee, there is nothing worse than being stuck at a job that isn’t motivating. Fostering employee engagement can be difficult. However, emphasizing honesty and transparency for both company and employee alike can be integral in obtaining uninhibited employee feedback to gauge the direction of your workforce and what motivates them.

  1. Promote a Culture of Innovation

Everyone wants to be involved in a cutting-edge organization. Companies that want to remain ahead of their competitors must do their best to promote this mindset both internally and externally. For starters, when you’re advertising a job opening, take a step back and examine what your company is doing differently than similar organizations. Once you have a firm answer, drive this idea home and showcase what your business is collectively bringing to the big picture compared to your competitors.

Based on your business, this can be a daunting task. But, regardless of what product or service you provide, there is always room for innovation. Take Michelin for example. Tires might not seem like an innovative product but the science behind how rubber interacts with the road is complex. To promote a company-wide innovative mindset, Michelin sponsors cross-functional hackathons and internal incubators where employees are free to take risks and come up with new ideas for the good of the company.

Making sure that innovation is a strong aspect of your culture can play an enormous role in keeping employees engaged and motivated.

  1. Recognize and Reward Employees

While this one might seem obvious, it is still accurate: everyone likes to know their hard work is being noticed. Great employees are hard to find, and even harder to keep. So when you notice colleagues going above and beyond the call of duty, it’s important to provide plenty of recognition and rewards to encourage repetition. Recognition is essential to employee engagement and The Corporate Leadership Council shared in a recent report that highly engaged employees are 87 percent less likely to leave the organization.

Events like company-sponsored happy hours or weekend getaways celebrating a strong quarter can go a long way in demonstrating to employees how much their work means to an organization. Going beyond these types of “job well done” gestures, making sure top performing employees are appropriately compensated is the most important factor in employee retention.

To address this, you can try setting up recognition and rewards programs that encourages daily praises and constant appreciation. Or consider implementing programs within the workplace that are transparent when it comes to pay raising goals, such as merit-based pay structures. Just be sure to set goals at a level in which employees will need to put their best foot forward, while remaining reasonably attainable.

Talented workers tend to know their worth. If you are not paying them appropriately, they will have no problem finding an organization that will.

Over to You

Retaining high performing employees in the current business climate is very challenging, and with the many detrimental costs of employee turnover, your company’s bottom line could be adversely affected. If your turnover rate is higher than you would like, it might be time to take a close look at day-to-day operations and find the root cause as to why people are so willing to leave your organization. Sometimes, it is a simple fix. Other times, a complete organizational reinvention is needed to ensure the external perception of your organization matches the internal. At the end of the day, a company that focuses on engaging their employees, whether through strong leadership, culture, recognition, or rewards is on the right track to reducing turnover.

To learn more about employee turnover, check out the blog post How to Spot Who’s Going to Quit Next.

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About the Author
Lori Wagoner is a market research consultant. She advises small businesses on new ways to find local and national business. She’s an avid blogger and writes for sites such as Small Business Can, Tweak Your Biz and Customer Think. You can catch her on Twitter @loridwagoner.

 

Recognition: The MVP of Employee Engagement

No longer a specialist relief pitcher called in to face a tough hitter, or a rarely used bench player padding stats in garbage time, employee recognition has become a widely recognized superstar when it comes to driving employee engagement. And with only 41% of employees recognized at their desired frequency, and 60% feeling their managers don’t recognize them in the moment, a huge opportunity exists for your business to leverage recognition to engage your employees.

While there are a variety of ways to help create an engaged workforce, many experts, including AON Hewitt and the Harvard Business Review, believe that recognition is the most important pillar of any employee engagement program. As Meghan M. Biro states in her new eBook Recognition Culture: The MVP of Employee Experience, “Be it bonuses, awards, rewards, a virtual gold star, or a simple shout out on social media, fostering a culture of recognition drives higher levels of engagement, which translates into improved performance and better results.”

With the shifting dynamics and demographics in the contemporary workplace (millennials now outnumber baby boomers and the economy is reaching “full employment”) there is a greater emphasis on the individual. Accordingly, employee recognition should follow suit and be relevant to the person receiving it.

Gone are the days of the monolithic approach to recognition, in which employees were only recognized once a year during a performance review, with little news of their accomplishments reaching the greater organization or even worse, once every five or ten years with a “Years of Service” award. Replacing this approach with one focused on recognizing and rewarding people frequently with meaning and specificity has become critical in creating a true culture of employee recognition. And it follows that the more frequent the recognition the higher the employee engagement.

The Impact of Recognition: Is It Real?

Recognition as a philosophy is one thing, but does it have quantifiable value when put into practice? Horizon Blue Shield Blue Cross of New Jersey thinks so. In 2013, they implemented their Step It Up employee recognition program (hosted on Achievers recognition and engagement platform) across their four business locations in the hopes of increasing employee engagement. By year’s end, 90% of employees had joined the platform, with executives leading the way by being amongst the most active users. All of this activity contributed to:

  • 6 percent increase in its overall engagement scores
  • 14 percent improvement in engagement survey results related to recognition
  • 97 percent activation rate for its Step It Up Employee Recognition Program

The Step It Up program is still in frequent use today, with executives continuing to lead the recognition charge.

What You’ll Learn

Instituting a company-wide recognition program that encourages frequent peer-to-peer recognition regardless of title or department can be a game changer. In her new eBook, Meghan M. Biro provides the reasons why employee recognition is the most valuable tool for creating a culture of engagement and explains how tying recognition to core company values can ensure repetition through reinforcement – and have a positive impact on key business metrics including productivity, innovation, retention, and customer satisfaction.

If any of these business objectives mentioned are important to you, then it is time to consider implementing a strategic recognition program. But what should you look for when deciding on the best platform for it? To find out the answer to that question and more, download Meghan M. Biro’s latest eBook Recognition Culture: The MVP of Employee Engagement.

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About the Author

Iain FerreiraIain Ferreira is the Content Marketing Manager at Achievers. He lives in San Francisco. You can view his Linkedin profile here.

 

 

 

 

Benefit of Using Structured Interviews

Why Recruiters Should Consider Structured Interviews

Your interviews are probably more unstructured than they should be.

Too many recruiters and hiring managers ask interview questions that reflect their biases, increasing the likelihood that they don’t fairly compare candidates.  Even worse, many recruiters just “wing it” when conducting interviews because they claim that’s the best way to, “get a real feel for the candidate.” However, when discussing why Google turned to structured interviews, Google’s VP of People Operations Laszlo Bock made clear his thoughts on “winging it,” stating, “Typical, unstructured job interviews were pretty bad at predicting how someone would perform once hired.”

You may not be so unstructured as to totally wing it in an interview, but think of all the small talk you probably make over the course of interviewing someone. An unstructured interview might lead you into a 10-minute conversation about a shared interest with the candidate, like fishing or the movie you both saw recently, instead of working toward determining the viability of the candidate in fulfilling the duties of the vacant position.

According to internationally known talent management thought leader Dr. John Sullivan, “The selection and hiring of people is fraught with bias and subjectivity… Recruiters need to do everything they can to make objective and unbiased decisions – even though perfect objectivity is never going to be possible.”

Biases prevent employers from hiring people who actually fit the job. Allowing your biases to influence your hiring decision can result in hiring a bunch of people you just, well, like. Structured interviews help keep you from basing your hiring decision on how you “feel” about a candidate, or just because you have something in common with a candidate. It doesn’t matter that you both like fishing or both cried when you saw the movie “Lion.” A structured interview lets you rely on empirical data that you collect from each interview and helps reduce unhelpful biases.

Dr. Sullivan points out that “structured interviews reduce bias by focusing on relevant, job-specific factors and past performance rather than on personal characteristics. Questions focusing on what you expect for accomplishments and on evidence of past performance will reduce bias.” One common example is what psychologists call confirmation bias: we judge the candidate in the first five minutes (or maybe 30 seconds), and spend the rest of the interview selectively hearing only what confirms our preconceived judgement.

A structured interview format is one in which all candidates (no cheating–this means ALL) receive the same questions in the same order, and are evaluated using the same metrics.

Think of it as a science, not an art. You need clear criteria with which you’ll assess each candidate’s responses. Start by identifying or reviewing the competencies of the particular job. What is actually required to succeed in this role? Base your metrics entirely on this question. Be wary of traditional metrics like GPA and school attended.

Dr. Sullivan encourages recruiters to “make sure that your questions are not aimed at bringing out a bias of some sort.  Keep them job-specific and relevant to the work you want the candidate to do.”

Use a rubric that helps interviewers assess each response that candidates give. In addition to avoiding the unstructured whims and common biases, the rubric helps avoid the impact of your team’s varying moods. Even if you’re having a bad day, you can rely on the structured interview to function the same way every time. See? A science.

An additional benefit of using structured interviews is that they are also significantly more defensible in legal situations, largely because they provide more detailed, objective hiring criteria.

A structured interview doesn’t have to be dry or disengaging.

Your hiring team may resist a structured interview, claiming they are boring or overly rigid. These tips can help to get the team on board.

  1. Most importantly, the candidate should have a positive experience during a structured interview. In fact, you will decrease the likelihood that candidates walk away feeling judged unfairly. In the opposite scenario, candidates who don’t seem to relate to their interviewers on a personal level (because they don’t like fishing, for example) will feel disengaged and less impressed with your organization.
  2. If you want the hiring team’s buy-in, you need to involve them from the beginning. Prepare them for the change by explaining the reasoning and science behind structured interviews. Invite them to help create the interview questions. Provide them with the job criteria and prompt them with, “What would be a good question that would allow a candidate to demonstrate that they can perform this function?”
  3. Remind them that the point of the exercise is not in asking cool questions, but in hearing how the candidate answers. It might seem fun to ask someone what they did over the weekend or which famous actor they most resemble, but remind your team that this is not the best way to find a candidate with the right skills for the job.
  4. The hard part is making sure the hiring team sticks to the questions. You might have a rogue interviewer who resists the questions and continues to go off on tangents with the candidate. Show this person the hiring rubric you’ve created with the team, and demonstrate how those unstructured questions cannot be evaluated within the rubric, and thus bring subjectivity into the process.
  5. Here are a couple good interview questions from Google’s Laszlo Bock:
    • Tell me about a time your behavior had a positive impact on your team. (Follow-ups: What was your primary goal and why? How did your teammates respond? Moving forward, what’s your plan?)
    • Tell me about a time you had difficulty working with someone (can be a coworker, classmate, client). What made this person difficult to work with for you?

While there is no one way of ensuring your interview process is completely free of bias, determining a universal set of criteria, based on job functions, can help minimize the impact of preconceived notions.

To learn more about how to hire top talent, check out Achievers’ blog post on harnessing culture as a recruitment tool.

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About the Author
Anna Peters
Anna is the Content Manager for College Recruiter, which believes that every student and recent graduate deserves a great career. College Recruiter features thousands of articles, blogs, videos, and other content as well as 300,000 internship and entry-level postings for open jobs. Anna and her team of writers produce content for talent acquisition professionals, as well as entry-level job seekers. Her prior experience at nonprofits has made her an expert in directing volunteer recruitment and a champion for diversity and inclusion efforts. Connect with Anna on LinkedIn.

 

 

great communicator

Voice, Value, Feedback – The “Must Try” Communication Tool Driving Employee Engagement

Does anyone truly look forward to their annual performance review?  Leaders don’t enjoy preparing them and employees dread attending them.  According to HR analyst and industry thought leader Josh Bersin, “More than 70% of all organizations dislike the process they have, and I have yet to talk with an employee or manager who likes it at all (one client calls it a ‘soul-crushing’ exercise).” That’s why many leading organizations such as Accenture, Adobe, Gap, GE, Goldman Sachs and Microsoft all recently announced that they are remodeling this “soul-crushing exercise” and moving to something altogether new.

The most important adjustments to the classic performance review cycle are an increasing emphasis on constant feedback and a concerted effort to frame constructive feedback in more human terms.  According to a SHRM article by Dana Wilkie, “Among the changes: eliminating all numeric scales; doing away with “forced” or “stacked” rankings that create competition among employees; and replacing the once-a-year appraisal with ongoing feedback on a worker’s performance throughout the year.” This philosophical shift in the way criticism is dispensed wasn’t conjured up out of thin air. There is a practical reason behind the need for immediate feedback (and praise). As stated in an article in the March 2017 issue of Fortune magazine, “One big reason for the shift: Today’s companies now change strategy so often that annual performance reviews can be moot by the time they’ve completed them.”

Although many companies are moving away from the annual performance review, there will always be a need for direct reports to measure how they are succeeding and growing in their current roles. To ensure success, employers must set clear performance expectations while providing feedback and encouragement. In fact, research shows that team members desire to feel valued, heard and even “loved.”

According to a Gallup article by Jim Harter and Amy Adkins “Managers account for up to 70% of variance in engagement and consistent communication is connected to higher engagement.” But given that no two people communicate alike, it should not be surprising that less than 1/3 of Americans are fully engaged in their work.

George Shaw

The real challenge is that most managers think they are great communicators, when in fact, most are not. This has helped create a notable communication gap between leaders and direct reports, leading to confusion and disengagement.

Dr. JP Pawliw- Fry of the Institute for Health and Human Potential explains this gap as, “A distinct pattern we see over and over again in the leadership development training programs we run: when leaders face a difficult conversation, a feedback conversation or a performance review, most cover 85, 90 or 92% of the content of what they want to say in the conversation, but a funny thing happens when they get to the more difficult part, what we call the Last 8%. When they hit this part of the conversation – where there are consequences to what they are saying – they start to notice that the other person is becoming more anxious and (because emotions are infectious) they themselves become more anxious.”

This research goes on to explain that when the employee being coached starts to feel nervous and becomes defensive, their leader reflects those feelings, and starts to doubt their own intuition regarding the employee participating in the performance review. This is typically the moment the leader hesitates when offering uninhibited feedback. While seemingly innocuous, the real problem is that the leader might believe they have offered genuine feedback when really, they probably failed to address the issues most critical to both the employee and company alike. The failure to explain the Last 8% leaves the other person unclear on expectations. It’s not surprising then that the employee makes the same mistake several months later, with the leader becoming more disappointed and frustrated.

If managers and leaders are fearful when addressing critical business issues with their direct reports, how can we facilitate a complete constructive feedback conversation, including the Last 8%? From a brain science perspective and utilizing emotional intelligence – EI– we can learn to communicate in a way that doesn’t stimulate the “fight or flight” response typical of defensive behavior.

The first step in effective communication is listening to the other person and validating his or her feelings, because they are valid, even if they are not obvious. This level of empathy is an absolute necessity if the other person is going to be open to receiving your constructive feedback. If you start giving feedback before they are ready, their response will likely be defensive, making them unwilling to receive it. When a person’s fight or flight mechanism is activated, research shows that there are real physiological effects. Perhaps they might not hear you because their heart rate is increasing and oxygen is flowing to larger muscles, away from the thinking brain.

When a person is confronted with criticism in a performance review, it can cause an automatic negative response. “This neural response is the same type of “brain hijack” that occurs when there is an imminent physical threat like a confrontation with a wild animal. It primes people for rapid reaction and aggressive movement. But it is ill-suited for the kind of thoughtful, reflective conversation that allows people to learn from a performance review. According to an article in Strategy + Business magazine titled “Kill Your Performance Rating” by David Rock, Josh Davis, and Beth Jones

Thankfully, there is an excellent constructive communication tool that can help us all avoid the automatic “fight or flight” response. It is called the Voice, Value, Feedback (VVF) Tool, and it provides a framework for a complete, courageous, feedback conversation that even includes the Last 8%.

  1. Give the other person a Voice – share why you are having this discussion. Clarify your intention for the meeting. Seek contribution not blame – “I realize I may have not communicated clearly…” then let them share their feelings for a  few minutes.
  2. Value the person you are having this discussion with and empathize with the difficulties your employees deal with on a daily basis. Phrases such as ”I understand it’s been tough. I don’t blame you for feeling that way”, can go a long way in showing your employee that you care what they have to say, and value their perspective when addressing issues.
  3. Offer your Feedback – “I appreciate you and here is what we need from you moving forward.“ Be specific about the behaviours you would like your direct report to exhibit and focus on the actual impact they have made on your organziation, not on intentions. If necessary, share instances of past and current behaviors that are not acceptable and hope they will address moving forward. State clearly what you want from them, so there is no question as to how they can improve in the future. Use  phrases such as “We need you to…” “We expect you to..” “This organization relies on you to. . .”
  4. End the conversation by reminding this person how you feel about their contributions to your team. Recognizing an employee for their loyalty, the value they have created, and their impact on the organization can reinforce their belief that they have the skills necessary to improve on perceived shortcomings mentioned during the review.

Currently, I am coaching several leaders who have incorporated the Voice, Value, Feedback communication tool into their culture, and the benefits are real. It is critical that leaders are fearlessly proactive in the difficult conversations that are required in order to keep their direct reports engaged and at their most productive. Most importantly, as leaders, we need to ask ourselves, “Are we really having the Last 8% of that constructive feedback conversation?”

For more information on the benefits of effective feedback, and more insight on the debate over real-time feedback versus annual reviews, check out: “Real-time feedback vs. annual reviews: A showdown”.

And if you’d like to learn more about measuring employee engagement, the How’s and the Why’s, download the eBook, Employee Engagement: Four Places to Start Measuring What Matters.

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About the Author
Bobi Seredich Headshot
Bobi Seredich is a recognized speaker, author, trainer and successful entrepreneur specializing in leadership development. She has spent over 20 years of her career dedicated to creating, directing, writing and presenting leadership programs for top companies in the U.S. and around the world.

Bobi is the co-founder of the Southwest Institute for Emotional Intelligence and Managing Partner of EQ Inspirations. In 2001, she founded Equanimity, Inc. also known as EQ Speakers – a speakers’ bureau and leadership training company. It fast became a top speaker bureau that booked hundreds of speakers with large Fortune 500 clients. EQ Speakers was sold in 2012 and continues to be a leader in the industry.

Her book, Courage Does Not Always Roar – Ordinary Women with Extraordinary Courage, was published by Simple Truths in the spring of 2010. The book is a collection of her experiences and stories of women who have had the courage to overcome very difficult life events.

Her passion is to guide individuals and organizations to a higher performance level through her own business knowledge, inspirational stories and leadership emotional intelligence training. Bobi lives in Phoenix, AZ with her husband and 4-year old twins, Alex and Gia.

 

Wellness and Company Culture

5 Ways Wellness Programs Can Enhance Employee Engagement

Look up from your computer and take stock of the colleagues working around you, they might not be at their desks much longer  A recent Gallup study reports that approximately 51% of them [U.S. workers] are either actively looking for a new job or keeping an eye out for openings.

Some say it’s a people or a hiring problem, others chalk it up to the natural employee lifecycle. However, this career transience can be more properly understood as a consequence of poor company culture.

While companies spend billions of dollars and thousands of hours working on enhancing their consumer-facing brand, they spend a fraction of that on their employer brand.

Companies often neglect their “employee value proposition,” meaning they don’t spend enough time thinking about how to differentiate themselves from other companies in a job market that has seen increased competition for talented employees.

For a company to differentiate itself in this increasingly competitive market, it needs a laser-like focus on its employees. More than the just good of the company, your employees are interested in achieving work-life balance and seeing to their own personal well-being. They want to work for a company that values those things as well.

Work and life aren’t easily distinguishable from one another these days because every employee, from CEO to the newly hired intern, carries things with them from their personal lives into the workplace. The personal and the professional exist in symbiosis, neglecting one is doing a disservice to the other.

Invest in your team holistically. It doesn’t take a lot of time or money to make your team feel cared for in the place they spend nearly one third of their lives. Making this effort can increase employee retention, engagement, and attract new talent.

An investment in the well-being of your employees as individuals is an investment in the company itself. One of the best ways to show that your company is committed to its people just as much as it is to its customers and profits is by building a well-functioning wellness program.

Establishing an employee wellness program impacts more than just the individual, it creates a more productive, motivated, and engaged workforce. Don’t believe me? Here are five examples of how wellness can turn your company culture around, creating real business impact:

1. Goals

light bulb

Wellness programs are an effective tool to align company goals with the health and well-being of your employees. They clear a path for employees to incorporate their personal well-being into their work, as opposed to handling work and wellness as separate entities.

One of the main reasons that people don’t participate in wellness programs is because they don’t believe they have enough time (as many as 51% of employees according to an Economist Intelligence Unit (EIU) Study). However, it only takes a little creativity to align wellness goals with productivity goals, and this small effort will ultimately impact the business in a big way.

Starting with an easily accomplished task, such as setting reminders to break up screen time by taking a short walk, can establish momentum that will help build efficiencies into the work day and ultimately help to reduce burnout.

