Bridge the Engagement Gap with Recognition

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Employee Recognition HR Stats

By: Sarah Clayton
Communications and Campaigns Specialist, Achievers

Employees are arguably the most important component of a successful business.  Employees put a human face on the product, build relationships with customers, and define the work culture that feeds business performance – yet 32% of companies struggle to retain top talent. What defines an effective retention strategy varies from business to business, but there is one common element that has been found to work across most business types and sectors: employee recognition. In fact, a recent Achievers’ study found that employees have a deep desire for recognition, with 93% hoping to be recognized at least once a quarter. In addition, 75% of employees who received at least monthly recognition (even if informal) reported being satisfied with their jobs. And finally, in a recent Harvard Business Review study, 72% of respondents ranked recognition given for high performers as having a significant impact on employee engagement. With these kinds of numbers, it is clear that both employees and employers stand to benefit from a well-executed employee recognition program.

As we approach the end of 2016, this is the perfect opportunity to define the tone for the New Year and reflect on the importance of employee recognition for businesses. To help set the groundwork for a successful 2017, we present to you five revealing HR stats that prove the value of employee recognition.

  1. Employees are loyal to careers, not jobs 

    Workplace loyalty is not derived from a job; it is nurtured through a fulfilling career.  78% of employees would stay with their current employer if they knew they had a career path instead of just a job. With employee recognition, you can motivate and identify core competencies to help develop career paths for employees in a positive and organic way.

  1. Understanding progress matters 

    Goals can be daunting: understanding the progress made towards attaining them makes them seem more manageable, and 32% of employees agree. Employee recognition isn’t just for the big wins; it’s an excellent way to support progress and provide encouragement by giving employees feedback every time they move one step closer to completing their goals.

  1. Respect knowledge and experience 

    People work hard to cultivate their skills, and 53% of employees say respect for their knowledge and experience is their top expectation of leadership. An employee recognition platform allows both leaders and peers to publicly praise employees for their expertise, providing the employee with further motivation to develop it further.

  1. Recognized employees are happy employees 

    Employee recognition doesn’t require a huge commitment. In a recent survey of 1,000 U.S.-based, full-time employees 75% of employees who were recognized by their manager once a month – which is a good cadence to check in on progress to long-term goals – reported being satisfied with their job. While 85% of those that were recognized weekly reported being satisfied. The more satisfied your employee is, the more engaged they will be, and the more likely they will stay with your company for the long-term while producing stronger results.

  1. A mission statement is meant to guide employees 

    Unnervingly, nearly two-thirds (61%) of employees don’t know what their company mission statement is. An employee recognition program, clearly linked to a company’s mission and values, is a great way to align employees around those values. By praising and reinforcing behaviors and outcomes that line up with and support the company’s mission and values, employees are inspired to live and breathe those values every day. This in turn helps to build a unified corporate culture and makes clear to individuals how their work helps the company to achieve its goals.

Retaining employees is about establishing reciprocal loyalty, making their jobs feel meaningful, and supporting and encouraging their professional development – one of the best ways to do all of these things is through employee recognition. When a company demonstrates its commitment to supporting and recognizing its employees, they will be rewarded with engaged employees who are dedicated to contributing to the company’s mission and bottom-line.

To discover more eye-opening HR stats and learn more about the correlation between recognition and retention, check out our white paper: The Greatness Gap: The State of Employee Disengagement.

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About Sarah Clayton

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 Appreciation

By: Kellie Wong
Social Media and Blog Manager, 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 Kellie Wong
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

By: Sarah Clayton
Communications and Campaigns Specialist, Achievers

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 Sarah Clayton

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

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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Employee Recognition Experience Open API

By: Amit Kaura
Senior Manager, Software Engineering, Achievers

Open API
Imagine all of your employee recognition and rewards programs; everyday recognition, innovation, recruiting referrals, or years of service awards; even sales incentives, on one platform. It’s the place where everything belongs: A place where you can align every employee, globally, on a single platform and make your recognition and rewards budget go further by leveraging combined data from every employee rewards program. A behavior-driving engine that aligns your employees to your business objectives and company values, fueled by recognizing and rewarding shared victories every day. And because it was purposely designed based on the familiar and fun-to-use social media model, it’s an HR software platform that everybody actually wants to use. That is the basis of the Achievers recognition and rewards platform.