2. Morale employees working

It’s not a leap to suggest that the way an employee feels about their job directly impacts how they perform on the job. Morale and engagement are intertwined.

Around 70% of U.S. workers report not being engaged at work. In thinking about the colleagues I referenced in the opening paragraph, seven out of ten of them aren’t being utilized to their full potential. That’s disturbing.

Wellness initiatives can strengthen the commitment of the individual to the company. It’s a reciprocal relationship; employees who feel cared for are likely to match that feeling in commitment to the company – not to mention engaged employees perform 20% better than their counterparts.

If your office morale is low, don’t be afraid to get creative and try some out-of-the-box morale boosters.

3. Stress

employees

The presence of high amounts of stress in the workplace can make or break the relationship between employee and company. While a manageable amount of stress is healthy and motivates people to succeed, it can easily become overwhelming.

Stress presents itself in two forms, eustress and distress. The former pushes people to reach their goals and the other stifles production and growth. The root cause of stress for 80% of employees is work.

A wellness program that takes this into account and provides resources or activities to deal with high and sustained-stress situations can help identify and address negative stress before it becomes a problem. If stress does become a problem, it can lead to increased absenteeism and decreased productivity.

4. Relationships

employees

Fostering friendships in the office is beneficial both on a human level and as a good business decision. The Gallup study referenced above shows that about 20% of U.S. workers report having a best friend at work, which in itself isn’t that interesting. However, if employers could get that number up to 60%, the study posits that the resulting bonds would influence higher customer satisfaction and a 12% increase in profits!

The difference comes from a sense of being part of a team, rather than feeling isolated. Your employees will carry a greater sense of responsibility and purpose because they won’t perceive their work as only impacting them as an individual, but how it impacts the team, and company as well.

Offering activities that bring your team together outside of work can help foster closer relationships. Something as simple as sponsoring a company kickball or softball team can lead to seven times more engaged employees, and a more robust bottom line for the company.

5. Culture

laptop

A commitment to wellness is a commitment to building a strong workplace culture, and it follows that caring for your team means caring for your business. A strong workplace culture impacts more than just your employees, culture seeps out into the interactions employees have with customers, partners, and the community. Engaged employees are also your best resource in attracting talent, they’re the ones most likely to be extolling the virtues of your company culture on sites such as Glassdoor and LinkedIn.

Your company’s biggest asset is the people that have bought into the company’s mission. Ignoring the needs of the people that keep the ship afloat is dangerous and might leave you swimming with your head just above water.

Has your company invested as much in its people as it can or should? If not, what do you think you can do to change that? Leave a comment and start the discussion!

For more information as to how wellness can impact employee engagement, click here.

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About the Author
Barron Rosborough
Barron Rosborough is a seasoned digital marketer and writer from Los Angeles, CA. He writes on topics ranging from wellness to leadership (and everything in between). He is currently the Digital Marketing Coordinator at SnackNation, a curated healthy snack subscription service for offices and homes.

 

 

 

 

Engage Millennials in the Workplace

6 Easy Ways to Make Your Team Millennial-Friendly

With a steady increase in employable candidates, and the continued exodus of baby boomers, millennials are now in a position to have a major influence on their workplaces. But according to a recent study by Gallup, only 29% of millennials are engaged at work. This shouldn’t come as a surprise; millennials make no secret as to what they feel makes a workplace engaging. They want challenging, rewarding work in a team-oriented culture. Based on the knowledge above, it doesn’t hurt to ask: Are you actively molding your team dynamics to meet millennials’ expectations? Are you working on the transition from a ‘command and control’ structure to a network of cooperative and inclusive teams?

If the answer to the questions above is “no”, don’t fret, you don’t need a full overhaul of your business model to improve employee engagement and sense of fulfilment of your impact-driven millennial employees. Here are 6 easy ways to make your team millennial-friendly.

business employees

1. Empower small, agile project teams

In today’s fast-paced, global business environment, maximizing value streams is key to maintaining a competitive edge.

To do so, organizations often prioritize increasing their margins through best practices and efficiency. However younger employees tend to derive value from innovation and continuous results.

But it is possible to be cost-efficient and millennial-friendly at the same time. To do so organize work into small projects owned by agile, flexible teams.

Agile teams operate in a low-cost environment. They quickly address problems with solutions by bringing together business improvement concepts with customers and senior level colleagues.

By operating in project-mode, you create an ecosystem that meets 3 millennial needs:

2. Adopt transparency in communication and leverage popular mediums

In a world where work can be done anytime, anywhere, accurate and fluid communication can be a challenge for any organization.

Your young, socially-connected workforce expects information to be widely available in a timely fashion. For them, transparency from top to bottom creates a sense of collaboration.

Collaborative discussions and open-feedback loops will be helpful if you want to make your team millennial-friendly. Another efficient way to build trust across the organization is to bring strategic messages closer to employees.

Video technology allows executives to share a strategic message directly with their teams. Why not create a short “welcome” video from your CEO for new hires? Or take advantage of live video and share short messages in real-time?

3. Flatten organizational structures

A well-known contributor of employee engagement is a sense that an individual’s contributions have influence on the success of an organization as a whole.

A good way to achieve this is to give your millennials the freedom to be part of the decision-making process. If your organizational structure doesn’t allow a collaborative process for decisions, you risk deflating your young talents’ sense of leadership.

Take the Swedish company, Spotify, for example: Spotify creates engagement by balancing autonomy and accountability.

Spotify’s core organizational unit is an autonomous squad of no more than eight people, […] accountable for a discrete aspect of the product […] Several squads (are) linked together through a chapter, which is a horizontal grouping that helps to support specific competencies […]. Leadership within the squad is self-determined, while the chapter leader is a formal manager who focuses on coaching and mentoring.”

Spotify’s horizontal structure redistributes decision-making across employees, in contrast to traditional top-down, hierarchical models. This results in faster response times while simultaneously holding employees accountable for their ideas.

Not ready for a full overhaul? Not to worry, it’s still possible to reinforce your employees’ sense of responsibility and autonomy without undertaking a total business transformation. Small changes in your operating model can indicate that you value cross-functional collaboration over typical management control.

For instance, you can empower teams to discover best practice methods, and encourage adoption of these approaches from the bottom up. Or ask team leaders to embrace a coaching mindset that aligns with millennials’ need for regular feedback.

Employee Coffee

4. Change the focus of your meetings 

With the always-connected nature of millennials, massive amounts of information is consistently at their fingertips. And with the expectation that this information is to be digested and distilled into valuable bits to present to a team, establishing a well-defined focus for team meetings can create an environment ripe for actively exchanging ideas. According to the 2016 Deloitte millennial survey, the ideal millennial workweek includes 4.6 hours spent discussing ideas and new ways of working.

An easy way to make your team millennial-friendly is to carve out some time for “thought showers”; open discussions on lessons learned and continuous improvement. Alternatively, you can increase their sense of contribution by giving your young talent a spotlight to share their perspectives on a topic or cause they’re passionate about, or a cause they care strongly about.

5. Rethink flexibility

Flexibility is often seen as ‘flexi-time’ and work-from-home practices. These are elements of a culture of trust, and known factors in talent retention.

But flexibility can, and should, go far beyond this. What about encouraging flexibility of ideas, and diversity of thought?

An “open-door policy” towards new ideas embeds a culture of collaboration, innovation, and equality. At the same time, mentoring programs encourage cross-pollination of skills across generations, making employees more adaptable to rapidly changing business objectives. Promoting cultural intelligence within global teams brings various creative perspectives together.

A millennial-friendly team is flexible in the way it operates, and in the way its members think.

6. Make the team work for a higher cause

Team building significantly helps to retain talent, according to 79% of millennials polled by The Go Game.

But for a young workforce that takes pride in contributing to wider causes, team building activities must go to the next level. 76% of millennials regard businesses as a force for positive social impact. 

You can make your teams millennial-friendly by organizing charity days, or better yet, offering ‘volunteering leave’ so employees can partake in people-centric activities (e.g. involvement in LGBT or corporate responsibility).

By supporting such initiatives, you show that the team is, first and foremost, a group who share similar human values.

Mobile work

A small set of actions is all it takes to get started making your team millennial-friendly. Initiatives that connect directly to your young talents’ sense of purpose are easy to introduce but highly rewarding. These include improving collaboration across teams, fostering a sense of contribution, encouraging millennials to take responsibility, and enhancing transparency at all levels of the organization.

Now, what if you want to take employee engagement to a deeper level? Young generations want their values to be shared by the organizations they work for. So involve your millennials in office culture improvement, by giving them the freedom to find creative ways to internally promote your set of core values.

Want to create a magnetic culture? Access this webinar recording.

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About the Author
Coralie SawrukCoralie helps global organizations create efficient team dynamics. A people-person at heart, she believes the ultimate competitive advantage is created by the right talents working hand-in-hand, cheerfully. Coralie provides Strategic Business Transformation services across the globe, and mentors ambitious talents who want to become role models. Visit Coralie’s website or get in touch on LinkedIn.

 

 

 

 

unbeatable workshop ideas

5 Fun Employee Workshops to Host in the Office

Office workshops break up the day, boost employee loyalty, and reduce turnover because they communicate the message that each individual contributor is more than a number. The key is in choosing the right workshops; the less they feel like a chore for employees, the more effective they’ll be. According to management training and leadership experts at Mind Tools, ineffective workshops can bring more problems than they actually solve: “Done wrong, they can be a huge waste of time and money. However, if they’re planned well, they can be incredibly valuable for everyone involved. Workshops are great for brainstorming, interactive learning, building relationships, and problem solving,”

Consider the following five workshop ideas and how they might fit with your company culture. Choose a few to sprinkle into the company calendar, adding variety and fun to the usual brainstorming sessions and project-focused meetings.

Lunch and Learn Workshop

Choose a day each month when all the members of your department converge for an hour to “network” internally. Cater lunch from a local restaurant or ask everyone to bring a potluck dish to make it more of a special event. Each month, one team or employee will share an important project they’re working on. The rest of the team can then provide constructive feedback and fresh ideas.

This open dialogue strengthens both the sense of camaraderie and level of collaboration between teams. It’s easy to operate in a siloed organization, but that’s not good for business, or your employees. Use your monthly “Lunch and Learn” to remind employees that their co-workers are valuable resources that they can and should turn to.

Self-Defense Workshop

Not all workshops need to be work related—in fact, to keep employees interested, it’s better if some aren’t. Workshops such as this one for self-defense show employees that you care about their well being, both in and out of the office:

“For companies who care about their employees, especially those whose employees regularly walk to their cars at night or alone, it would behoove employers to offer self-defense training courses for workers,” says Jeremy Pollack, self defense expert for Home Security Super Store.

The most important part of this workshop is choosing the correct instructor. Pollack suggests the following tips for vetting:

  • Does the instructor have videos you can look at?
  • Has an HR rep or a referring party been to an actual class and seen what the instructor has to offer?
  • How realistic is the instructor’s self-defense style, and how much real-world training and application does the instructor have?
  • Does he or she fit with the culture of your workplace?

Vision Board Workshop

Transform a conference room into a creative space for employees to make their own vision boards. Vision boards are a visual representation of how you want to feel or something you want to accomplish – a way to bring things inside you to life. Giving your employees the opportunity to create their own vision boards is an exercise in abstract thinking and serves as a way to help them explore avenues and inspiration for personal growth, both within the organization and as individuals.

A few key materials for this includes:

  • White boards and markers
  • Pens/pencils
  • Sticky notes
  • Magazines
  • Scissors

Host this workshop each month, allowing  a maximum of five participants each time. At the end of the workshop, have the participants share their favorite piece of the completed vision board with fellow employees. This should be inspirational and eye opening for everyone, even employees who didn’t participate that month.

Take it up a notch by inviting a life coach into the office. The five participants can talk with the life coach for 30 minutes as a group to start thinking creatively about their profession and growth. They can use this conversation to spur their ideas.

Mindfulness Workshop

Research conducted at the University of California Berkeley has found that practicing moment-to-moment awareness can reinforce an employees’ confidence, satisfaction, focus and productivity. Help them funnel these positives into their job performance by offering mindfulness workshops.

A few mindfulness workshops you can host include:

  • Meditation, guided with a focus on productivity
  • Yoga for reduced stress
  • Awareness and relaxation training
  • Work-life balance training

If employees love this workshop, you could make meditation and mindfulness a daily part of their routine. For example, schedule one conference room as “open” from 8-10am for quiet meditation every morning. People can choose to use it as they desire, boosting efficiency and well-being at the same time.

Financial Tools Workshop

Facilitating a money management seminar will help your employees understand the nuances of investment, budgeting, diversification and other financial concepts. Equipping people with the knowledge and resources to allocate their income wisely is both a source of empowerment for them and a reflection of your leadership expertise and concern for their overall well-being.

According to experts at Jumpstart Coalition for Personal Financial Literacy, “Companies providing financial education show improvement in the workplace including increased productivity, employee morale, and company loyalty and decreased healthcare costs, absenteeism, turnover, workplace distractions, and operational risk across the company.”

As the Jumpstart experts explain, a workshop like this is also beneficial to your bottom line, “Financial education programs have the effect of contributing to the company’s bottom line between $3 and $4 for every dollar spent.”

Financial workshop ideas include:

  • Financial tracking: Creating and maintaining a budget; setting goals.
  • Smart investing: How and where to invest; how to get the most for your money.
  • Credit cards: Smart use of credit; best ways to maintain good credit; what to look for in credit card rewards.
  • Retirement: How to prepare; what the company does to help; different types of accounts, along with benefits and drawbacks of each.

Regardless of your business’ overall size or scope, company growth is dependent on an engaged, cohesive and dynamic workforce. Therefore, offering workshops that benefit your employees, both professionally and personally, can mean the difference between attracting and maintaining top-tier talent versus mediocre space-fillers. Make your team feel appreciated, and their performance will speak for itself.

Are you looking for more ideas on how to improve your office culture? Check out my blog post 5 Company Initiatives That Improve Office Culture.

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About the Author
Jessica ThiefelsJessica Thiefels has been writing for more than 10 years and is currently a professional blogger and freelance writer. She spent the last two years working tirelessly for a small startup, where she learned a lot about running business and being resourceful. She now owns her own business and has been featured on Forbes. She’s also written for StartupNation, Manta, Glassdoor and more. Follow her on Twitter @Jlsander07 for more small business tips and ideas.

 

 

 

Top 5 Ways to Boost Employee Morale

Are you one of those bosses who feels their employees should simply be happy to have a job at all? Unfortunately, some supervisors really do feel this way, particularly when the job market is tight. However, it’s an expensive point of view to maintain, especially in an economy that is nearing full employment: Discouraged employees are 87 percent more likely to quit, and you’ll spend a minimum of 21 percent of an employee’s annual salary on a replacement. To avoid this unnecessary expense, follow these five simple tips on keeping employee morale high:

1. Ask for input on special events

Have you ever had a bright idea for a company party or celebration, only to find that no one seems to share your enthusiasm? To avoid lackluster celebrations that don’t do anything to boost morale, encourage your staff to anonymously submit suggestions for the venues and types of employee appreciation events they’d like to see, and then encourage everyone to vote on their favorites. Employee retention depends on giving workers the sense you care about their priorities and that you seek their input on matters that impact them.

2. Encourage honest feedback

Seek genuine opinions from your workers, and don’t be afraid to  apply changes based on their feedback. Employee engagement will increase when you’re perceived as caring and confident enough to hear negative feedback. Winning your employees’ trust not only boosts employee morale, but it improves business results as well. The Harvard Business Review revealed that employee trust is essential to a company’s financial success. Your staff will also more readily buy-in to any changes that you make. Google uses this strategy with great results, creating “Google Cafes” in which all staff members share creative new approaches.

3. Hold yourself to the highest standard

Leadership is all about modeling hard work and dedication. Show your team that even though you have the right to leave early or delegate all the hard work to subordinates, you stay in the trenches and get the job done. Employees will feel supported and inspired by your example. Great leadership is key to employee happiness and success. Gallup’s leadership research shared, “When leaders focus on and invest in their employees’ strengths, the odds of each person being engaged goes up eightfold.”

4. Promote from your own talent pool

According to Forbes, external hires made 18% more than internally promoted employees  in the same jobs. Be fair and examine your internal talent pool before jumping the gun on bringing in an external hire. Give your employees opportunities for growth and advancement so that they will want to stick around and give you their all. If you make the effort to discover the unique skills and talents of each worker, you’ll be in a better position to know whom to promote when the opportunity arises.

5. Build employee motivation with rewards and recognition

Employee recognition is key to making your staff feel that it’s worthwhile to go the extra mile. Celebrating accomplishments through rewards and recognition lets your team know that you truly appreciate their efforts. It also builds a strong sense of teamwork when you encourage workers to offer each other public statements of appreciation. It’s a strong, positive motivator knowing your hard work isn’t going unnoticed and that you’re appreciated by your coworkers and leadership.

Snack Nation’s infographic revealed 36% of employees would give $5,000 a year in salary to be happier at work. Start boosting employee morale and happiness by following employee recognition best practices. With the right recognition program, your workplace culture and company’s bottom line will strengthen. Learn more about encouraging employee success by downloading our white paper: “The Total Package: Including Recognition in the Compensation Toolkit.”

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Creative ideas to draw in top talent

18 Ways: How to Find your Dream Candidate for 2017

“Whatever your life’s work is, do it well. A man should do his job so well that the living, the dead, and the unborn could do it no better.” — Martin Luther King, Jr.

You’re looking to expand your team. Congratulations on your company’s growth spurt! Now you want to find candidates that fit your company culture and bring the right expertise to the job. While you could just post to one of the huge job sites like Craigslist or Indeed, there are a number of other unique and creative ways to grab the attention of your future colleague, and here are a few…

Offer Rewards:  Offer a financial incentive to your current employees to assist with finding their new office buddy who will go the distance. Your staff know best what your company is all about and what success in the job entails. Set them on a mission to find the perfect candidate and reward them accordingly if they succeed.

Turn to your Network: Ask connections on your social networks to recommend people they think might be the right fit for your business. When candidates apply for the job you can see if you have any mutual connections and then reach out to those connections for “insider” information about the candidate.

Hangout: If you want to find the best talent in this hugely competitive market, go to where they are! Attend user’s groups, peruse online forums and read influential blogs; but don’t just lurk, comment and interact so they become familiar with you and your employer brand. Learn how to communicate authentically with the audience you are hoping to attract and you may be rewarded by finding a candidate you never even knew was in the market.

Niche Job Boards: Instead of putting your job listing into the mix of the huge job sites, you can target ideal candidates by using smaller, niche job boards that service specific business sectors  and categories such as creative, media, nonprofit, start up, technology, etc.

Go Local: There are local chapters of associations for every possible business field on the planet. By attending association meetings, you might find the right employee with just the right skill set for your company.

Hire Inside: Perhaps the candidate you are looking for already resides within your company. Keep an eye out for existing employees who are up for new challenges and encourage their growth and development by applying for a job outside their prescribed career path.

Heads up for the Boomerang: Don’t forget those great people you’ve previously worked with at different companies or those who worked at your current organization before and might be excited to come back. Either way, reaching out to former colleagues can be an invaluable enterprise when looking to fill a job opening. As an added bonus, you won’t have to time upfront getting to know them – your shared history makes it so you can get down to business.

Eyes Wide Open: Quite often the best candidates already have jobs, so be on the lookout for exceptional customer service and transferable skills, even from people in roles that don’t exactly match your current job opening. The right candidate rarely just falls from the sky, sometimes you have to headhunt and poach.

Cold Emailing: Emailing is still the most effective marketing tool out there. If you craft a personalized, specific email with engaging content for the potential candidate you will probably receive a thoughtful response. Recruiting emails often command more respect and consideration than other forms of less personal approaches.

Alumni trawling: Target the alumni networks of colleges and other learning institutions in line with your job requirement. At a minimum, you’ll know you’re getting a candidate with a strong educational background.

Paid Internships: What? Actually pay an intern? For a nominal fee you can put your intern through a rigorous program to gauge their skills and see if they are a fit for your organization. If they excel, hire them permanently.

Buddy system: What about hiring a trusted, personal friend? You’ll be spending loads of time together and you already have an established level of trust and rapport with each other. Win-win! Be careful though, as this strategy does come with some risks. Make sure your friend is a good fit for your company – and vice versa – or you could be risking more than just losing a new employee!

Virtual “Help Wanted” Sign: Have a permanent “we are looking to hire” button on your website so you can collect resumes from visitors. If individuals are being proactive by searching a company’s website, you’ve already found a candidate who is willing to do some research.

Tried and tested: You can always use a recruitment agency. They are financially motivated to find you the right candidate and they can save you from wading through thousands of resumes.