But we also recognize that not all employees are able to be on our platform 24X7, so that’s why we decided to extend the reach of our platform through an Open API – to make it as easy and seamless as possible for employees to send and receive recognitions in the everyday flow of work.

What are we trying to do with our APIs?

Most organizations use anywhere between 10 to 16 different software systems to run their business. These systems can range from document management systems like SharePoint and Confluence, to project management software like MS Project and Merlin, to intranet portals enabled via Jive, to social tools with a newsfeed, instant messaging and email, and many more. Employees spend at least 30 hours of their work week in their email and other collaboration tools. Every organization today is, on some level, a technology company and leverages technology in many forms to increase employee productivity and improve their top line.

At Achievers, we recognize this and want to be where employees spend most of their time. We want to be where the work gets done – and we are making this a reality today through integrations. With these and future integrations we are enabling employees to recognize each other and post recognitions to our platform from the other software platforms they use every day.

How does Achievers manage this? By having an open, public API that any organization’s developers can use to connect their software systems with ours, programmatically.

What is an API?

We live in a world that is incredibly fast paced and every term out there is abbreviated to save time.  Whether it is business terms like ROI, Capex, and BAU or social acronyms like LOL, OMG, and ROFL; initialism is ubiquitous in our lives. One acronym that presents itself frequently in tech circles is the lesser known, but equally powerful API, or application programming interface. What is an API? Let’s break it down into its component parts.

  • Application: If you have a smartphone, you are well acquainted with applications, they are the tools, games, social networks and other software that we use every day. Achievers is an application that facilitates employee engagement. Workday is an application that lets you maintain employee files for your workforce.
  • Programming: Programming is how the developers create all the software that make our lives so much easier.
  • Interface: An interface is a programmatic connection shared by two applications that allows them to communicate with one another.

An API is essentially a way for two different software systems to communicate with each other via a pre-defined, well understood and agreed upon standard. In other words, it is a set of standard specifications developed by the host service owners that developers, who are familiar with other systems or services, must follow when connecting systematically to the host service. The API lays out the functionality that is available in the host service, how it must be used, and what formats it will accept as input, or return as output.

Why did Achievers build its API?

Every recognition on our platform has a story. It is an interconnected series of events that starts with an accomplishment, business or personal, by an employee. These accomplishments can be as simple as exhibiting a desired behavior like, “going the extra mile.” Or they can be specific, like achieving a sales goal. This sense of accomplishment is motivating in and of itself, but it is an even more powerful motivator when it leads to a recognition given by a leader or peer, with that recognition reinforcing and perpetuating the employee’s behavior, or accomplishment.

While we have the desktop and mobile versions of our software currently available to our members to facilitate recognition, we know that these recognition stories can happen anywhere in an organization’s software ecosystem. Employees need an easy way to recognize their peers from whatever system they are working in when they discover a colleague’s accomplishment. It won’t matter if the employee is on the shop floor, using a point of sale system, answering calls in a call center, in the warehouse, in email systems like Outlook, or in instant messaging systems like Slack or Skype, they can create and send a recognition.

Facebook LikeHave you noticed how common the Facebook like button is on the internet now? You can basically “Like” content on any website and it will magically appear on your Facebook news feed.

 

Achievers A

Imagine if there was a “Recognize on Achievers” button on all content inside all of the systems that your employees work in every day, allowing them to recognize the creator of that content. Fostering a culture of recognition and driving employee engagement isn’t easy, but technology can make it seamless for employees to interact with our system. It can increase adoption and thus further the culture of recognition. Our aim is to support this philosophy with our product, and that is why we have built our API and will continue to invest in it and in the app ecosystem around it.

What are some good examples?

Many organizations have already adopted our API and created some amazing integrations.

Cox Automotive Achievers and Jive Integration

Cox Automotive, one of our more forward-thinking customers, used our API to build an integration that allows recognitions to be sent from within Cox’s Jive Intranet portal. A link to recognize an individual appears beside each person’s profile on the portal. Clicking the link opens the Achievers application in a new tab, with that employee’s name pre-populated and ready to be recognized.