Fair Trade: While seemingly antiquated, a good old fashioned career fair could be where you meet the perfect candidate. If you prefer to not leave the comfort of your home or office, a virtual one works just as well.

Community Outreach: Approach a nonprofit organization for assistance with sourcing candidates. They are always looking to place their clients in opportunities where they can succeed, and they have usually done all of the necessary background checks for you.

Resume Redux: Keep the top candidates from the last time you hired on file. When a new job opening comes up – go through these files; perhaps you already have the candidate you are looking for right under your nose.

Use Facebook ads: Target your ideal candidate with a targeted ad. This can help separate the wheat from the chaff, and likely cut down candidates that express only a cursory interest.

“Pleasure in the job puts perfection in the work.” — Aristotle

Remember that wherever you choose to list your job opening, make sure you have crafted a clearly defined job description. You don’t want to receive a ton of applications from unsuitable candidates. When crafting your description you should illustrate to potential candidates the benefits of working for your company along with a clear description of the job expectations. Keep in mind that it’s crucial that your company culture is also attractive to the candidate. After all, these days companies are judged on more than just the financial compensation given.

Let your job listing speak to potential new hires as if they are a customer or prospect. Really sell them on the promise of your company and its unique mission and values. Go to company review sites to find out the perceived negatives of your particular industry and counteract that with a job offer that addresses job issues head on.

Individuals might look great on paper but can they actually do the job? Trust your instincts and don’t be scared to go after passive candidates (those who already have a job and might not be looking for a new one).

In the end, don’t settle, be patient. Hiring the wrong candidate can drastically affect your business and spark another prolonged hiring search.

If you think it’s expensive to hire a professional to do the job, wait until you hire an amateur. Red Adair

About the Author

Randi ShermanRandi Sherman is a content writer providing all your literary needs and actionable insights to drive new business and improve your bottom line with The Social Calling.

 

 

 

5 Tips for Employees Who Are Relocating

Relocating for your career is the perfect opportunity to explore a new way of life, meet new people, and get to know yourself that much better as you step outside of your comfort zone. A new study shows nearly 85 percent of millennial workers surveyed said they are willing to move to a new city for a job. Despite all this, let’s admit it, moving is rarely enjoyable. However, the idea of a shiny new opportunity awaiting you in your new home should help alleviate some of the stress caused by moving. So ride that wave of positivity all the way to your new location and embrace the opportunities brought on by change. Here are five tips that will help your move be virtually seamless:

  1. The right “fit”
    Employee engagement at work is very much determined by the type of environment and the people that populate said environment, so making sure your personal values align with those of your future employer, in both a cultural and business context is essential. Even if you are being relocated within the same company, different offices almost always have different cultures, traditions and demographics, so maintaining flexibility and an open mind will serve you well during your transition. For those joining a new organization, before you sign the offer letter, make sure to confirm the opportunity is the right choice for you. Visiting your new office location at least once before you commit, reaching out to new coworkers via email or LinkedIn, or inquiring about the different types of culture-building activities offered to employees (or lack thereof) are just some examples of ways to vet a new opportunity. My fellow Achiever, Dr. Natalie Baumgartner, speaks about the power of Fit here: TEDxMileHigh –  Natalie BAumgartner – Fit
  1. Get Familiar
    According to the US Census Bureau, almost 61 percent of relocations in 2015 were to another state. But just because interstate relocation is common, doesn’t make it easy. Getting to know the lay of the land in a new city or state can seem overwhelming, but when you approach it with an open mind, unencumbered urban exploration can be exciting. Start by taking practice trips from your new home to your new office. With apps like Google Maps, Waze, or HopStop, it is easy to find your way, but the last thing you want is to be late on your first day, so identifying any potential delays is crucial. Time yourself during the appropriate hours to take away the commute anxiety in a big way. After that, finding your new coffee shop route (a must have!), the best Thai place for lunch, or a cool spot for after-work drinks with coworkers, will all fall into place.
  1. Reach out
    The six degrees of separation theory in which everyone is connected to any other person on the planet through a chain of acquaintances has never seemed more true. Whether this new opportunity is your first job or you’re already well-along in your career, it’s a great idea to reach out to your current network and build a group of friends and colleagues to support your change. Utilize tools such as LinkedIn to connect with your future co-workers and get a sense of what they are. Alert your friends on Facebook as to your impending change and connect with old friends, and friends of friends, that live near your new home to ease the uncertainty of entering a new social scene. Finally, no matter how long it has been since you last connected, call or email old co-workers, family, or other people you may have crossed paths with before; as even the most distant contacts might enrich your experience in your new home. As long as it is done in a friendly and courteous matter, you have nothing to lose!
  1. Save more
    Accounting for an adjusted cost of living when moving often gets overlooked among the myriad of other activities needed to ensure a smooth relocation. But it’s vitally important to know that $20 doesn’t go as far in San Francisco as it might in San Antonio. First, make sure your salary is well over the cost of living with websites such as Numbeo or Living Wage Calculator. These sites can help you get a feel of how much you’ll be spending per month. Next, find out about relocation costs and if your employer is willing to cover any part of the expenses. A clearly outlined budget of specific moving action items will provide a baseline to your employer and make it easy for them to reimburse you. Make sure to double check your estimates by calling movers, looking at flight costs, and calculating the appropriate costs to move your pets. Keeping accurate records of moving costs will also streamline filing taxes at the end of the year. Lastly, you can never have enough savings for unplanned incidents and oversights. It would be wise to try and save the equivalent of 1 to 2 months of salary to cover the basics, just in case. You never know when your car will be towed while rushing to an appointment, or you get a leak in your brand new apartment! Eek!
  1. What you love
    Steve Jobs once said, “Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do.” This tip is the most important by far! Whether you think of your career as a marker of personal success or not, if this change brings you one step closer to a community you identify with, better accessibility to an activity that you love or a lifestyle that makes you truly happy, then you are one step closer to success. Remember that everything takes time and if you’re attracted to the idea of this relocation and willing to make the change, you’ll gain more knowledge and insight as to what is important to you regardless of the anticipated outcome. By engaging in what you love, inside and outside of the workplace, you’ll attract like-minded people and future opportunities that will ensure seamless and positive transitions for years to come.

To learn more about how culture can be the right “fit” for you, download our white paper All for One and One for All: Uniting a Global Workforce with Company Culture.

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About the Author

Phoebe LicataPhoebe Licata is an Employee Engagement Consultant by day and inspirational yogi by night. Her endless positivity propels her along her journey of consulting with companies on their employee engagement and rewards & recognition strategies. Connect with her on LinkedIn to talk about how to make your employees happy, engaged, and more productive at work!

 

 

 

 

Celebrate Employee Appreciation Week Achievers

Employee Appreciation Week: Achievers’ Employees, We Appreciate You!

It’s our favorite time of the year here at Achievers: Employee Appreciation Week! During this week the amount of love being sent throughout our organization gets cranked up to 11. We know that a simple “Thank you!” goes a long way – whether it’s a social recognition, monetary reward, or just a friendly high five – so we’d like to take this opportunity to say a very public “Thank you” to every Achievers employee for all their hard work, dedication, and passion. We are so proud to have such a great team pulling together towards achieving our stated mission – to Change the Way the World Works.

In honor of Employee Appreciation Week, we’re highlighting a handful of our A-mazing employees by spotlighting actual employee recognitions delivered via Achievers’ own ASPIRE recognition program. While we don’t have the space to feature all of our employees in one blog post (wish we could!), every member of the Achievers family deserves massive recognition for all the great work they do. So thank you A-players for staying engaged, recognizing your peers, and helping our customers boost employee engagement in their own workplaces.

Employee Appreciation Week Recognition Card

Employee Appreciation Week Recognition Card Employee Appreciation Week Recognition Card

Employee Appreciation Week Recognition Card

Employee Appreciation Week Recognition Card

Employee Appreciation Week Recognition Card

Employee Appreciation Week Recognition Card

Employee Appreciation Week Recognition Card

Employee Appreciation Week Recognition Card

Employee Appreciation Week Recognition Card

Employee Appreciation Week Recognition Card

Employee Appreciation Week Recognition Card

Employee Appreciation Week Recognition Card

Employee Appreciation Week Recognition Card

Employee Appreciation Week Recognition Card

We hope you spend this fun week recognizing your employees too. After all, 93% of employees hope to be recognized at least quarterly, if not more! Recognizing others is infectious and spreads positivity throughout an organization. So why not take the first step and recognize someone today for a job well done. But don’t limit employee appreciation to just one week. It’s important to appreciate employees frequently to foster employee happiness and continuously boost engagement and motivation. Recognize someone right now with our free and fun personalized online recognition card.

Looking for fresh ideas on how to show employee appreciation? Check out our blog post Out of the Box Ideas for Employee Appreciation Week.

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About the Author
Kellie Wong
Kellie Wong is the Social Media & Blog Manager for Achievers. She manages Achievers’ social media presence and The Engage Blog, including the editorial calendars for both. In addition to writing blog content for The Engage Blog, she also manages and maintains relationships with 25+ guest blog contributors. Connect with Kellie on LinkedIn.

 

ideas for employee appreciation week

Out of the Box Ideas for Employee Appreciation Week

Promoting a consistent culture of recognition is an essential component to employee engagement, but who says you can’t step up your appreciation game every once in a while? A good celebration tends to incite a positive atmosphere that is almost tangible to the touch – and the positivity is infectious. People’s smiles get a little bigger, the laughs a little louder and the residual feel-good attitude can be felt for days after. What’s not to love about that?

In the world of employee recognition, Employee Appreciation Day is the be-all and end-all of celebrations. In fact, some people (ourselves included) take it so seriously that we celebrate it for a whole week! If you’re keen on the idea of doing something extra special for your people to celebrate Employee Appreciation Day (or week), we’ve got some fantastic suggestions for you:

Fun and Games

My local gym (actually, it’s more like an adult playground) has a great little message on a wall that reads, “We don’t stop playing because we grow old, we grow old because we stop playing.”  There are numerous gratifying aspects of working, from building your career to meeting some amazing people, but I am a firm believer that everyone has an inner child who is just waiting to be let out to play. Here are some ways to indulge the inner child in all of your employees:

  1. Craft Room
    Fill a room with different art supplies and encourage your team to let their imaginations run free. If you have especially artistic employees, ask if they would like to share their skills through an art class.
  1. Games Room
    Puzzles, board games, cards – there are an infinite number of games out there. Games have come back in a big way in 2017, and they are the perfect way to facilitate some team bonding and to let off some steam in the process.
  1. Jumbo Games
    If you want to go big on the game front, rent a bigger game, like a ping pong or foosball table, for your employees to enjoy during the week.
  1. Trivia
    Have a condensed jeopardy type competition at lunch or put out random trivia questions throughout the day. To spice things up, add prizes.
  1. Throw Back Thursday: baby photo edition
    This one requires some prep, but is well worth the effort. Ask your team to bring in their baby photos in the days leading up to EAD/EAW, then compile the photos on a poster board and let the guessing begin. For added difficultly, sprinkle in some celebrity baby photos.
  1. Photo Booth
    Rent a photo booth (or get a Polaroid camera) for the office so your team can document the employee appreciation moments and get some new pictures to put up at their desks – or to share on social media. This has the added benefit of showing the outside world (think perspective employees) how cool and fun your workplace is.
  1. Comedy
    I have yet to meet someone who is not a fan of a good laugh. Reach out to a local comedy group and get someone in to get the chuckles going in the office. Who knows, maybe you even have a few comedians on your own employee roster.
  1. Scavenger Hunt
    There are SO many options with how to approach this. From items in the office to incorporating the surrounding neighborhood or having an ‘employee scavenger hunt’ (e.g. find someone who has completed a triathlon), there is huge potential to be creative here. Scavenger hunts are also a great way to promote inter-departmental collaboration and bonding.

Snacks and Treats

Snacks are fantastic, and I do not think it would be untrue to say that free snacks are an almost guaranteed slam dunk. Ever pay attention to what happens when the après meeting ‘leftover sandwiches are in the kitchen’ email goes out?  Mass kitchen migration.

  1. Hire a food truck to park outside the office (on the company’s dime) for lunch
    Food trucks are all the rage these days. They offer new twists on old classics, have unique menus and can provide more good fodder for social media posts.
  1. Ice Cream Sundae Bar
    Delicious ice cream. Creative toppings. Need I say more?
  1. Smoothie Bar
    Same idea as the Sundae Bar, but a healthier option (and could be more appropriate if you’ve been making wellness a priority at your company this year)
  1. Team Picnic
    The outdoors and food are two pretty awesome things, so when you pair them together it’s a pretty excellent outcome. Have a nice patio? Get your team outside and into the fresh air for a bit.
    **This is more applicable for those working in warm environments. If you’re located in an area where average temperatures in March are below zero this could be perceived as a perverse form of punishment.
  1. Top Chef Competition
    I would be willing to bet that every office has a few aspiring chefs in their midst. Put out feelers in the time leading up to your Employee Appreciation celebrations and see if anyone wants to put their culinary prowess on display for an entertaining, and tasty, competition.

Personal Development

  1. Ted Talks
    Screen Ted Talks throughout the celebrations – bonus points for committing to the ‘theatre vibe’ with comfy seats and treats (popcorn machine anyone?). You can put out feelers leading up to the event and ask people to submit topics or speakers of interest.
  1. Leader Q&A
    Transparency is king. It provides people with a sense of inclusion and breaks down some of the typical hierarchical barriers. Create a comfortable environment where Leaders answer employee’s questions and hear their ideas. It’s a good idea to include a moderator and a question submission box, in case employees wish to ask sensitive questions anonymously.
  1. Celebrate Personal Accomplishments
    People in your organization are capable of, and may have already done, amazing things. Take some time to celebrate your team member’s accomplishments outside of work – this is also a great way to get to know them as individuals, beyond the office.

These are just some ideas to get the ball rolling, the key to a successful Employee Appreciation Celebration is incorporating aspects that matter to your employees.

Start celebrating Employee Appreciation Week by giving thanks and appreciating your employees today. Recognize their great work with a personalized recognition card. Get started here. 

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About the Author

Sarah ClaytonSarah Clayton is the Communications and Campaigns Specialist at Achievers, where she focuses on generating content to drive desired recognition behaviors and engagement on the platform.

 

 

 

High Performance Employer

Designing a High-Performance Work Environment

In our previous posts, we focused on Pivotal Habits (ones that prepare us to perform by making us healthy, happy and secure) and Work Habits (the ones that make up our jobs).

We discussed the critical role these habits play in creating superior performance for employees and competitive advantage for companies. We explored why habits are frequently missed by businesses as the fundamental driver of performance, and recognized that adopting new habits is in some sense hard for people to achieve, and challenging for employers to create.

In this final post, we will explore how employers can approach the design of their businesses to ensure high employee performance, while also making sure that employees are engaged in and loyal to the business.

Understanding the foundational role of habits, we can frame the employee performance challenge for employers as a design problem:

How do you effectively design your workplace to make it easy, natural and enjoyable for employees to practice their Pivotal and Work Habits, in a way that not only has them perform optimally, but that leaves them thrilled with the experience, grateful for the support and highly engaged with you as an employer?

In solving this design challenge, the first thing to notice is that there are many things that make up the “workplace.”  It is the sum of all things that “surround” employees while they work, and these things are highly influential over how they think, feel and act. We can bucket all the things that make up the surrounding elements into four categories that we call Contexts, and they are vitally important to solving the design problem. Why is this?

A fish swimming in water (the Context for the fish’s life) is completely influenced by that water in everything that it does. So too are humans highly influenced by the Contexts of their life, and just like the fish we tend not to notice the influence of Contexts until they’re not there.

Perhaps this explains why most employers focus on employees when trying to solve productivity problems. We see the lack of performance and we typically associate the issue with the people.

We don’t notice, and therefore don’t act on, the surrounding Contexts that influence people in their daily work. In fact, the nature of Contexts (that they are unnoticed by most people, yet highly influential over our actions) is precisely what makes them so important to business designers.

The Contexts for workplace design

There are four Contexts we need to understand:

Physical Spaces: The physical environment in which employees conduct their work, which increasingly includes the home office as well as the more traditional office and factory floor environments. Designing high-performance spaces is more than just ensuring employees have the tools to do their jobs and requires us to understand the ways that physical design choices affect us psychologically.

Workplace Systems: The policies, procedures, business processes or, more simply, the rules (written and unwritten) that employees are expected to follow make up this context. Some of these rules leak into the workplace (like the laws of the land or the fact that we drive on the right side of the road) and can influence how we behave as well. So, it’s important to not only design our own rules but to understand how they will interact with rules that exist in the wider world.

Social Influence: The people that we work with every day. The day-to-day interactions with work colleagues and customers via live conversations, emails, shared experiences, and at events all strongly influence how we work, and what we achieve. We like to think we make all our own decisions, but at least 60% of the actions we take are highly or completely influenced by the people around us.

Individual Self: Our individual experiences, opinions, beliefs, knowledge and other filters through which we interpret the world. The stories we tell ourselves about the experiences we’ve had in the past hold the power to influence us in the present, which is why storytelling is such an effective influence method for employers. It can help employees to rewrite their personal stories in a way that helps to align their actions with the vision and mission of the business.

Each of these Contexts can be designed by an employer seeking to influence the experience employees have while at work. These experiences in turn affect the actions we take, the habits we form, and the way we feel about where we work.

Creating new habits by design

Understanding that designing Contexts is the most effective approach to establishing new habits still does not explain HOW to proceed.

To guide our thinking, we need to ask: What does it take to create a new habit? Or rather, is there a formula for creating new habits?

It turns out there is. Contexts influence us by creating forces that nudge us towards or away from certain actions. Just like the Contexts, there are four forces that influence habit creation.

Two forces that help us adopt a new habit are Compulsion and Capability. Compulsion is the urge to do something and it is a stronger feeling that mere motivation. For example, simply being motivated, or desiring something (like losing weight) never gets the job done. It’s the actions we take that make the difference, therefore we need to be compelled into action.

However, without the Confidence that we can succeed, we’re unlikely to take the first step and without Competence (knowledge and skills) we’re likely to fail even if we are confident. Competence and Confidence together make up Capability and, combined with Compulsion, help us to take new actions and adopt new habits.

Of course, life gets in the way sometimes. We run out of time, we get distracted, or we are derailed by last minute requests or family emergencies. These life events represent the two forces acting against us, either as static impediments to change (Barriers) or as active antagonists that draw us away from the actions to which we’re committed (Temptation).

The formula for new habit creation

The formula for creating habits says that if we’re Compelled and Competent enough to overcome Barriers and to resist Temptation, we’ll take new actions. If the forces stay in our favor over time, those actions will turn into habits. Thus, our habit change formula can be written as:

If (Compulsion + Capability) > (Barriers + Temptation) over time, new habits emerge.

The catch is that the formula needs to be true in ALL FOUR Contexts at the same time, and this explains why creating new habits can be such hard work.

We can use a series of Influence Methods, which are the many and varied ways in which an employer can ensure that the habit creation formula holds true, when designing all four Contexts. Applying these Influence Methods is the art and science of designing workplace Contexts and, when focused on the right habits, the well-spring of higher performance.

Achieving sustainable competitive advantage

In our Behavior Research Lab, BRATLAB, we’ve researched, discovered and applied over 80 distinct Influence Methods that not only support employees in practicing new habits of performance, but do so in a way that leaves them thrilled with the experience, grateful for the support provided by their company and highly engaged with their work and their employer.

Going to work on employee habits is a strategy that will remain hidden from competitors, but one that is massively powerful in producing results.

Employers that wish not only to future-proof their businesses, but to create a difficult-to-copy, sustainable competitive advantage, must learn the value of designing Contexts, and the many ways in which the array of Influence Methods can be integrated into those Contexts to ensure that employees perform at their best, and love working where they do.

This is how, at Habits at Work, we’re reinventing the world of work so employees thrive and companies flourish.

Professional speaker and founder of Habits at Work and BRATLAB, Andrew Sykes will talk about How to become a High-Performance Employer.

During Andrew’s webinar he will:

  • Explore why employee habits are the fundamental unit of corporate competitive advantage and why they’re often overlooked by leaders and managers.
  • Share research from the Behavioral Research Applied Technology Laboratory (BRATLAB) on which habits really matter, and how to design a business that makes it easy and natural for employees to sustain high performance over time.
  • Tell stories about the work of Habits at Work helping employers from a variety of industries to put their money where their mouth is when they say “People are our most important asset.”The stories of challenge and failure serve as cautionary tales of what not to do. The stories of success provide guidance on why design thinking is the key to future-proofing your business from competition and the pathway to becoming a high-performance employer.

Andrew’s webinar represents a brief summary of his upcoming book: Habits at Work: How to Create a High-Performance Employer, due for publication Fall 2017.

The webinar will cover a lot of ground in a fast-paced, lively and entertaining 1-hour session. Prepare to learn a lot, leave with food for thought and a new view on the future of the world of work.

http://blog.achievers.com/2017/02/designing-high-performance-work-environment/

 

 

About Andrew Sykes
Andrew Sykes
For more information, contact Andrew at Andrew@habitsatwork.com or read more online at www.habitsatwork.com or www.BRATLAB.com

 

 

 

 

HR Tech World 2017 London

Achievers in Action at HR Tech World: March 21 & 22, London

Have you ever wondered how much employee engagement can impact your business, and taken even one step further, the world? Imagine if every single employee felt valued, motivated, and recognized for their achievements? What a difference we would see in the workplace and society. Employees would actually enjoy going to work and as a result, would strive to reach their best potential. This would then be reflected in how they would treat their customers and fellow-employees, a virtuous cycle that would serve to lift everyone’s moods. HR’s mission is to do exactly that: increase employee engagement and, in return, boost employee happiness and business results. According to Gallup, companies in the top quartile of employee engagement see real measures of business success including 21% higher productivity, 22% higher profitability, 41% higher quality, and 37% absenteeism.

Where does Achievers fall into all of this? Achievers’ state mission is to: Change the Way the World Works, and we do that by offering world class employee recognition and engagement solutions that help bring about that change, one business at a time. You can learn how Achievers accomplishes this by joining us at HR Tech World in London from March 21-22. Discover why businesses are adopting Achievers’ award-winning solution to effectively increase employee engagement by an average of 22%! Join Achievers and thousands of HR Directors, executives, and thought leaders to focus on all things HR technology – what’s hot and where it’s heading. Within 10 years, over half of the office occupations in the world will be displaced by technology. How do we manage this? How do we capitalize on this? And how is HR tech defining the Future of Work?

This year, HR Tech World will be held at the famous venue ExCel London and will bring together a “Who’s Who” of HR. At this premier 2-day show, you will have the opportunity to meet some of the leaders in the HR tech space. Achievers will be there at Booth 303 with everything from live product demos to a “design your own T-shirt” stand. Come by and ask us anything you need to know about employee engagement and Achievers’ powerful rewards and recognition platform. Also, don’t miss up our lineup of speaker sessions:

Denise WillettUtilizing Recognition to Drive Employee Engagement
Denise Willet, Senior Director, Achievers EMEA

Denise is responsible for helping top employers globally increase employee engagement and retention, achieve desired results, and impact business success through recognition. At this session, you will discover the link between recognition and engagement and learn about Achievers 7 key principles that contribute to a successful recognition program.

 

Chase DolomontGet a Showcase of Achievers‘ Platform
Chase Dolomont, Solutions Consultant, Achievers EMEA

In the Product Demo Arena, Chase will offer a real-time view of the tools and strategies Achievers offers to help create an impactful culture of employee recognition that significantly impacts employee engagement.

 

And don’t just take our word for it. Listen to testimonials from amongst a list of Achievers’ customers. Or, come to HR Tech World and hear Colin Watt, Shop Direct’s Colleague Engagement and Relations Director, share how to successfully introduce sustainable recognition as an engagement tool and change-agent.

Colin Watt Shop DirectShop Direct is the UK’s second largest online pure play retailer with brands such as Littlewoods.com, Very.com and Veryexlcusive.com. After Shop Direct implemented the Achievers Employee Success Platform, the engagement score across the company rose from 67% in 2010 to its current, world-class level of 84% with correlated increased customer satisfaction over the same period. To find out more how this has been achieved book yourself into his Engage to Succeed session.

Don’t miss out on the rest of the stellar lineup of sessions – sign up and book tickets today. Then come by and join us at Booth 303 to get a first-hand look of Achievers’ Employee Success platform. Choose to get a guided 1-on-1 demonstration or try it yourself by browsing Achievers’ platform on an iPad. Discover how to quickly and effectively drive employee engagement with frequent recognition, both monetary and social, atop of continuous pulse monitoring. Find out in-person why Achievers’ innovative behaviour-driving engine produces real results for businesses.  Don’t forget to have some fun with our interactive touch screens to customize your FREE Achievers’ merchandise!

Want to arrange a prescheduled meeting with Achievers at the show?
Please contact Helen Brooker to organize a prescheduled meeting.
Email: Helen.Brooker@bhnetwork.com
Telephone: +44 (0) 7796 957726

We look forward to seeing you at HR Tech World at Booth 303.

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About the Author
Helen BrookerAs Marketing Director of Achievers UK, Helen is focused on establishing Achievers’ approach to employee engagement through recognition in the UK marketplace. She builds awareness for how Achievers can build successful recognition programs that align with strategic business objectives. She has been a marketing and solutions consultation lead within the wider Blackhawk Network business group for 6 years working with many diverse, global organizations to improve business performance across employees, channel partners and customers.

 

 

Employee Engagement in HR Tech

3 Employee Engagement and Recognition Predictions for 2017

Many of the emerging HR trends for 2017 are being driven by the millennial generation. Now representing the largest portion of the workforce, millennials value different things when it comes to their careers. What they want and what they look for — things like being recognized and making an immediate impact — have created a strong demand for employee engagement and recognition platforms that many leading companies are now adopting.

Employee recognition software linked to a corporation’s values can help incentivize employees while aligning performance with personal goals and values.  With the right recognition software in place, employees are able to gain a clear and immediate picture of their short-term achievements, how they compare to their team members, and how they’re measuring up to personal goals and company goals. They also get valuable feedback and recognition for a job well done.

The millennial generation looks for things other than a steady paycheck and the stability of working for one employer for the next twenty years. In fact, the majority of them will consider moving jobs if it means advancement and learning something new. HR departments need to continue seeking new ways to hang on to their top talent through something more substantive than free lunches and napping pods.

This is why in 2017, more companies will be focusing on employee engagement and the employee experience as part of their retention strategy. We can also expect more companies to adopt employee engagement software. Here are our top three predictions for 2017:

1. More Work-Life Blending

The modern workforce is willing to work hard, but they want to maintain flexibility and balance with regards to their personal lives. Today’s employees are comfortable checking their smartphones on personal time to respond to work emails and doing a little work on their laptop after having dinner with friends or family, as long as it means that, in return, they can skip the grueling commute and work from home once a week, or leave early to catch their daughter’s 3 p.m. soccer game.

Collaboration tools let employees check in with their boss, team, or a company meeting, without physically having to show up, and without losing any of the momentum on a project or missing important deadlines.

2. Recognition Will Continue to Increase in Value

The average time an American employee spends with any one company now is less than five years. This is a far cry from the days of gold watches and lunch with the CEO thanking you for your many years of service. Employees are more interested in social recognition, because feeling valued is a critical component to the work environment they want to be a part of. They want to feel like the work they do matters, that it’s noticed, that it made a difference.

Receiving recognition, encouragement and appreciation is inspiring and motivates employees to continue doing great work. Employee engagement strategies help leaders and peers to publicly recognize a job well done and fosters a culture of celebration.

3. Flashy Benefits Won’t Compete

People are starting to value experience over money, which is why they want to work in a culture of growth and learning and have opportunities to do something they can be proud of. Employee engagement software helps employees know exactly what kind of impact they’re having on the business in real time.

Culture has become one of the most important things a company can focus on, and providing employees with autonomy, flexibility, and the chance to make an impact, are the new differentiators for attracting talent. Benefits packages are still important, but in 2017, they will become secondary to positive employee culture. Companies that have ditched the traditional, annual review and moved to a model of continuous feedback and a strong culture of recognition are far more attractive to today’s employee than those offering a catered snack bar and quarterly ping pong tournaments.

* * *

In 2017, you can expect to see more companies adding employee engagement software to their HR platforms, doing away with the traditional annual review process in favor of continuous feedback, furthering the work-life blend, and placing a strong focus on the employee experience, aligned with a purposeful mission and meaningful goals.

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About the Author
Jessica Barrett Halcom is a contributor for TechnologyAdvice.com, with specializations in employee engagement, learning management system and performance management software. She holds a bachelor’s degree from the University of Wisconsin, Green Bay and currently lives in Nashville, TN.

 

Positive Work Culture

5 Company Initiatives That Improve Office Culture

In today’s competitive market for talent, office culture is everything. With employees spending most of their time (some upwards of 50 hours a week) in the office, it’s should come as no surprise that HR leaders consider developing and nurturing corporate culture and employee engagement to be their number one challenge.

Luckily, you don’t have to reinvent the wheel to improve company culture. Initiatives that promote health, work-life balance, kindness and gratitude already exist and can go a long way in bolstering a positive office culture while also increasing engagement.

If you’re unsure where to start, here are a few initiatives to consider:

Employee Health

Companies have been holding organization-wide health challenges and the like for some time now, but the kinds of health initiatives employees desire are different than they once were, where end results were all that was emphasized. People don’t want to step on a giant scale and see how much weight they lost (or didn’t lose!). Instead, they want measurable processes that lead to overall well-being; to track progress with technology, get stronger, healthier, and feel great. With that in mind, here are a few modern health initiatives to try:

Supply organic lunches: According to a 3-month Communispace study. millennials care deeply about what they eat: “More than a quarter say organic, natural and non-toxic products are part of maintaining their health and may see them as alternatives to traditional medicine, signaling an opportunity for brands well beyond the traditional health care sectors,” If your organization can’t pay for lunch every day, choose a couple days to provide an organic lunch for employees or consider partnering with a catering company or bringing in a chef.

Strength challenge: You are probably familiar with popular health hashtags such as: #Healthyisthenewskinny and #progressnotperfection. With the idea of encouraging progress towards health goals in mind, why not hold a fitness challenge and then give employees a period of time to prepare for a re-test, challenging them to improve their performance and beat their old numbers. The friendly competition will encourage camaraderie and morale among employees while emphasizing greater personal health through competition.

Sleep goals: According to the American Academy of Sleep Medicine, the more sleep an employee gets, the less likely they are to call in sick: “Results show that the risk of an extended absence from work due to sickness rose sharply among those who reported sleeping less than 6 hours or more than 9 hours per night,”

With fitness trackers and other wearables, people can now track how long and how well they’re sleeping every night. Set a sleep goal for employees and have them track their sleep over a period of time to earn rewards like gift cards, merchandise or PTO. Employees will feel better and they’ll love telling people they have “sleep goals” for work.

A Kindness Initiative

We could all benefit from more kindness in the world these days; not only at work but throughout our daily lives. In a recent poll, 76 percent of respondents said the world is a less kind place than it was 10 to 20 years ago. One way to bring more kindness, respect, and empathy into the workplace is with a kindness initiative.

It should include the following components:

Create a set of kindness “pillars” that everyone follows. Examples include: When giving constructive criticism or performance feedback, always give “compliment sandwiches” (compliment, criticism, compliment), assign work based on people’s strengths to set everyone up for success, exhibit small acts of kindness like holding the door open for coworkers, etc.

Institute regular recognition of employees. For this to stick, it has to work top down. Managers and team leaders can plan a monthly meeting where one or a group of employee(s) is called out for their excellent work. To ensure a tangible element for this type of recognition, employers can also create a wall of fame to post photos of these high performing employees. For larger organizations, an employee recognition platform is a great way to create and embed a culture of recognition.

Encourage employees to “give props” to their peers. If you use a tool like Slack to communicate within your office, this is easy to facilitate. Set up a channel where employees can recognize one another with a timely “thanks” or “nice job” regarding recent business successes. Using Slack, colleagues can not only tag the recipient of the “props”, but the entire channel, so everyone sees what that person did. Some recognition software providers, like Achievers, even allow the integration of popular tools like Slack within their recognition platform to further encourage “recognition in the flow of work”.

Employees will love getting the extra recognition, and more kindness may help reduce drama and sticky office politics.

A Volunteer Initiative

Giving back is not only good for the soul of your organization, it’s also good for attracting and retaining millennials: But sadly, only 57 percent of millennials believe that business leaders are committed to improving society. A volunteer initiative is relatively easy to set up and gives you a chance to boost your employer brand while also increasing loyalty and engagement among millennials.

Here are a few suggestions for setting up a volunteer initiative:

  • Hold a bi-annual volunteer event, where employees volunteer their time rather than go into the office for the day. Don’t do it on a Saturday—not only will you likely cripple turnout, but employees will likely not appreciate having an initiative such as this scheduled during their free time.
  • Reward employees who volunteer on their own time with “free” half-days.
  • Give every employee one workday a year, month or quarter to take part in a volunteer activity of their choosing.

In addition to the inherent value of the good deed itself, participating employees will feel good about themselves and gain more respect for your business, making volunteer initiatives especially valuable.

A Work/Life Balance Initiative

In the aforementioned Communispace study, 49 percent of millennials reported work-life balance as an important part of their health and wellness, followed by relationships with friends and family (47 percent). Employees of all generations care greatly about achieving a proper Work/Life balance, making it an important part of any culture campaign.

Luckily, there are many ways you can help employees foster desired work-life balance:

  • Half-day Fridays: Offer this once a month, or during a specific quarter. Many companies do this in the summer, when people tend to go on more weekend escapes.
  • Flexible work hours: Instead of limiting office attendance to the standard 9-to-5, allow employees to work when and how they can personally be most productive, whether that means coming in and leaving early, or working through the night. As long as they are performing up to expectations and making themselves available for meetings and other requests from colleagues, allow them the flexibility to manage their own schedules.
  • Work from home: If possible, allow employees to occasionally work from home, be it once a week or month.
  • Unlimited time off: This is something many startups and even larger companies are starting to offer. Employees can take as much, or as little time off as their job permits, without worrying about PTO caps or tracking their remaining vacation days. Fostering trust among your employees does wonders for engagement and it also benefits employers as it has been suggested that employees may actually take less time off when they have unlimited PTO.

A Shadow Initiative

This initiative allows employees to shadow their peers for a period of time. Business departments often get siloed and have little understanding as to what each other is doing. Shadow initiatives give everyone a chance to understand the roles of their collegues and see how their two positions can work together to achieve even better results.

To keep it organized, allow one department to shadow each month. For example, in March, members of the marketing team will shadow whomever they want. Set your time period (4 hours, an afternoon), and ask each shadow pairing to come up with one way they can work together in the next month.

Employees will love spending time doing something new and the business will flourish as connections are made that take projects and ideas to the next level.

To learn more, download the white paper All For One and One For All: Uniting a Global Workforce With Company Culture.

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About the Author
Jessica Thiefels
Jessica Thiefels has been writing and editing for more than 10 years and spent the last five years in marketing. She recently stepped down from a senior marketing position to focus on growing her own startup and consulting for small businesses. She’s been featured on Forbes and has written for sites such as Lifehack, Inman, Manta, StartupNation and more. When she’s not working, she’s enjoying sunny San Diego with her husband and friends or traveling somewhere new. Follow her on Twitter @Jlsander07.

 

Effectively Navigate Organizational Change

Understanding Change and Its Impact on Engagement

Change is a funny thing, isn’t it? We frequently resist it, yet progress is impossible without it. In fact, we can’t really move through life without it. The desired approach for most of us is to experience change in small, bite-size chunks. Otherwise, it can wreak havoc on us when there’s too much at once and we’re not prepared for it.

The same goes for organizational change. Arguably though, organizations need to be in a continual state of change in order to move forward. Whether we call it “transformation,” “growth,” or just the natural evolution of the business – companies must continue to evolve in order to stay competitive and relevant, to employees and customers alike. In other words, organizations cannot afford to stay static for any length of time in today’s environment.

The ongoing need for change presents a tricky situation when it comes to employee engagement. While leading organizational change, you must be able to rally the troops’ ongoing support and understanding. Too much top down change at once can result in disengaged employees, which equates to a loss in productivity. Employees begin to feel as though they don’t have a voice or a sense of control. The weight of the loss of familiarity and certainty can bear down on employees until they start to fatigue, and slowly but surely, begin to check out. They might still perform their jobs, but they certainly won’t be putting forth their discretionary time and effort towards realizing the shared vision of the organization.

What may surprise you is this behavior should be considered normal. Our brains are wired to resist change. The oldest part of our brain – the reptilian brain – auto-responds to change with the fight or flight response. It takes practice to bypass that part of our brain and access the rational brain where we can use logic to overcome our innate, initial reaction.

As HR and OD professionals and people leaders, how can we help employees with that process? How can we best position ourselves to lead and at the same time guide employees to think more rationally about change? After all, employee resistance is one of the leading causes for the failure of change initiatives (Bovey & Hede, 2001b; Waldersee & Griffiths, 1996). According to Cynthia Wittig, “Such findings indicate that change agents focusing on employee reactions—including resistance and acceptance—during organizational change is of utmost importance to the success of the initiative.”

How do we help eliminate the resistance? Where should your change-agent-leaders focus their efforts?

1) Address the emotions first by answering the hard questions upfront, including addressing, why?

We are persuaded by reason, but we are moved by emotion.  Acknowledge what employees may be feeling. You don’t necessarily have to answer for it, but you can acknowledge it and lead from the front by demonstrating authenticity and optimism in response. Acknowledging and naming the feelings helps create distance between a person and a situation. It creates a moment of objectivity. Instead of, “I am afraid,” they can at last get to, “I feel afraid about what Mr. Jones shared during town hall and how it might affect my department.” It also helps those of us who may have a hard time defining how we’re feeling, to make sense of why our hearts start racing, or we get sweaty palms, or feel unsettled in response to certain news.  If you have a tough change coming up – call it what it is and help employees understand why the organization needs to head in that particular direction. Our brains don’t like incomplete stories and in the absence of information, we can come to all sorts of crazy conclusions. These concocted conclusions can spin FUD (fear, uncertainty and doubt) out of control into a danger tornado that is likely to pick up your change initiative and spit it out in the Land of Oz.

2) Communicate. Communicate. Communicate. Oh, did I mention? Communicate.

The amount and quality of information that is communicated to employees can influence how those employees will react (Wanberg & Banas, 2000). Running today’s ever-evolving organizations takes a lot of heavy lifting. It requires people-leaders and executives to be clear on the changes that are occurring and why those changes are taking place. AND it requires intentional multi-touch communications about said changes with all employees. Cynthia Witting shares, “There are several communication processes that impact employees’ reactions, including frequency, mode, content, and flow of communication. Gray and Laidlaw (2002) argued that the more embedded these processes are within management, the more effective the outcomes are because they enhance the quality of working relationships, harmony, and trust.” Sending out 1-2 emails about a change really isn’t enough. Ideally, there is a real-time, always-on, cross-functional, organization-wide conversation about these topics so that everyone can weigh-in equally and ask questions with transparency and without fear. This method should also provide communication scalability. In the absence of such a system, there needs to be on-going fireside chats or other means for employees to submit questions and expect real, authentic answers.

3) Employee participation in decision making.

According to an Aon Hewitt research study, the number one driver of employee engagement during times of change is the ability to be involved in decision making.  However, you might be thinking – if I ask them what they want or what their thoughts are, am I opening a proverbial can of worms? The reality is yes, initially it will require more work, but the outcomes of increased success and higher engagement are well worth the trouble. In fact, there’s a whole body of research available with a documented approach to making wide-spread change while engaging the whole team. It’s called Appreciative Inquiry. As opposed to the typical deficit-based mindset where everything is a problem to solve, the approach focuses on inquiries into the organization based upon what is working and what we want to do more of so that the team naturally moves in that direction. When folks have a voice – they feel heard and acknowledged. This is fundamental to creating and maintaining highly engaged employees. Particularly, in times of change.

Perhaps Buckminster Fuller said it best. “You never change things by fighting the existing reality. To change something, build a new model that makes the existing model obsolete”.

How has your organization effectively navigated change? We’d love to hear your thoughts!

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About the Author
Leigh BurgerLeigh joined the Achievers Professional Services team in June 2014 She serves as a trusted advisor to HR executives, professionals and business partners for the Achievers Fortune 500 global brands in rolling out their Employee Engagement platform. She holds a Masters, Positive Organizational Development & Change from Weatherhead School of Management at Case Western Reserve University as well as several relevant certifications. You can check out her full profile here.

 

 

Connect to the purpose of change

Staying Engaged During Corporate Change (Part 1)

When change sweeps through an organization, it often causes confusion, frustration, and fear. Even when dressed up with fancy words like “transformation” and “innovation,” employees know the end result is one thing: change.

One reason corporate change is uncomfortable is that it requires disconnecting. All change is, in disregard, disconnecting. Change forces us to let go of our old ways of being and our old measures of success.

To successfully navigate a changing workplace, studies show you must stay engaged. In my book The Successful Struggle, I examine several workplace studies on corporate transformation. The studies suggest that remaining engaged during corporate transformation is a key indicator of employee success and happiness.

In this 3-part blog series, I’ll share strategies for staying engaged in your changing workplace, so you can come out on top at the end of the transformation. All of these strategies involve connecting with something, to help fight the disconnection brought on by change.

The first strategy is to connect with the purpose of the change. Human beings are meaning-making machines: we are always asking “why?” We want to know why the change is happening, why it’s important, what it means for our future, and what the outcome might mean for us.

When change occurs in the workplace, however, getting the answers to those questions isn’t always easy. In one of my jobs as a director at a nonprofit organization, we had lost some employees and were shifting around responsibilities. Some departments were taking on new roles, and I was given control of a new income stream. No one told me if the new responsibilities were permanent or temporary, or even trained me on how to accomplish them. I didn’t know what was expected of me, or even why the tasks had shifted in the first place. This left me feeling disconnected from my purpose and challenged my ability to give my new duties proper meaning.

Leaders sometimes discuss the “why” of change around the management table, yet by the time they roll out the change to everyone else, they’ve moved on to talking about “when” and “how.” But for those of us just hearing about the change for the first time, we need to hear the “why” or we’ll never get on board. We won’t understand the purpose of the change, or what the payoff might be.

If you’re stuck in a corporate change and don’t understand the purpose behind the change, you’re bound to feel disconnected. To connect to the purpose of change, try these three things:

  1. Start a Dialogue about the Future. At a staff meeting, ask the leadership team about what the change means. To keep things positive and productive, frame your questions around the company’s future and how the change impacts the future outlook. Asking smart questions and staying positively engaged in the change will make you shine in your manager’s eyes.
  2. List your Opportunities. This change likely brings with it the possibility of growth for you, personally, and not just growth for your company. As you begin to understand where the company is headed in the future, write down ways the change can open up new doors for you.
  3. Make Change Less Personal. Because change is disconnecting, it can sometimes feel like it’s a personal affront to us. But letting the voice in your head tell you that change is personal keeps you from adapting gracefully. Change is bigger than you, so don’t let your mind dwell on how much you’re personally suffering.

Using these three strategies helps you understand the potential payoff of the change, and get behind it. When you reframe change as a challenge with a purpose, you’ll have a much easier time coming out on top!

Check out the second piece of my three-part series on staying engaged during corporate change here.

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About the Author
Courtney Clark speaks to organizations who want to adapt faster and achieve more by building a culture of Accelerated Resilience. She is the author of two books “The Giving Prescription,” and “The Successful Struggle,” a three-time cancer survivor, brain aneurysm survivor, keynote speaker, and founder of a nonprofit. www.CourtneyLClark.com

 

Trending HR Topics

Engage Blog: Top 10 HR Blogs of 2016

How fast time flies! Can you believe it’s already 2017? Every time a new year rolls around, I like to reflect on the previous year. For Achievers and the Engage Blog, 2016 was extremely eventful. For starters, Achievers’ Customer Experience (ACE) 2016 was a huge hit, with amazing keynote speakers, including famous journalist Joan Lunden and CNN commentator Mel Robbins. From the 50 Most Engaged Workplaces Awards Gala to a stellar lineup of speaking sessions, ACE 2016 brought together a Who’s Who of top performers and thought leaders in the HR and employee engagement space. If you weren’t able to make our biggest event of the year last year, no worries. We have the sizzle reel right here for you to watch! Stay tuned, registration for ACE 2017 in New Orleans opens in just a few short months.

Here on the Engage Blog, readers enjoyed a wide variety of HR topics in 2016. Trending topics ranged from employee turnover and talent management challenges to top company perks and thought leadership on the hot topic of employee engagement. To recap the hottest HR themes from last year, we’ve compiled our top 10 blogs of 2016. A must-read for HR pros – and employee-focused management of all stripes.

  1. 30 Fun, Fresh Ideas for Employee Appreciation Day – Or Week!
    Do you know when Employee Appreciation Day is? Officially, it’s the first Friday in March. But because we love employees so much, we celebrate them that whole week! Regardless of whether you celebrate it for a day or a week, it’s the perfect time to show your employees some love. To help you celebrate in style, we shared a list of fun ideas to help spread employee appreciation across your entire organization – including how to enhance wellness perks and boost employee recognition. Read more >
  1. 4 Ideas For Celebrating Employee Anniversaries
    Show your employees how much you value their work and dedication by celebrating employee anniversaries. By observing major milestones, you are demonstrating employee appreciation and encouraging employee recognition. Yearly work anniversaries are no longer limited to just a mug with a “Congrats on Your 1-Year!” sticker on it. Discover new and refreshing ideas for celebrating employee anniversaries. Read more >
  1. Top 5 Best Company Mission Statements
    Does your company mission statement resonate with you? Company mission statements are meant to align an organization’s employees to a clear, primary purpose. If your company mission statement lacks luster, your organization as a whole might suffer.  Find inspiration for your company mission statement by checking out our top five list. Read more >
  1. 3 Biggest Talent Management Challenges for 2016
    Did you know only 39 percent of employees are “very satisfied” with their jobs? Why is this and what can you do about it? Sometimes employee dissatisfaction starts with management. It goes back to that famous saying, “Employees leave managers, not companies.” It’s a manager’s responsibility to help employees love their jobs. Discover three major talent management challenges and how to address each. Read more >
  1. 4 Signs An Employee Is About to Quit
    Employee retention is vital to maintaining company morale and reducing high turnover costs. It’s been estimated that employee attrition can cost six to nine months’ worth of a departing worker’s salary. Learn how to retain great talent by understanding why employees quit and monitoring for signs that they may be planning to leave. Read more >
  1. 5 Keys: How to Become an Inspirational Leader
    Don’t settle for average leadership. Learn how to motivate your team and become an inspirational leader. Marci Peters, Achievers’ Director of Customer Service, shares insight from her 20+ year career in customer experience and reveals five keys to unlocking the inspirational leader within. Read more >

  2.  Top 3 HR Trends for 2016
    What were the top three HR trends from 2016? At the start of 2016, we said it would be the increased use of data analysis, revamped performance management processes, and a shift in employee learning and development opportunities. Were we right? Rediscover the top HR trends we believed would carry forward into 2017. Read more >
  1. Characteristics of a Good Manager: What Can and Can’t Be Taught
    Good managers can make all the difference for a business and its employees. Can someone be taught to become a good manager, or is it something you’re born with? We share what we believe are some of the inherent qualities that contribute to making a great leader, along with characteristics that can be taught. Read more >
  1. The Best New Employee Engagement Ideas for 2016
    Engaged employees perform 20 percent better than others. Start boosting employee engagement with new approaches in the workplace, including gamification, weekly open “office hours” for employee feedback, and tools to empower brand ambassadors. Access our list of employee engagement ideas to help motivate employees to reach their highest potential. Read more >       
  1. Which Company Perks Attract the Best Talent?
    Who doesn’t like a list of the best company perks? Top notch benefits and perks can be an essential hiring tool and serve as your company’s competitive edge to stand out from the rest. From paid time off to wellness programs, we reveal which company perks attract the best talent. Read more >

As we enter the New Year, let’s remember that great customer experiences start with a great employee experience. And it shows up in the bottom line too! According to Gallup, companies with highly engaged workforces outperform their peers by 147% in earnings per share. Start by focusing on employee happiness, and you’ll soon see a positive ripple effect across your entire business.

Happy Employees = Happy Customers = Stronger Business Results

Here at Achievers, we want to take this opportunity to say “Thank you!” to our readers. We appreciate you taking the time to read and share the articles we put a lot of thought and love into creating, and we look forward to bringing you more great HR content on the Engage Blog in 2017. Keep a lookout for new guest blogs from top HR influencers and powerful insights surrounding employee engagement, leadership, work culture, rewards and recognition, recruiting and hiring, employee retention, HR technology, and more. Cheers to 2017!

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About the Author
Kellie WongKellie Wong is the Social Media & Blog Manager for Achievers. She manages Achievers’ social media presence and The Engage Blog, including the editorial calendars for both. In addition to writing blog content for The Engage Blog, she also manages and maintains relationships with 25+ guest blog contributors. Connect with Kellie on LinkedIn.

 

 

Reasons to welcome the millennial influence

The Demands of Millennials Make Our Workplaces Better

For all the complaining about Millennials and their approach to the modern workplace, they are actually responsible for much of the change happening in the modern workforce. Their entry into the workforce, was accompanied by a slew of stereotypes, followed recently by a round of myth-busting, with statistics and all, aimed at debunking those stereotypes. As an “ancient Millennial” myself (a term I borrow from journalist Jessica Grose), I can attest that at least some of the stereotypes come from kernels of truth, but like most stereotypes , they must be taken with a grain of salt. More importantly, many of the changes Millennials bring to the workplace are actually good for everyone. Change is always hard, so it’s natural to initially oppose or question the forces of change. However, most of the changes that Millennials have brought about have actually made for a better workplace.

The influence of the Millennial generation is not to be underestimated, if for no other reason than its size. According to a recent report from SHRM, (“Millennials: Misunderstood in the workplace?”) as  Baby Boomers exit the workforce, an even greater number of Millennials will continue to enter the workforce to take their place. In fact, it is estimated that Millennial workers (those born between 1980 and 2000) will make up more than  half of the workforce by 2020. And, according to Pew, they already make up the largest overall share of workforce, having surpassed Gen X’ers in 2015. With those facts established, here are four reasons to welcome the Millennial influence:

Generalization #1: They need constant feedback: Millennials grew up in a feedback culture. Some say that Millennials are obsessed with getting positive feedback (you’ve likely heard of the “trophy generation”, but put simply, it is the belief that we are doing our youth a disservice by lauding them for mere participation rather than awarding success.). But even if that’s true, it likely contributed to an encouraging new trend – the phasing out of annual performance reviews. An annual performance review simply doesn’t tell us enough in today’s fast-paced business culture. If HR hears a complaint about an employee but their 8-month old performance review shows high marks, that documentation does little to advise any action. In 2017, we will likely see employers implement more regular feedback conversations along with frequent “pulse” surveys to help identify and address employee concerns in a more timely, actionable fashion.

When employers engage employees in regular, smaller-scale conversations, both management and employees are better equipped to deal with issues as they come up. This in turn helps employees to feel more engaged because they know their suggestions and concerns are being listened to. Furthermore, by combining these mini performance management conversations with real-time feedback tools for employees, management can help facilitate a culture of transparency in which both positive and negative business outcomes can be celebrated or addressed openly.

Generalization #2: They demand more work life balance: One of my favorite Millennial trends is that men are beginning to demand more time with their families. They ask for paternity leave more than their fathers did, for example. And because married Millennials overwhelmingly co-lead a dual-income household, they can’t buy into the 80-hour work week like their fathers did before them. As a recent article in The New York Times put it: “Millennial men—ages 18 to early 30s—have much more egalitarian attitudes about family, career and gender roles inside marriage than generations before them, according to a variety of research by social scientists. Yet… workplace policies have not caught up to changing expectations at home.”

Likewise, a Department of Labor report also highlighted the growing importance of paternity leave as men consider whether to accept a job, noting: “Paid paternity leave may be a key workplace benefit for retaining high-skilled workers. In a 2014 study of highly educated professional fathers in the U.S., nine of out ten reported that it would be important when looking for a new job that the employer offered paid parental leave, and six out of ten considered it very or extremely important. These numbers were even higher for millennial workers.”

Millennials came of age watching their parents work long hours and aren’t convinced it translates to a happier existence, or even a fatter nest-egg for themselves. With this in mind, employers would be wise to encourage work-life balance in the name of productivity and worker satisfaction. Even the U.S. Commissioner of Labor Statistics agrees that hours with your butt in a seat does not equate to more productivity, “Only if we increase our efficiency—by producing more goods and services without increasing the number of hours we work—can we be sure to increase our standard of living.”

Generalization #3: They need hand-holding. It’s true that most managers don’t have time for hand-holding. However, research published in the Journal of Workplace Learning shows that companies who have a “culture of learning” rely not just on managers to disseminate information. Not only does their training help them perform their job functions better, but employees who are able to embrace learning and growth opportunities also feel more valued and engaged, doubling the value for the company. Learning can happen anytime, often facilitated by a co-worker (“Contextual factors influencing the facilitation of others’ learning through everyday work experiences” by Andrea D. Ellinger Maria Cseh), so managers don’t have to feel the exclusive burden of teaching their staff everything.

Generalization #4: They feel entitled to career advancement: Climbing the corporate ladder just isn’t as important to Millennials as it was to their parents (see Generalization #2: they value more work-life balance.) When they see their managers put in long hours at the cost of their personal lives, it doesn’t look appealing. In addition, Millennials learned the difference between “management” and “leadership” before they even entered the workforce, and the 80 hour week management job that only serves to maintain the status quo is not their idea of having an impact. Millennials might feel entitled to advancement in a different sense. They want to keep learning and keep contributing. If other generations in the workplace adopted this sense of motivation, you might not see a scramble to fill the senior manager job, but you’d have leaders everywhere.

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About the Author
Anna PetersAnna Peters is Content Manager for College Recruiter. She manages all content, supervises a team of content writers and is part of College Recruiter’s senior management team. Her prior experience at nonprofits has made her an expert in directing volunteer recruitment and a champion for diversity and inclusion efforts. Connect with Anna on LinkedIn.

 

 

Attract Top Talent With Unbeatable Culture

Harness Your Great Culture as a Hiring Tool

When it comes to attracting talent, competitive pay and great benefits are two big factors. But there’s a third factor that’s high on the list: company culture. For some professionals, the opportunity to work for an organization with a productive culture that aligns with their own values and work style may even outweigh compensation when it comes to deciding on whether to take a particular job. So if you’ve put in the work to build a great company culture, it should be front and center during as you seek to find the best employees.

Step 1: Have a Great Company Culture

Ideally, your company’s founding leadership fostered a desirable corporate culture from the outset. However, even if that’s not the case, it is never too late to drive change. Culture is the glue that holds an organization together, and the type of glue you use matters. What does your company stand for? What are your values? What is your vision? What do you want your company’s reputation to be? A culture cannot simply be defined in an email and handed down to employees. Sure it has to start at the top so everyone knows that culture is a priority, but everyone needs to buy in and believe that their needs are being met in order for the culture to take root. Every employee is expected to live the values, lead by example, and stop behaviors that violate company standards and shared cultural norms.

Elements of strong corporate culture should revolve around the following traits:

  • Teamwork. Build a team instead of a group of people. Collaboration should be valued.
  • Integrity. Without honesty and integrity, a company is destined to fail. A culture should embed the expectation that all employees act ethically and lawfully.
  • Safety. A company must protect the health and safety of its people. Employees need to feel safe and know that the company will provide them the right tools to do their jobs.
  • People Focused. One of the easiest ways to lose top talent is to fail to develop them. Passionate employees want to continually grow and develop their career. They want to reach their full potential, and they need their employers to empower them to do so.
  • Customer Success. Businesses should strive to be customer centered by building close partnerships with their customers and having a strong desire for their customers to be successful.
  • Quality. Employees should value high-quality workmanship. Shortcuts should not be allowed. The company’s reputation rides on the quality of each individual product that is delivered.
  • Innovation. Creativity and intellectual risk taking should be encouraged to continually move forward in an ever-changing market.
  • Recognition. Recognizing both individual and shared accomplishments, especially when they reinforce shared values, is one of the most effective ways to define a positive, shared, corporate culture.

Once your culture is defined, it needs to be deeply embedded and reinforced. Is your culture so rooted in the organization that it is woven into meetings, company emails, and informal conversations? Do you have a formal recognition program in place that reinforces shared company values and bolsters corporate culture?

Step 2: Use Your Culture to Attract Talent

Once you have a well-defined culture in place, you can use it to recruit top-notch employees. A great corporate culture will cause employees to seek you out. People want to work where they are valued and where their hard work and contributions to the success of the company are recognized. So it only makes sense to hire people whose personal values mesh with the values you desire. According to the Harvard Business Review, “If you assess cultural fit in your recruiting process, you will hire professionals who will flourish in their new role, drive long-term growth and success for your organization, and ultimately save you time and money.” Here is how to do it.

Advertise Your Culture

Your website, your publications and your job postings should advertise your company culture. When a potential candidate walks into the lobby and through the office building for an interview, is the culture you aspire to evident right away?

Your company’s mission statement and values should be promoted and clearly visible all over your place of business. Do not make potential candidates guess as to the type of person you are looking to hire, or what values they should share.

Furthermore, don’t just tell potential candidates about your company culture with words. Show them. Encourage team members to promote your company’s culture on social media. Post pictures of company outings, community service projects, and successful project completions. During interviews, give candidates a chance to talk to other employees. Take them on a tour and point out behaviors that exemplify your culture. Give job seekers a chance to see what it would be like to work for your company.

Interview for Cultural Fit

The interview is your opportunity to determine if the potential new employee is a cultural fit for your business. The most intellectual person on the planet with pages and pages of credentials may not thrive in your company if they do not model the values you are looking for. It is essential that you ask questions to help you determine if someone will reflect the behaviors and beliefs that are crucial to your corporate culture.

  • What drew you to this company?
  • Why do you want to work here?
  • What are the things on your life that matter most to you?
  • How would you describe a desirable Work-Life balance?
  • How would you describe the perfect company culture?

Having a strong corporate culture is not only important, it is strategic. Savvy business leaders know that the right culture attracts the best employees. Talented and career driven individuals seek out companies that embody the values that are important to them. The bottom line is that when an employee’s personal culture aligns with the corporate culture, the company will prosper. Use your corporate culture as a marketing tool and watch your business blossom in success.

To learn more, download the eBook All for One and One for All: Uniting a Global Workforce with Company Culture.

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About the Author

Melissa RickerMelissa Ricker covers business and career topics for JobHero.

 

 

 

Desire for Social Recognition

Why Employees Love Social Recognition

A business isn’t anything without its employees. So in order for your business to be successful in the long term, you have to ensure your employees are consistently performing at their best. How do you do that? By focusing on employee engagement. According to Gallup, “Companies with engaged employees outperform those without by 202 percent.”

But how can you move the needle on employee engagement? One of the best and most effective ways is through employee recognition programs. In fact, according to a survey conducted by the Harvard Business Review, recognition given to top performers was the most impactful driver of employee engagement. Social recognition, in particular, is a fun and easy way to quickly show employee appreciation and boost employee engagement.

More recognitions = higher employee engagement

Employees experience an increase in job satisfaction from rewards and recognition, and it’s important they come from peers as well as supervisors. As noted in our recently published eBook, The Case for Employee Recognition, 71% of employees rank employee engagement as very important to achieving overall organizational success and 72% rank recognition given for high performers as having a significant impact on employee engagement. Furthermore, the report shows there is a negative correlation between the effectiveness of a recognition program and employee turnover rates – meaning employee recognition not only boosts employee engagement but reduces turnover rates as well.

Rewards and recognition create a positive workplace culture

A recent SHRM study noted that employees consider “culture and connection” to be a major contributing factor to employee job satisfaction. In recent years it has become widely accepted that implementing a robust rewards and recognition program is one of the top means of fostering a positive workplace culture, and one that promotes mutual respect and employee appreciation. In fact, a 2015 Cornell University research review noted that, “41 percent of the variation in employee engagement is attributable to the strength of recognition an employee receives,” and that 42 percent of companies with recognition programs include a social peer-to-peer component. In the conclusion of the study, the author states: “Recognition programs are becoming powerful avenues for exerting positive change in the workplace. What was once a nice-to-have practice is becoming a driver for improving employee engagement and a host of other factors that impact the bottom line, when properly executed. By making the programs strategic, leveraging peer-to-peer recognition, and garnering top executive buy-in, companies can maximize their return on investment on these programs.”

Social media is second nature

By 2025, millennials will make up 75 percent of the workforce, and they are accustomed to spending a big chunk of their time on social media. Giving and receiving positive reinforcement by way of social recognition is fun and natural to them. Social recognitions are not viewed as tasks or something they need to check off the “to-do” list, but an instinctive way to communicate with their peers and to showcase each other’s accomplishments. Social recognition has become an invaluable piece of the puzzle when it comes to initiating and sustaining an effective rewards and recognition program.

With 70 percent of U.S. workers not engaged at work, it is imperative for businesses to focus on employee engagement; and kicking off an employee recognition program is the logical first step. Through recognition, employees will feel more appreciated and, in return, be more productive. 77 percent of employees even stated they would work harder if they felt better recognized. As the Cornell report states, “What was once a nice-to-have practice is becoming a driver for improving employee engagement.”

To learn more about how your human resources department can establish a successful employee recognition program, download our 2016 Buyer’s Guide to Social Recognition.

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Measuring Employee Performance

5 Performance Measurement Myths

The question of how to measure employee performance represents one of the last vestiges of old-school HR methodology. Today’s workforce is digitally transformed, highly social and mobile, made up of multiple generations, and collaborating across virtual and global locations. There has been a profound shift in the workforce away from hierarchical, top-down organizations towards teams and collaboration, where having a culture of recognition can drive engagement and results far more effectively than infrequent reviews handed down from on high by management.

We all want the best hires and to lure the top talent. But once on board, they’re part of the organization, and now making sure that they’re fully engaged becomes the challenge. But how do we know if they are working up to their potential? Old-school approaches to performance management, which view a single employee outside of the context of today’s team-based, networked workplace, no longer ring true. Indeed some would argue that many of these approaches were myths to begin with – and I’d have to agree.

Here are five assumptions about measuring employee performance that need to be retired:

Myth #1 – Individuals should be judged solely on their own performance.

The idea that we perform as an island may apply to an isolated few, but it doesn’t fit the majority of workplaces — either today or yesterday. The investment made in working out how to evaluate individuals may be better spent evaluating the quality of their team or business unit’s output. What targets have been hit? What goals have been reached?

Perhaps we should be evaluating employees not only on their performance, but on their level of engagement and on their ability to thrive in team-based environment. Highly engaged employees are more likely to give the kind of discretionary effort that all bosses are looking for, and that have a tangible effect on a company’s bottom line. In fact, Aon Hewitt has reported that for every incremental one-point increase in employee engagement organizations saw a 0.6% increase in sales. For a company with sales of $100 million, this translates to a $6 million windfall! And in companies with the most engaged employees, revenue growth was 2.5 times greater than competitors with lower levels of engagement.

Myth #2 – Good employees just do the job, they don’t need a reason or added meaning.

Is the better employee really the one that doesn’t need to understand how their work aligns with company’s mission and values? Performance stems from engagement. And being engaged stems, in large part, from feeling aligned to — and invested in — the company purpose. Motivation and meaning go hand in hand.

Even if a task is performed well, accomplishing it inside a vacuum is going to create a gap somewhere along the line. Employees deserve to know why they’re there. They’ll participate more fully, and are more likely to push to reach targets and goals if they are invested in the rationale behind the effort.

Myth #3 – An employee that’s good this year will be good next year.

When a team of researchers dove into six years of performance review data from a large U.S. corporation, they found that only a third of high-scoring employees scored as high in subsequent years. And they found no evidence that high-performing employees always perform highly, or that poor performing employees perform poorly. Today’s workforce is continually being met with innovations that require new learning and new skills, so what’s “good” today may not be an accurate measure of what’s desirable tomorrow.

When a company uses trackable learning platforms, they have a means of measuring growth and development. To drive engagement and retention they can extend from onboarding programs, demonstrating a commitment to an employee’s growth from the moment of hire. 84% of employees want to learn, and keep learning. When you align an employee’s learning with the company’s business goals, that’s a win for all.

Myth #4 – Past performance is indicative of future results.

In 2015, a number of Fortune 500 companies announced that they were doing away with old school performance reviews. Accenture, the Gap, Adobe and General Electric all veered away from the annual or quarterly review ritual in favor of building a stronger culture based on continuous feedback and frequent recognition.

What’s happening instead is that many companies are moving to a system where employees and managers can give and receive social feedback and track the history of recognitions given and received. This new approach – measuring the frequency of peer-to-peer, intra-team and team recognitions within a powerful digital and social recognition program – provides better quality insights and has the potential to foster a far more positive, and productive, work culture.

Myth #5 – The best way to measure performance is when no one’s expecting it.

Spot checks, random and unexpected, are still recommended by some HR stalwarts, who assert that it’s a way to motivate employees to give a consistent performance. But it conveys an atmosphere of mistrust that may be more of a de-motivator.

Trust is critical to employee engagement, but it’s still in short supply: a recent survey of nearly 10,000 workers from India to Germany to the U.S. found that only 49% had “a great deal of trust” in those working above and alongside them. Contrast that with study findings showing that organizations are extremely concerned with driving engagement and promoting a workplace culture that is based on transparency and meaningful work. You can’t have both.

That we’re still having this conversation is in part because we may lack the imagination to see our way to a new starting point. But the real drive to perform comes from within.  We are motivated by purpose, and by being appreciated for what we do.

Employees today want to be engaged, we want to know what higher purpose our efforts are contributing to, we want to excel and to grow. Employers should start with that knowledge and measure their employees accordingly.

Make sure to check out the other series of guest blogs from Meghan Biro, starting with her first guest blog post For Recognition To Have An Impact, Make It Strategic.

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About the Author
meghan biroMeghan M. Biro is a globally recognized Talent Management and HR Tech brand strategist, analyst, digital catalyst, author and speaker. As founder and CEO of TalentCulture, she has worked with hundreds of companies, from early-stage ventures to global brands like Microsoft, IBM and Google, helping them recruit and empower stellar talent. Meghan has been a guest on numerous radio shows and online forums, and has been a featured speaker at global conferences. She is a regular contributor at Forbes, Huffington Post, Entrepreneur and several other media outlets. Meghan regularly serves on advisory boards for leading HR and technology brands. Meghan has been voted one of the Top 100 Social Media Power Influencers in 2015 by StatSocial and Forbes, Top 50 Most Valuable Social Media Influencers by General Sentiment, Top 100 on Twitter Business, Leadership, and Tech by Huffington Post, and Top 25 HR Trendsetters by HR Examiner.

 

employee recognition culture

It Takes a Recognition Culture To Spark Engagement

Today’s workplace is evolving rapidly. The recent focus on employee engagement has taught us plenty, including how closely tied employee engagement is to an organization’s success, and what happens in this disrupted, transformed workforce without engagement: our top talent moves on. We also know that one of the primary drivers of engagement is recognition. So where do those understandings lead? If we want to be successful in this changing landscape they lead to a workplace culture built on recognition, rewards, feedback and transparency.

But to spark the kind of engagement that spurs organizational success, recognition has to be ingrained in the culture – a central and fundamental part of an organization’s DNA. When this is achieved there are countless examples of tangible results. Here are just a few:

  • Ericsson’s North American operations boosted its employee engagement scores 14% higher than the industry average;
  • When M Resort organization instituted a trackable recognition program, it elevated employee engagement by 12% within the first 8 months. It also saw a continuing rise in customer satisfaction ratings;
  • Leading health information network, Availity has aligned its corporate values with its employee rewards and recognition program, supporting a fun and engaging work environment, and ultimately solidifying its culture of transparency and respect.

Culture First, Then Engagement: 3 Must-Dos

When we look at employee recognition and ask where to start and what to focus on, most of the answers we’re getting point to culture. Culture is not just another word in the special-sauce lexicon of talent management: culture, done right, is the glue that holds a workplace together. But if it goes awry, bad workplace culture can be the source of endless friction that keeps a workplace apart. In fact, and perhaps unsurprisingly, a new SHRM study found that more than three-quarters (77%) of employees say their engagement at work hinges on having good relationships with their co-workers.

An effective culture of recognition has three prongs:

Transparency and Democratization

Positive relationships at work are built on daily interactions between employees and through opportunities for productive, creative collaboration, not occasional projects or isolated moments. Another common expectation that has come to the fore as millennials have entered the workplace in greater numbers, is transparency. Recognition programs limited to “top down” performance incentives handed down by leaders who don’t bother to consult employees on their needs and preferences can shift culture in the wrong way. Instead of inspiring greater buy-in and cultural unity, these misguided efforts may instead inspire a job search. In a workforce that values transparency, a one-directional, hierarchical approach can look like thinly veiled condescension.

What does work: opportunities for recognition and rewards that build cultural synergies demographically, structurally, and geographically. These are the stitches in a quilt of recognition that includes everyone on all levels, entry level to C-suite, by enabling participation in all directions: uphill, lateral (peer-to-peer, team to team and across teams and departments), and top-down. Recognition in this form can navigate global divides, connecting multiple hubs and geographically dispersed locations. It can’t be left to a manager to know which of his or her people want the chance to cheer their teammates on, nor should it. And they shouldn’t need to approve recognitions either. To manage recognition instead of enabling it it goes right back to the problem of top-down relationships — it simply gets in the way. On top of that, managers have enough to do, as we all know.

Integration

In the latest Global Human Capital Trends report by Deloitte, 85% of executives named engagement a key priority, but understanding how to improve it is another story. Only 34% said they felt ready to deal with issues of engagement, though 46% of companies are tackling it head-on. In terms of recognition, integration means cross-platform, frequency and flexibility. It means offering varying forms of recognition and rewards from social to monetary, from informal “Thank You’s” to big ticket rewards and incentives. Integration also means enabling recognition across any platform: via smartphones, tablets, PCs, or even an on-site kiosk.

Integrated recognition programs are already evolving: some feature open APIs that connect to other important drivers of engagement, such as health & wellness and learning & development. This also speaks to the importance of culture and another expectation that has its roots in the millennial mindset: that employees should be valued not just as talent, or “human capital” but as real humans with real lives. Workplace flexibility remains a high priority for today’s workforce, but the digital transformation also means that health & wellness, learning & development, and performance management — can all exist online or in app. It’s an easy enhancement with great payback. Moreover, it’s another stream of trackable data.

Measurability

A culture of recognition that exists across multiple platforms and embraces a wide range of functions also provides a continuous stream of data – not just for a CHRO or an HR team to measure and gain insights from, but for managers and leaders throughout the organization. Tracking program ROI and managing rewards budgets is only one part the equation. Again, this is one of the most profound ways to drive and support transparency: by sharing and democratizing the data. Consider the possibilities of a team that can look at its own performance and behaviors; of managers tracking recognition patterns as they relate to engagement and performance. In terms of retention, skills gaps, identifying front-runners and planning successions, it’s an invaluable resource.

The right reporting and analytics tools provide another source of in-the-moment feedback as well, part of that reciprocal interaction between human talent and digital tools. It also makes reporting and ROI part of the very functionality of that recognition culture. In terms of feeling invested in business outcomes, and aligned with business goals, data and graphs speak volumes.

Endless Opportunity

A recognition culture supported by a robust digital platform provides endless opportunities for positive reinforcement, all tying back to tangible benefits and results. Developed with an organization’s mission and values in mind, a recognition culture should leverage technology to humanize the workplace and provide additional meaning for every task and interaction. In this current environment that values transparency, trust and flexibility, but is more scattered across locations, devices and platforms than ever, this is what it takes.

Check out Meghan M. Biro’s third guest blog post 5 Performance Measurement Myths.

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About the Author

meghan biroMeghan M. Biro is a globally recognized Talent Management and HR Tech brand strategist, analyst, digital catalyst, author and speaker. As founder and CEO of TalentCulture, she has worked with hundreds of companies, from early-stage ventures to global brands like Microsoft, IBM and Google, helping them recruit and empower stellar talent. Meghan has been a guest on numerous radio shows and online forums, and has been a featured speaker at global conferences. She is a regular contributor at Forbes, Huffington Post, Entrepreneur and several other media outlets. Meghan regularly serves on advisory boards for leading HR and technology brands. Meghan has been voted one of the Top 100 Social Media Power Influencers in 2015 by StatSocial and Forbes, Top 50 Most Valuable Social Media Influencers by General Sentiment, Top 100 on Twitter Business, Leadership, and Tech by Huffington Post, and Top 25 HR Trendsetters by HR Examiner.

 

Case for Employee Recognition

Why Employee Recognition Matters

Do your employees feel recognized? Think carefully, because over 65 percent of employees report they don’t feel recognized at work. And lack of recognition just happens to be the number one reason why employees quit. Employee recognition drives employee engagement, and with higher employee engagement come lower turnover rates and stronger business results. Engaged employees perform 20 percent better and are 87 percent less likely to leave their organizations than their disengaged colleagues. Also, companies with the most engaged employees report revenue growth at a rate 2.5X greater than their competitors with the lowest level of engagement.

So, how do you start building your case for an employee recognition strategy? Start with The Case for Employee Recognition E-Book – an all-in-one guide that highlights everything you need to know about employee recognition. It details where the modern-day workplace is heading, why employee recognition is invaluable for businesses, and ultimately how to secure senior management buy-in. Below are some key takeaways from The Case for Employee Recognition E-Book that every HR professional should be aware of:

The ever-changing workplace

The workplace is constantly evolving and it’s important to be aware of where it’s heading. Organizations are no longer hierarchical and top down, but instead collaborative and bottom up. Baby boomers are retiring faster than young workers can replace them, intensifying the war for top talent and putting the ball in the millennials’ court. By 2018, it’s expected that millennials will make up more than 50% of the workforce.

Case for Recognition Gen Y Chart

The Case for Employee Recognition E-Book

Why employee recognition is a need, not a want

It’s simple: employee recognition positively impacts employee engagement and drives business success. According to Gallup 80 percent of employees said recognition is a strong motivator of work performance and 70 percent said they would work harder with continuous recognition. With $8 billion in assets and 260,000 customers, Meridian Credit Union saw a measurable, positive impact after implementing a rewards and recognition program.

“Analyzing the impact of engagement by comparing the top and bottom quartile of engaged employees showed that each highly engaged employee (top quartile) was responsible for over $2 million in growth, while each of the least engaged employee (bottom quartile) were responsible for $1.29 million.” – In regards to Meridian Credit Union, The Case for Employee Recognition E-Book

How to secure senior management buy-in

Hopefully now it’s clear that both your business and employees can benefit from employee recognition. But how can you get senior management on board? Start with the data. Numbers don’t lie and leaders will pay attention when you present them with ROI numbers for engaged workplaces, its impact on financial performance, and how recognition is a key driver of both. All this valuable data and more is presented in our new eBook: The Case for Employee Recognition.

Learn how employee recognition promotes engagement, creates an infectious work culture that retains top talent, and improves overall customer satisfaction by downloading The Case for Employee Recognition E-Book.

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About the Author
Kellie WongKellie Wong is the Social Media & Blog Manager for Achievers. She manages Achievers’ social media presence and The Engage Blog, including the editorial calendars for both. In addition to writing blog content for The Engage Blog, she also manages and maintains relationships with 20+ guest blog contributors. Connect with Kellie on LinkedIn.

 

Employee Appreciation

Spreading Employee Appreciation Across Achievers

It’s that time of year again, time to give thanks! And what better way to give thanks than to thank our very own employees here at Achievers. A business is nothing without its employees, which is why we encourage frequent employee appreciation. Today, we’d like to highlight some of the top employee recognitions sent across our ASPIRE platform, powered by Achievers’ HR technology. We’re proud of our employees and everything they accomplish day-to-day. Check out some of our favorite recent employee recognitions and get inspired to thank someone in your organization for a job well-done!

ASPIRE recognition for embrace real-time communication ASPIRE recognition for care, share and be fair ASPIRE recognition for act with sense of ownership ASPIRE recognition for live passionately ASPIRE recognition for act with sense of ownership ASPIRE recognition for thank you ASPIRE recognition for act with a sense of ownership ASPIRE recognition for build a positive team spirit

Huge shout-out to Achievers’ employees for everything that they do. If you want to know what it’s like to work at Achievers, check out the Achievers Careers Page. We’re always looking for top talent to be a part of the A-Team! Apply today.

And don’t let employee appreciation be limited to the holiday season. Start encouraging employee appreciation throughout the entire year with an unbeatable employee recognition and rewards program! Take the first step by downloading The Ultimate Guide to Employee Recognition.

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About the Author
Kellie Wong
Kellie Wong is the Social Media and Blog Manager for Achievers. She manages Achievers’ social media presence and The Engage Blog, including the editorial calendars for both. In addition to writing blog content for The Engage Blog, she also manages and maintains relationships with 20+ guest blog contributors and edits every piece of content that gets published. Connect with Kellie on LinkedIn.

 

 

Cox Automotive Spark Week

Lighting the Spark of Employee Engagement: Inside Cox Automotive’s Spark Week Celebration

Employees are a core determinant of company success, but with a staggering 68% rate of employee disengagement, it’s clear that effectively leveraging their full potential can be a precarious task. Factors that drive employee engagement vary across employees, but a crucial factor is how connected they feel to their company’s culture and values. In fact, 82% of employees believe culture is a competitive advantage, yet only 28% believe that they understand their culture well. Creating a great company culture is not an easy ‘drag and drop’ nor can it be quickly implemented to garner immediate results; it requires a thought-out strategy and the right tools to help execute. One crucial piece of the great culture puzzle is recognition, and one company that is demonstrating a powerful use case of leveraging recognition and to drive engagement is Cox Automotive.

Cox Automotive is an Atlanta, GA-based subsidiary of Cox Enterprises and the parent company of such well-known brands as Kelley Blue Book, Xtime, Autotrader and Manheim. Because it consists of geographically dispersed corporate and subsidiary units, Cox Automotive’s employee population is as diverse as they come. They’re a unique mix of offline and online, front line and back office. All this diversity can make it tricky for Cox Automotive to unify the entire company around a single culture.  Implementing Spark, Cox’s internal rewards and recognition platform powered by Achievers, was a significant step towards strengthening company culture and employee engagement – but the Spark Team wanted more. They wanted to do something unique to create buzz around Spark and drive members to actively participate in the program. After days of brainstorming, Spark Week was born.

Since its inception, Spark Week (its name inspired by the popular cable special Shark Week, but with considerably less blood and gore) has become a highly anticipated event every August for the Cox Automotive community. Designed to increase interest in their rewards and recognition program, Spark Week boasts a fun and unique roster of activities that drive awareness and participation.

Spark Week kicks off with a company-wide email highlighting the Spark Week calendar of activities. This sets the tone for the eventful week by communicating the upcoming activities with a fun, themed approach. Each day pairs a different element of the Spark program, such as group recognition or redemptions, with a creative component, such as a meme contest or digital treasure hunt. An uptick in recognition activity during Spark Week makes it a strategic time to launch new features in their employee engagement platform; for instance, the new feature Service Awards made its debut on the platform this year.

“Love Spark Week! So glad employees get the opportunity to recognize others who have been outstanding and be recognized for their hard work. It really makes you feel like you are a part of the team!” – Kristin Hoopes, Sr. Accounting Specialist, Cox Automotive

The huge success of Spark Week is evident from the extensive data gathered from Cox Automotive’s employee engagement platform, including:

  • A staggering 25,522 “Thank You” recognition cards sent across the platform.
  • A daily recognition average of 3,4563.2 times more than their usual daily recognition average.
  • A 114% increase in recognitions sent compared to the entire month of July.
  • A whopping 626 redemptions made.
  • A total of $1,725 worth of Spark points donated to St. Jude.

Spark Week’s success was also demonstrated by the high levels of participation of different business units who willingly submitted content throughout the week. One auction house created and shared a video where different employees reflected on their favorite redemption and encouraged other members to redeem their points. Another auction house decided to join in on the action by making an entertaining video – complete with their own shark mascot. Self-generated contributions indicate a strong sense of ownership and belief in the value of employee recognition programs. Spark Week is now an embodiment of the culture at Cox Automotive and one of the biggest internal events of the year.

The more successful an event, the more daunting it can seem for others to replicate. However, the most important element of Spark Week can be distilled down to a simple, accessible concept: make it about your employees. Reflect on what motivates them to deliver excellence and extra effort, and think about the elements in your program that could have the same motivating effect. Pair the aforementioned with fun and engaging external activities, like team breakfasts or photo contests that align with your company values to create your own version of Spark Week.

Focusing on what makes your employees happy is key to a successful business. Just remember: Every time you have a 1% increase in employee engagement, you gain an additional .0.6% growth in sales for your company. There is no better time than now to follow in the footsteps of Cox Automotive and start building your very own Spark Week-like initiative to increase employee recognition and engagement.

Check out Cox Automotive’s fun infographic highlighting Spark Week’s success!

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About the Author

Sarah ClaytonSarah Clayton is the Communications and Campaigns Specialist at Achievers, where she focuses on generating content to drive desired recognition behaviors and engagement on the platform.

 

 

 

Employee Engagement during the Holidays

How to Boost Employee Engagement During the Holiday Season

Keeping your employees fully engaged during the holiday season, from Thanksgiving to New Year’s Day, is challenging. Workloads can get heavier as co-workers take time off. Employees are thinking about friends and family members who are off work for the holidays. Children are out of school, complicating scheduling. Employees must work extra hours in order to meet customer demands. Managers push their employees harder to meet year-end goals, yet often fail to give them adequate recognition. With only 34.1 percent of employees engaged at work at the best of times, it’s especially important not to lose sight of employee appreciation and recognition during the stressful holiday season.

How can you maintain employee engagement under such tricky circumstances? One of the best ways is to ramp up the utilization of employee recognition best practices and reinforce positive relationships between employees and employers. Below are five tips on how to improve employee appreciation and recognition during the holiday season:

  1. Know your employee preferences 

    An Ernst & Young survey of global workforces reported that one-third of employees found maintaining work-life balance is getting more difficult. During the holidays, employees have extra demands on their personal time, so maintaining work-life balance gets even more challenging. One way to show your concern for your employees’ well-being during the holidays is to consider their working preferences during such a busy time of the year, such as offering options like flex schedules and the ability to work remote. Also, encourage both in-office and remote employee to recognize and thank coworkers who willingly help fill work gaps when they’re away on vacation.

  2. Communicate year-end goals and plans for the holidays 

    Inform employees on your company’s year-end goals and communicate your guidelines and policies for schedule flexibility. Healthline research found that 62 percent of people feel very stressful or somewhat stressful during the holidays. The more transparent your managers are about goals during the holiday season and the more they give employees recognition for successfully meeting them, the more your workforce will believe your organization values their effort.

  3. Plan inclusive social activities to help build a positive culture 

    Sponsor holiday activities that encourage your employees to work as a team, such as planning the after-hours Christmas party. Social events can also include service projects, such as a team of employees who donate time to feed Thanksgiving meals to the homeless. Remind employees that they can choose to give back this holiday season by donating their recognition points towards a charity of choice. Motivate others by rewarding the employees that choose to spend their time and/or points towards charity work.

  4. Recognize the holidays and create a festive atmosphere 

    Pretending the holidays do not exist in an attempt to avoid work disruption is likely to create employee resentment, says Bob Nelson, president of Nelson Motivation and author of “1501 Ways to Reward Employees.” Acknowledge the holidays and celebrate with festive mood. The holiday period is a great time to recognize people who cook a turkey for the office party, play Santa Claus or decorate the office for holiday cheer.

  5. Give rewards and recognition 

    While giving an employee a certificate for a free ham is a nice gesture, it does not do much to increase employee engagement. An employee engagement program focused on recognition and rewards allows coworkers to commend each other for work contributions and successes throughout the year, and especially during the holidays. It also broadcasts achievements to the entire company, boosting morale up and highlighting employee accomplishments on a daily basis.

Employee recognition should not be reserved for the last two months of the year. Businesses need to continue employee engagement efforts throughout the year to keep employee appreciation momentum strong. Employees want to feel recognized every day, and that includes the holiday season. If people recognize each other throughout the year, they enter the holiday period and the New Year as a team working together towards business success.

Take advantage of employee recognition to boost employee morale and appreciation this holiday season. Start by downloading the report: The Art of Appreciation: Top-Tier Employee Recognition.

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High Employee Turnover

How to Protect Your Company from High Employee Turnover

Every manager and HR professional views employee turnover as a headache, but do you actually know how expensive and damaging it can be to your organization? Here’s a look at the dimensions of this complex problem and some tested managerial practices to alleviate it with long-term solutions.

The dimensions of the problem

Current statistics from Catalyst show that it costs an average of one-fifth of an employee’s salary to replace that person, which means that for a position paying $50,000 a year, your replacement costs will generally run over $10,000. Furthermore, this cost estimate is only an average; replacing more specialized employees can often run into six figures! One Catalyst estimate states that turnover-related costs amount to 12 percent of pre-tax income for a typical company; and these figures don’t begin to describe the internal stress created when someone quits, or the hit your brand can take if a disgruntled departing worker shares their displeasure on social media.

From the employee point of view, it’s important to realize that in 2015, almost 25 percent of American workers left their jobs voluntarily. Moreover, nearly 37 percent stated that they were currently thinking of quitting, even though they hadn’t made the move yet. The root of employee attrition originates in a lack of engagement, so the best approach to protect your company from high employee turnover is to focus on employee engagement. However, despite these alarming figures, nearly 1 in 5 executives still don’t measure their employees’ engagement in any way.

Start at the beginning

Creating a sense of engagement and belonging in your staff begins on the very first day. One-third of all employees know within the first week at a new job whether they will stay with the company for the long term. With this in mind, it is important to focus on the quality and structure of your onboarding process. Your onboarding process should be built with employee retention as one of its primary objectives. The mission and purpose of your organization should be clearly communicated from day one so that your new hires can envision your company as the right fit for their career in the long run.

Build team relationships

Assigning a mentor to new employees helps them integrate into the work culture and feel more welcomed by other team members. The mentor will naturally take an interest in the person to whom they are assigned, and should feel invested in making sure the new employee transitions into their role smoothly. An important thing to remember is that formal mentoring is only a part of the senior employee’s job. They also need to make introductions, share practical knowledge, and help the new employee to feel welcomed as a valued part of the team.

Make room for personal work styles

Providing enough flexibility to allow for various work styles and schedules is also becoming increasingly important to organizations’ employee retention efforts. If you have employees who have expressed an interest in working a slightly adjusted schedule, allowing them to shift their start time a few hours earlier or later builds loyalty and goodwill by letting them know you trust them to enough to be flexible. Harvard Business Review cites an experiment in which half the workers at a travel website were allowed to choose whether they’d like to work from home. After a nine-month trial period, the company found that workers in the at-home group quit at half the rate of those who remained at the office. Furthermore, productivity in the at-home contingent had increased by 13.5 percent. Not every employee prefers to work remotely, but facilitating that opportunity will build your brand’s reputation as being a responsive, caring employer.

Help your employees reach toward the future

Providing your staff with training and development opportunities is also an essential part of any retention strategy. This may seem counter-intuitive if you think that you’re just spending money training your staff for their next career move. But as a matter of fact, training has been statistically linked to retention, and HR consultants point out that their experience bears out these figures. Offering your staff the chance to increase their skills is a form of succession planning: By nurturing your company’s top performers you ensure a home-grown stable of future leaders. It also broadens the extent of your own in-house expertise, potentially saving you money by filling existing gaps in skills. Finally, the challenge of and rewards of learning new skills increase employees satisfaction and actually slows employee turnover.

Engage employees through recognition

Recognizing your employees for the contributions they make is another essential element in any program to increase retention. This basic management truism is all too easy to set aside when the pressure is turned up for higher productivity — but the price of ignoring employee recognition is far too high to pay. In a SHRM survey of workers who had quit in the first six months of a job, 38 percent said that they might have stayed if they were “recognized for my unique contributions,” or if they received more attention from coworkers and managers, or if they had simply been offered a friendly smile.

The solutions to employee turnover are some of the same actions that will strengthen every aspect of your business. When you make internal changes that bring your staff a greater sense of well-being and a feeling of being supported, you’ll not only retain them but also attract top talent and deliver better products and services as a result. To learn more, download our white paper on uniting your workforce with a positive company culture.

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How to Spot Who’s Going to Quit Next

Most of your company’s expenses are unavoidable, but employee attrition is one of the costs that you can have significant control over. Employee attrition can cost six to nine months’ worth of the departing worker’s salary, so it’s in your best interests to find ways to address employee attrition head-on. Of course it’s necessary to create a culture in your organization that makes people want to stay — but it’s equally important to be able to recognize which employee is planning to quit next. Research into employees quitting provides some actionable insights:

Demographics most likely to quit

Over half of employees who leave their jobs do so within the first year, according to a study by Equifax. This statistic indicates that the early phases of your new hires’ careers are the most sensitive and that you should pay extra close attention to new hires who show continuing signs of disengagement at the workplace. To this end, it is important to focus your onboarding program on how to engage employees as quickly as possible to avoid high turnover. It’s also helpful to be aware of which industries have the highest percentage of employee turnover. The average turnover rate in 2015 across all industries was 16.7 percent. However, the banking and finance industry saw an 18.6 percent turnover rate, the healthcare industry was at 19 percent, and the hospitality industry topped the list with a whopping 37.6 percent employee churn rate.

Specific traits that mark a quitter

While knowing that your industry tends to have especially high turnover rates can cause you to be more alert to the risks, it also helps to know what specific traits to look for in your employees. Research conducted at Jon M. Huntsman School of Business at Utah State University yielded an actionable set of behaviors that you should be watching for. If employees display at least six of the behaviors listed in the Utah State University study, the likelihood they are planning to quit in the near future reaches 80 percent. Top behaviors listed in the study include:

  • Less focus on the future: Since they know they won’t be around as projects are completed and rolled out, workers planning to quit in coming weeks tend to show markedly less willingness to sign onto long-term projects. They may also pass up opportunities for training and development, and show less interest in advancing to higher positions within the company.
  • Less connection to work: As they begin to withdraw and their engagement level drops, workers planning to leave soon tend to display lowered productivity. They’ll come up with fewer new ideas and suggestions for innovation, and they won’t go beyond the required minimum effort.
  • Less social energy: Employees likely to quit soon begin to retreat from normal socializing at work. They become “more reserved and quiet,” and they also avoid interacting socially with their boss or other managers.

Employee engagement is a reliable indicator. Reviewing the problematic behaviors listed above, it becomes obvious that they all describe a worker who is not engaged. The direct correlation between engagement and retention is further demonstrated by the USU’s list of behaviors that don’t correlate with quitting: If you have an employee who suddenly schedules a lot of doctor’s appointments, shows up at work in a suit, or even leaves a copy of their resume on the copier, you may want to check in with that person — but (contrary to conventional wisdom) those actions don’t necessarily indicate that the worker plans to quit. And, interestingly, these non-problematic behaviors can all occur in a fully engaged worker. Predicting employee attrition, then, becomes a matter of being able to recognize lack of engagement, rather than other less reliable markets.

Developing your action plan

Using employee recognition as an indicator enables you to identify your most loyal employees. These top performers are the ones who are not only engaged in producing high-quality work, but they’re also the ones who reach out to recognize their colleagues and promote an atmosphere of warmth and recognition within your organization. Conversely, once you find out which people are most engaged with their coworkers, you can also more easily become aware of the ones on the opposite end of the spectrum: the employees who are retreating from engagement and showing signs that they might quit.

Recognizing coworkers is a solid sign of engagement

According to a recent Achievers study, it was discovered employees who were about to be promoted sent an average of 3.8 times more recognitions than their coworkers; meaning active recognizers are more likely to be promoted within their organization as opposed to non-active recognizers. Those employees who feel appreciated and engaged tend to reach out to express active recognition of their colleagues are more likely to stay than quit, and they’re also the ones you need to nurture and groom for leadership roles.

Once you identify the members of your staff who are in greatest danger of quitting, you can develop managerial practices to build employee morale and loop the outliers back into a sense of alignment with the company. A desire to be recognized and appreciated for the work that they’re doing is one of the primary reasons that people quit their jobs, and a Forbes survey found 79 percent of employees “don’t feel strongly valued for the work they put in.” That same article stated, “When you take into consideration the high cost of turnover and an increasingly improving job market, these findings ought to get you thinking about your own recognition strategies. How can you expect employees to stay at your organization if they’re not getting the appreciation they deserve?”

Don’t lose top talent and take action immediately by developing the right employee recognition strategy for your business. The more you increase employee recognition, the more you’ll increase employee retention and engagement as a result. To learn more about how you can increase employee retention through a culture of recognition, download our Ultimate Guide to Employee Recognition.

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Company Culture

Why Work Culture Directly Impacts Employee Performance

A recent study from researchers at the University of Warwick, cited by Entrepreneur magazine, revealed that happiness makes people 12% more productive. Said the authors of the study, Professor Andrew Oswald and Dr. Daniel Sgroi from the Department of Economics at the University of Warwick:

“Companies like Google have invested more in employee support and employee satisfaction has risen as a result. For Google, it rose by 37%… Under scientifically controlled conditions, making workers happier really pays off.” Added Dr. Sgroi: “The driving force seems to be that happier workers use the time they have more effectively, increasing the pace at which they can work without sacrificing quality.”

What contributes to this happiness? There can be many factors – from family life, to favorite activities, even literature, music, or movies – but work culture can also play a major role in employee happiness. Work culture is a collective term for a handful of the most important factors that are under an employer’s control, and as such, it is highly relevant for every manager. The underpinnings of a strong company culture include factors related to an employee’s physical health, emotional well-being, mental clarity, and can help give their work a greater sense of meaning. Work culture is rooted in the beliefs and values that an organization establishes, and when these are clearly communicated throughout the organization, they can help boost employee engagement and motivation. Here’s why:

Worker trust is linked with shared company culture

Optimal employee performance depends on the ability of employees to trust their organization. Writing in the Harvard Business Review, Stephen Covey and Douglas Conant assert that employee trust is essential to a company’s financial success. To truly build a company culture around the key value of trust, it is required to, “personally celebrate employees for their contributions.” This climate of trust, supported by recognition, results in a positive company culture, which in turn solidifies your financial standing. Trust can also be established during periodic employee performance reviews, when managers get the chance to listen to their employees and learn what makes them happy, including what they want in a positive company culture.

“Why we work determines how well we work”

This axiom was presented by researchers who studied scores of workers and companies worldwide. If people perceive underlying purpose in the work they do, they perform better. One example given by the authors had two groups of workers that were assigned to analyze medical images. The group that was told the images contained cancer cells spent more time and did higher quality work than the control group who were not given any context for the task. When you convey the importance and coherence of your company’s purpose, you help your employees to feel that their work has meaning. Your company’s cultural values and mission statements play a larger role than you think. Reinforcing cultural values that resonate with your employees on a personal level directly impacts their motivation and drive to perform better at work.

A strong work culture balances out corporate change

“Fast-paced change, uncertainty, and volatility are the lexicon of our work lives,” according to Peter Cheese, the CEO of the Chartered Institute of Personnel and Development (CIPD). Corporations are changing fast in order to keep up with emerging trends, and they need their employees to be agile as well. A strong organizational culture keeps everyone aligned and engaged, so that riding out changes becomes a mutually shared effort rather than a divisive or damaging force. When employees feel left out of the loop or are unaware of the company’s bigger picture, their performance and motivation suffers as a result. Keep your employees informed on changes happening within the organization, so they know what’s ahead for the business and the impact their role has in all of it.

Industry research on the importance of a positive work culture reveals that 87% of organizations agree that culture and employee engagement are among their most urgent challenges. To learn more about developing your company culture, download Achievers’ e-book: All for One and One for All: Uniting a Global Workforce with Company Culture.

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Employee engagement

To the Point: How Achievers Builds Alignment Across the Organization

The role of a leader is to empower, engage, enable, and develop those around them in the workplace. It’s not an easy task and requires daily tending. So, how does one become a great leader? Marcus Buckingham, best-selling author and management expert, spoke at Achievers Customer Experience (ACE) Conference last fall on what makes a great leader. He shared two questions that exceptional leaders consistently ask their team: “What are you working on?” and “How can I help?” Buckingham’s argument is that these two questions should be at the core of every leader. By asking these two simple questions, leaders are able to provide guidance and help break down barriers. How an organization leads and supports its employees draws several parallels. If a business could ask its employees daily, “What are you working on?” and “How can I help?” what would that look like?

At Achievers, we use a daily 9-minute company-wide meeting known as TTP (aka “To the Point”) to facilitate this conversation. The goal of TTP is to drive alignment, visibility and give a quick break to re-energize the organization around common goals. Buzzwords aside, TTP offers a unique opportunity for the entire organization to ask, “What are you working on?” and “How can I help?” The purpose of sharing TTP in a blog post is two-fold:

  1. To demonstrate how you can apply TTP to your organization
    TTP has worked for Achievers throughout the years as a way to build alignment across the organization. If our methodology behind TTP resonates with you and your business, please feel free to duplicate TTP and apply it to your own company culture.
  2. To suggest how you can customize TTP meetings according to your own business needs
    Achievers’ TTP meetings have evolved over the years. For example, there were times when TTP would go on for over 15 minutes and we realized adjustments had to be made; and now they only run for 9 minutes. Also, as a global organization with 200+ employees, there are other factors to take into consideration when setting up a company-wide daily meeting, such as suitable time slots that work across different time zones.

By sharing why and how we conduct TTP meetings at Achievers, I hope other businesses can draw value and better align their organizations.

Below is the current breakdown of Achievers’ TTP meeting structure slide by slide. As you’ll see, the purpose of TTP meetings is to give employees the opportunity to share with the entire organization what they’re working on and ask for help if needed. Achievers’ TTP meetings are structured as follows:

Slide 1: Introductions

“Introductions” is a good time to announce any new hires that have just joined the company. This is also the right time to share if any customers, prospective customers, or potential job candidates are coming to visit the office to learn more about your business.

Slide 2: L.O.V.E Moment

Here at Achievers, L.O.V.E. stands for “Living Our Values Every day”. The most powerful way we do this is through the daily sharing of recognition moments. The host selects a recognition moment from our employee engagement platform – whether peer-to-peer or manager-to-team – and highlights it in front of the organization for a quick celebration. Moments like these show support and appreciation for hard work and provide added encouragement for employees to recognize another.

Slide 3: Good News

The “Good News” portion of TTP is used to celebrate milestones, announce closed business deals, or just  catch-up on some of the great things happening across the entire business. This part of TTP is the chance to boost spirits around company performance and give employees additional cause for celebration.

Slide 4: Department Spotlight

For the “Spotlight,” one department is given 2-minutes to highlight any projects that have been a main focus or successes they have achieved within the last two weeks. They can also speak about what is coming down the pipeline for their department. Also, every department gets equal attention by having each department rotate for this portion of TTP.

Slide 5: New Meetings

“New Meetings” is the chance to highlight new opportunities the sales team is working on. Does anyone at the company know someone in their network that works at one of these companies? If so, this is the chance for employees to help make the connection and support any new opportunities.

Slide 6: Pause Minutes

“Pause Minutes” allows for anyone in the company to share any important announcements. This can be anything from an upcoming event they want employees to attend, or an opportunity to ask for help/advice on a topic.

TTP meetings provide multiple opportunities for the Achievers team to find alignment across the organization. Because of the level of transparency and open participation, countless ideas and additional opportunities have been generated from department spotlights, prospect announcements and new meeting highlights.

One final thing to note: TTP meetings have always been very bottoms-up. Leadership steps in occasionally to share what they have been working on, but each week the host of the meeting rotates and it can be anyone in the company. This gives everyone an opportunity to stand in front of the organization and actively participate.

As someone who has worked both remotely as well as in the office for Achievers, TTP has been an invaluable part of my day-to-day these last four years at the company. As organizations strive for flatter, more transparent structures, these types of daily huddles mirror what best-in-class leaders and organizations are doing to shake up their organizational structure and build toward what Josh Bersin calls, “a network of teams.”  If you’re looking to implement something similar, feel free to reach out and let us know how Achievers can help. We’d love to be a part of helping to build the foundation for your culture, engagement, and communication strategies.

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About the Author
Justin Rutherford HeadshotJustin Rutherford has been working for Achievers for 4 years and loves being a part of the company’s journey. “Try and create more value than you consume” is a mantra that continuously inspires him when he has writer’s block. You can connect with him on LinkedIn or follow him on Twitter @JustinBuud.

 

Company Perks

5 Insanely Great Company Perks That Will Draw Top Talent

Life would be simple if hiring the best people were only a matter of offering competitive pay. Incentive Magazine revealed employee benefits are more valuable than ever – according to MetLife’s 10th annual study of employee benefits trends, there is a strong relationship between satisfaction with benefits and overall job satisfaction. In today’s tight talent market, employers have to claim a unique position for their brand if they want to snag the top-tier candidates. Here are five compelling perks your business can use to make all your job openings magnetic.

1. Unlimited vacation

As achievement is increasingly measured by output rather than hours, work schedules are becoming less relevant. Remote working means a revolutionary new approach to accountability; employees may prefer working in the middle of the night or from a seaside cafe on another continent. Workers in the era of unlimited vacation are in some ways more connected to their jobs than ever before while also being free as birds.

2. Endless food

The days of packing lunches from home are ancient history in today’s most progressive organizations. Whether it’s the catered meals and stocked kitchens of SquareSpace, the fun lunches of Warby Parker, or the personalized birthday boxes offered by Stack Exchange, today’s work culture is all about great food. Even smaller companies keep their employees’ energy up by providing healthy high-protein snacks by the coffee maker.

3. On-site health support

Your company’s well-being relies on healthy employees, so why not invest in their health if you have the chance? This philosophy may take the form of on-site medical clinics, fitness centers, or bowling alleys – or it may include offering free gym memberships. Regardless of how fancy the facilities are the goal remains the same. Get employees up and moving around if you want to keep them engaged and energized for the long-term.

4. Unbeatable employee referral programs

Plenty of organizations offer plain vanilla employee referral programs, but if you want to be noticed for your policies, the trick is to pay attention to best practices. Serve up those referral bonuses promptly and be willing to reward outside your own organization. Nudge your staff several times a year to be on the lookout for new team members and change up the bonuses regularly. There’s no better way to build stability in your organization than by maintaining an effective employee referral program.

5. Rewards and recognition

Finally, employee recognition programs both attract employees and keep them engaged, as Ericsson’s E-Star program demonstrates. This company’s monetary and social recognitions program has a broad approach, with numerous benefits and perks, including a referral program, digital gift cards, mobile app capabilities and much more. These recognition all-stars do it all with style, building employee commitment by providing a positive work environment.

Download our Achievers Culture eBook today and learn more about how these perks can fit into your company’s strategy for building and boosting employee engagement.

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Millennials at the workplace

Motivate Millennials With a Culture of Recognition, Inspire All

Millennials are the hot topic of conversation in human resources departments today. This much talked-about but little-understood new generation is coming into its own in the workforce and will soon represent more than half of all U.S. employees. As baby boomers continue to retire, companies are facing the challenge of attracting and retaining millennials to replenish their ranks. With this backdrop, understanding the kind of corporate culture millennials desire and the forces that motivate them is key. But when you dig a little deeper, you will find that many of the same forces that motivate millennials also have a broader positive impact on your entire workforce, no matter their generation or demographic.

Millennials aren’t as different as you think

There’s been a lot of talk about how millennials are different from other generations, but the latest studies show that may not really be the case. The differences between the older and younger generations have more to do with age and life stages than with the different generational experiences they had growing up.

Millennials share many of the same long-term career goals as older workers. These include making a positive impact on their organization, helping to solve social and environmental problems, and working with diverse people. They also want to work with the best, be passionate, develop expertise and leadership capabilities, and achieve both financial security and work–life balance. In fact, only a few percentage points separate the number of millennials, gen-Xers, and baby boomers who claim these as their top goals.

That doesn’t mean that companies don’t need to adjust and evolve to attract and retain millennials; it just means that the changes they make will resonate with, and increase employee engagement among, all their employees, not just the youngest. And while there are technology solutions that can help you in this area, technology alone won’t compensate for a corporate culture that doesn’t focus on showing workers true appreciation.

What you can do to get started

If you’re a business looking to boost millennial appeal and improve overall employee engagement, consider making the following changes:

  • Emphasize a broader purpose. Create excitement around the company’s mission and purpose by connecting to broader social causes and cultural movements.
  • Encourage collaboration. Break down silos and encourage collaboration between diverse teams across your organization. Use team-building activities to help employees get to know each other and build interdepartmental connections.
  • Provide frequent feedback. Recognize contributions. Encourage employees to develop their skills and expertise by providing with training opportunities along with frequent feedback. Create a culture that recognizes and rewards achievements.
  • Provide opportunity. Look for employees who are ready to take leadership positions and give them the chance to show what they can do. Hire and promote from within rather than bringing in outside experts.
  • Reward and recognize. According to the “Happy Millennials” Employee Happiness Survey, 64% of millennials want to be recognized for personal accomplishments, but 39% of them report that their companies don’t offer any rewards or recognition. Show employees you appreciate and value their hard work by recognizing and rewarding their efforts and achievements.

Getting the most out of millennials and other generations in your workforce requires creating a culture that encourages, supports and rewards success. When you do this it will have positive ripple effect across your entire organization, regardless of generation. Download our e-book, “The Ultimate Guide to Employee Recognition, and learn how to use rewards and recognition to engage and motivate all your employees.

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Culture of Trust

The Currency and Culture of Trust: 5 Ways to Improve Trust Within the Workplace

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By: Bobi Seredich
Co-founder, Southwest Institute for Emotional Intelligence

Picture this: Your phone rings and you see the caller I.D. pop up on the screen. The little voice in your head questions, “Should I answer the call or send it straight to voicemail?” It’s understandable that we don’t always want to pick up our calls. But have you ever put yourself in the other person’s shoes and wondered how many times someone has chosen to not answer your calls?

As leaders, it’s important to get every call answered. But even more important is having the trust in your team that they will be there when you need them – and vice-versa. With one missed call, opportunities can be lost and situations addressed too late in the game. Simple things like not picking up phones calls are subtle clues in a work culture that the level of trust may not be where it should be. Reputations and relationships are formed – at a foundational level – during stressful moments when trust is either built or broken.

As leaders, not getting your team to answer calls may be a warning sign that there is something bigger going on. You have to remember that every interaction with someone is a chance to build trust, including a simple phone call. All great teams have one thing in common – trust: as defined by the ability to be vulnerable, admit weaknesses, and believe in one another. It’s extremely vital to set egos and titles aside in order to move the organization forward as a whole. Even little things like having the confidence to say “I’m sorry” is important for a team looking to build trust.

If your team has a challenge with trust, there can be big costs associated. According to famed productivity and organizational behavior expert, Stephen Covey, trust is a real and important economic factor. In his book, The Speed of Trust, Covey discusses the ‘trust tax’ and ‘trust dividend’ – if there is low trust among your team, speed decreases and cost increases as a result. If you are working in a high trust culture, there is the opposite effect, with an increase in speed and decrease in costs (in essence giving you a trust dividend). With a high trust culture, you are also creating a happier and more engaged workplace which boosts productivity. You might have great strategies and execution plans, but if you have low trust you won’t get the desired results. Keep in mind that high trust won’t save a bad strategy, but low trust will derail a good one.

According to the Edelman 2016 Trust Barometer, “Nearly one in three employees don’t trust their employer. And more than two thirds feel that CEOs are too focused on short-term performance.” What can you do differently to build trust in your company with team members and clients? You have to be willing to move away from old habits and negative attitudes to effectively change behaviors and build a healthy culture that is more proactive than reactive.

Here are 5 powerful ways to improve trust within your workplace according to the research by Stephen Covey in The Speed of TrustHere are the ‘Stop’ and ‘Start’ behaviors that promote them:

  1. Deliver results

Stop these behaviors:

  • Accepting low standards
  • Quitting or not seeing things through
  • Overreacting to setbacks
  • Making excuses
  • Saying you are too busy and swamped

Start saying:

  • “Let’s do this together!”
  • “What are the measures and how will we know? By when?”
  • “What does success look like?”
  • “How will we celebrate?”
  • “Let’s discuss our barriers to success and a Plan B.”
  1. Talk straight

Stop these behaviors:

  • Lying or deceiving
  • Hiding or covering things up
  • Beating around the bush
  • Giving upfront disclaimers
  • Withholding information

Start saying:

  • “Here’s how I see it…”
  • “I respect you and I want to talk straight.”
  • “Here is my intention…”
  • “Here are the brutal facts…”
  • “I want to be as transparent as I can.”
  1. Listen first

Stop these behaviors:

  • Speaking first
  • Interrupting
  • Thinking about what you are going to say next
  • Multi-tasking during conversations
  • Pretending to listen

Start saying:

  • “What I hear you saying is…”
  • “Let me make sure I understand.”
  • “Let’s clarify…”
  • “What’s your perspective?”
  • “What do you mean? How are you feeling?”
  1. Right wrongs

Stop these behaviors:

  • Taking things so personally
  • Making assumptions
  • Justifying bad behavior
  • Denying you made mistake
  • Covering up anything
  • Procrastinating

Start saying:

  • “I made a mistake. I’m sorry.”
  • “I was wrong.”
  • “This is my fault. It won’t happen again.”
  • “I’m truly sorry for how my actions impacted you.”
  • “What can I do to make this right?”
  • “Here is what I can commit to doing moving forward…”
  1. Show appreciation

Stop these behaviors:

  • Assuming people think you care as a reason not to show it
  • Micromanaging others and their work
  • Withholding trust
  • Confusing accountability with trust

Start saying:

  • “I truly appreciate you and what you did.”
  • “Here is what I appreciate about you…”
  • “Thank you.”
  • “How are you doing? Tell me about you.”
  • “I believe in you. I know you can do this.”
  • “How can I support you?”
  • “What are your thoughts about this?”

You have the ability to rebuild trust and inspire others in your organization to do the same. Trust may be thought of as a soft skill set, but it delivers bottom line results. Please join me at the 7th annual Achievers Customer Experience (ACE) Conference from September 13-14 where I will be sharing more about the currency and culture of trust. Learn more about the activities happening at ACE this year and find out how to register by reading the latest event blog post. Can’t wait to see you there!

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About Bobi Seredich
Bobi Seredich Headshot

Bobi Seredich is a recognized speaker, author, trainer and successful entrepreneur specializing in leadership development. She has spent over 20 years of her career dedicated to creating, directing, writing and presenting leadership programs for top companies in the U.S. and around the world.

Bobi is the co-founder of the Southwest Institute for Emotional Intelligence and Managing Partner of EQ Inspirations. In 2001, she founded Equanimity, Inc. also known as EQ Speakers – a speakers’ bureau and leadership training company. It fast became a top speaker bureau that booked hundreds of speakers with large Fortune 500 clients. EQ Speakers was sold in 2012 and continues to be a leader in the industry.

Her book, Courage Does Not Always Roar – Ordinary Women with Extraordinary Courage, was published by Simple Truths in the spring of 2010. The book is a collection of her experiences and stories of women who have had the courage to overcome very difficult life events.

Her passion is to guide individuals and organizations to a higher performance level through her own business knowledge, inspirational stories and leadership emotional intelligence training. Bobi lives in Phoenix, AZ with her husband and 4-year old twins, Alex and Gia.

 

Employee Experience

Beyond Employee Engagement: 6 Tips to Improve the Employee Experience

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“There are only three measurements that tell you nearly everything you need to know about your organization’s overall performance: employee engagement, customer satisfaction, and cash flow. It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.” – Jack Welch, former CEO of GE

The recent history of work has been characterized by increasing levels of automation, greater demands on workers’ time and an overall breaking down of the walls between work and home life. But in our race towards organizational productivity we’ve added so many layered and complicated processes – along with countless devices, tools and platforms – that we’ve ended up completely dehumanizing the workplace. Employees are often termed as mere resources or just another headcount on spreadsheets; they’ve become easily replaceable in the eyes of poor leadership.

This begs the question, what do our jobs mean to us? The reality is that only a small number of people believe that our work drives our lives and defines who we are. The majority consider our jobs to be a means to an end, rather than an end in itself – and justifiably so. It is this silent majority of the workforce that we need to keep engaged by improving and humanizing their experience in the workplace. It is time we start thinking beyond engagement and try to learn what people really want from their job and the workplace.

A decade ago there was a huge push by major businesses to concentrate on customers and gather and act on their feedback. CX, or customer experience, is the sum of all touch points that the customer has with an organization. Starting with Awareness, the first step on the customer journey, then Research, Consideration, Purchase and finally, Service and Support (or some variation thereof), CX encompasses the entire lifecycle of a customer’s experience. Companies spend millions of dollars on nurturing their customers because they know that nurturing and subsequently up-selling to current customers is cheaper than acquiring new ones.

Similarly, EX, or employee experience, is the sum total of the interactions employees have with their organization – from recruitment, to onboarding and beyond. EX is measured by the individual’s experience at all points of contact as measured against the individual’s expectations, and has an effect on engagement, productivity, happiness, personal development, and advocacy. Employees who believe that management is concerned about them as a whole person – not just an employee – are hands down more productive, satisfied, and fulfilled with their job. It’s simple: more satisfied employees equate to more satisfied customers, which leads to more revenue for your business. Attrition is expensive and it is time we start focusing on EX in order to make people want to stay and be part of something bigger than themselves.

Conventional wisdom has linked an employee’s engagement and overall experience to the interactions they have with their immediate manager and the group of people they work with on a daily basis. While that is generally true, we thought it would be helpful to compile a list of the top 6 ways you can go beyond engagement, focus on the full employee experience, and humanize your workplace.
 
1. Open and transparent interactions

open and transparent

In a world where technology has transformed our most basic forms of communication and connection, workplaces have struggled to keep up. Today’s employees seek workplaces where openness is the default for communication, where their voice is heard, and where they feel significant, connected and recognized for their contributions. To create such an environment, employers need to foster a culture where people feel empowered to share feedback, suggestions and recognitions. In this way, employers can magnify the positive interactions among their employees and give senior leadership a view into how their workforce interacts with each other and the amazing work that comes as a result. But to begin with, employers must remember that their employees are not just numbers on a spreadsheet or in an HR system – they are the heart of the company culture.

2. Flexible working hours

flexible working hours

There’s been a lot said about organizations needing to offer more flexible hours to employees and the ability to work remotely. We can’t stress this enough. People have lives outside of work and the easiest way for an organization to show their employees that they care about their well-being and work/life balance is to offer a flexible schedule. That being said, you can always suggest core availability hours, say 11 AM to 3 PM, where you can expect them to be available for collaborating with their teams. If you trust your employees to make the right choice, they will make it 9 times out of 10.

3. Gamification

gamificationAs demonstrated by the recent Pokémon Go craze, or the popularity of Fitbits and “counting your steps,” it’s clear that gamification is a powerful motivational force. What scores of fitness gurus, gym sales people and even spousal encouragement couldn’t force people to do despite years of trying, Pokémon Go has been able to achieve in a matter of weeks. It has managed to get users outside and walking. So how can we bring gamification to the employee experience to produce long-term engagement? The key is to not just to rely on once a year employee engagement events or retreats to magically increase engagement. Bring the gamification into the day-to-day. Encourage little competitions amongst teams or departments and reward achievements continually. Have mini events every month to bring people together. Encourage employees to compete both against each other and their own prior results to keep them motivated. Gamification builds the company culture and is just another fun activity for employees to look forward to and participate in.

4. Recognition and rewards

rewards and recognitionEngaging employees is no easy feat. Recent Gallup surveys have showed that employee engagement has held steady at only 30% of the US workforce for the last few years, trending slightly upwards over the last couple of years. But a proven method for improving engagement levels does exist. Dr. Bob Nelson, best-selling author and a leading authority on employee recognition, has found that, “Organizations that have a ‘culture of recognition’ have employees who report they are five times more likely to feel valued, seven times more likely to stay with the company, six times more likely to invest in the company, and eleven times more likely to feel completely committed in their jobs, which has been shown to account for 57 percent greater effort on the part of employees.” And according to the Achievers 2015 Workforce Survey (revealed in our Getting to Greatness: The Route to Employee Engagement infographic), 57% of employees don’t feel recognized for their progress at work while 93% hope to be recognized at least quarterly, it not more. So don’t miss the opportunity to recognize and reward great performance at work. Through the right rewards and recognition program, tied to real business goals, companies are able to see a direct impact on revenue, retention and customer satisfaction. The value of recognition and engagement is stronger than ever, with a 1% increase in employee engagement equating to an additional .6% growth in sales. But it isn’t just about the bottom line, it’s about making employees feel valued, happy and engaged.

5. Eliminate email

eliminate emailThis will most likely be the most controversial suggestion I make, but I am not alone in recommending that employers try to eliminate email, or at least scale back its use as the primary means of communication within teams. There are a slew of group messaging and collaboration tools like Slack, HipChat and Jabber that empower teams to have effective real-time communications. Leaders can join or subscribe to conversations that they are interested in rather than having to be copied on every email sent by their team members. This is one of the many ways that leaders can encourage employees to get their work done more efficiently while not being too invasive and showing trust in their workforce. Creating a natural, trusting atmosphere for employees goes further than you think.

 

6. Pay parity

pay parityFinally, it is critical that organizations pay their employees fairly. For many years it was clear that there existed large disparities in compensation based on an employee’s gender, ethnicity or personality type. Do not compensate two people who are doing the same work different salaries just because you can, or because they won’t ask. Be fair. For far too long companies relied on people not talking about their salaries with co-workers as cover for unequal treatment. Equal and fair pay is not only ethically sound, it is sound business practice. When employees know they are getting paid fairly they will be more engaged and stay with your company for the long haul, because it’s a place where they feel valued and appreciated.

Based on a recent Gallup poll, an estimated $11 Billion is lost annually due to employee turnover and 71% of the workforce around the world is disengaged. Employee experience is the next business frontier that needs to be fully explored and optimized, and the best way to start improving the employee experience is by making your workforce feel appreciated, recognized, connected and empowered to make a difference.

Are you ready to transform your workplace by focusing on the full employee experience? Download our white paper The Greatness Gap: The State of Employee Disengagement to learn more about how critical employee engagement is for your business and what you can do to improve EX today.

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Amit K. HeadshotAmit Kaura (@tweets_bitter) is a technology leader at Achievers and is helping build the next generation Employee Success Platform. Achievers’ employee recognition and rewards platform provides digital systems for sharing recognitions, feedback, and suggestions. The platform allows you to humanize the workplace by digitizing and thus magnifying the positive interactions among the workforce.

 

Topgrading Intervew

What is Topgrade interviewing?

Employers today are more focused than ever on hiring for “fit.” They’re trying to find and vet employees that will jive with the culture, pace, and expectations that are unique to their workplace. With this evolution in priorities, there has also been an evolution in interviewing approaches. There are a wide variety of interview styles and question techniques out there, and Topgrading is one approach that claims to help you find better-quality candidates and reduce your number of mis-hires. In fact, it’s the approach that the recruiting team here at Achievers uses to make A-Player hires.

Topgrading seeks to mitigate two issues that can plague interviewing and job placement: candidate dishonesty and the inability of a hiring manager to imagine a candidate in action in the position. Even slight dishonesty or exaggeration can lead to a hire that is less than successful. Combine that with weaknesses on the part of the interviewer: a hiring manager who does not ask the right questions — or the right chronology of questions, which Topgrading relies on — can fail to identify the best candidates.

An important first step to successfully employing Topgrading in your organization is to fully build the profile of the ideal person. Look beyond day-to-day duties and minimum standards and truly flesh out a description of a candidate who could best fit that role. This ensures accurate comparison when it’s time to move to the next step, which is recruiting to fit.

Once the profile is built, you should lean on it to create your job description and advertisements. Compare all of your applications against this ideal profile. The need for organizational fit is becoming increasingly important in recruiting. Early meet-and-greet sessions with several suitable candidates can determine both initial fit and whether it would benefit both your organization and the candidate to continue on the interview process.

And that’s where Topgrading takes a hard right turn from many other recruiting and interviewing paradigms. Contemporary interview techniques often rely heavily on candidate-led meetings, where resumes are used to develop questions and interviewers ask job- and background-specific questions packaged for efficient-but-short interviews. In contrast, Topgrading relies on extremely comprehensive interviews that build chronologically from a candidate’s earliest relevant background up to their current competencies. Often, those in-depth interviews rely on equally depth-exploring written packets that walk candidates through step-by-step inquiries.

Sound time-intensive? Topgrading definitely is and often relies on having many people involved in the recruiting, interviewing, and hiring process. However, the benefits — especially when filling hard-to-fill or organizationally key roles — can be enormous. When you get to know candidates at that level of detail, you can better assess their true fit within your organization. Chronologically documenting a candidate’s education and experience can ferret out dishonesties large and small that they may have relied on previously to gain new roles.

The Engaged Workplace

The Engaged Workplace: More than Free Lunch

“How do I keep my top employees happy and excited to come to work?”

Whether you’re a high level manager, an HR professional or a small business owner, chances are you’ve asked yourself this question at least once. Happy employees are something companies strive for. After all, they’re the ones that stick around, right? And from a business perspective, happy employees deliver results. 

But in today’s millennial-laden workforce, where bean bag chairs, cocktail hours, and free lunches are almost a given, it takes a bit more to keep your top talent chipper.

sandwich platter

One thing we do know: employee satisfaction is about more than just a fully-stocked fridge. Employees crave a stimulating environment that keeps them engaged – one that cultivates teamwork, innovation, and real-time feedback.

Take MGM Resorts International for example: just five short years ago, MGM was on the verge of bankruptcy. Today, MGM is an industry leader in hospitality and entertainment. What changed?

“I am most proud of our people philosophy,” says Michelle DiTondo, SVP of HR at MGM. “We built all of our strategies, competencies, and culture initiatives around engaging and inspiring (our employees).”

At Achievers, we believe in recognizing companies who go beyond catered Indian food to cultivate an environment of employee engagement. That’s why we named MGM Resorts one of the Achievers 50 Most Engaged Workplaces™ in both 2013 and 2014.

The Achievers 50 Most Engaged Workplaces™ Awards recognizes top employers that display leadership and innovation in engaging their employees.

How do you keep your employees inspired to come to work every day? Share how your company’s employee engagement strategy has changed your workplace for the better – and inspire other companies to follow suit.

Apply Today to be one of the Achievers 50 Most Engaged Workplaces™, and earn recognition as a top employer in the modern workplace. We’d love to hear your story, even if it includes a free meal here and there.

*Applications open to companies of 1000 or more employees in North America