 

 

Cox Automotive Achievers and Slack IntegrationAnother popular integration we are seeing amongst our customers, Cox included, is to use our API to link their instant messaging tool, Slack to the Achievers platform. This link allows employee to recognize anybody from within the Slack chat window.

 

Achievers Platform Snapshot

Future integrations could include linking Learning Management Systems to the Achievers platform via our API. This would facilitate the automated posting of an achievement to Achievers whenever an employee finishes a learning course or mandatory training module, reinforcing to teams or to entire organizations the importance and value placed on completing courses.

 

Truth and Lie Performance Review Image

The Achievers API can also be used to transfer the recognitions and achievements of all employees from the Achievers platform into whatever performance management system your organization uses for periodic reviews. Most of us can barely remember what we had for dinner yesterday, let alone remembering what people on our team did 6 months ago. This integration can help provide a more informed review, allowing managers to see all the recognitions they’ve sent, as well as any recognitions their team members have received throughout that period, directly within the performance management system.

 

Achievers Referral Platform Snapshot

Recruiting talent is hard. At Achievers, we believe that A-Players know other A-Players. We use Jobvite to get out to our employee’s social networks and drive referrals into the platform. Our API then allows Jobvite to automatically recognize and award points to employees who successfully bring in a referral.

 

 

 

 

 

What do you need to do next to take advantage? 

Achievers Platform on Laptop

The answer, if you’re already an Achievers customer, is: very little. Do you have access to software developers that can be deployed by HR, or have friends in the IT department? If the answer is yes, you are in business. Talk to them and introduce them to our Open API at https://developer.achievers.com/. Even if you don’t see a use case for using our API, we are confident that they will. Encourage them to reach out to us at: api_support@achievers.com if they have questions or are looking for inspiration. If you’ve identified the direction you’d like to go, but would like a little assistance to ensure your development team and business stakeholders are on the same page, Achievers also offers an API Consulting Service to help you and your team implement the changes and ensure your employees are aware of how this will benefit them in their flow of work. Reach out to your Customer Success Manager for more information. Finally, look at our list of existing or planned integrations and see if there is any overlap between our list and what you use in your organization. If so, we can get you started right away.

Achievers Open API integrationsWhat’s exciting about the world of APIs and app ecosystems is that it has opened new doors for our platform that we hadn’t even thought of yet. We are at an incredible point in our journey at Achievers. We have never been better poised for innovation in the space of employee engagement than we are now and we invite you to join us as partners on our journey.

Let’s engage more employees by integrating more systems with the Achievers recognition platform using our Open API.

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

 

Credits: Session hosted by Bobby Bradford, Director of Product Design at ACE 2016

Learning and Development Programs

By: Kellie Wong
Social Media and Blog Manager, Achievers

Are your employees reaching their full potential at work? According to a Middlesex University study cited in a recent Sh!ft infographic, of almost 4,300 workers polled, a whopping 74% felt that they weren’t achieving their full potential at work. So how does a business engage its employees to make them feel empowered and more productive? One answer is by providing the right learning and development opportunities.

But how do you determine which learning and development opportunities are right for your employees? Getting the answer wrong could be costly. According to Sh!ft, the total loss to a business from ineffective training can add up to $13.5 million per year per 1,000 employees. The key is to stop wasting money on ineffective training programs and start approaching learning and development initiatives with a new, creative outlook designed to boost employee engagement.

Training Magazine recently featured an article providing a behind-the-scenes look at leading tech companies that are stepping up their learning and development opportunities to successfully engage employees. Following, we have pulled a few highlights from the article to help you gain some inspiration for your business:

Adobe’s focus on quality content

Adobe focuses on learning and development opportunities through its Learning@Adobe program. With the use of their own product, Adobe Connect, and other resources, they are able to offer a wide portfolio of e-learning tools. For Adobe, it’s all about the quality of content, and we can understand why:

“Adobe gets the content right—its 60-minute virtual Adobe Connect labs consistently receive net promoter scores above 90 percent.” – Training Magazine

Facebook’s learning and development package

Mike Welsh, Learning and Development Partner and People Engineer at Facebook, shared, “Facebook’s key learning and development objectives are to promote respect and foster a culture of continual learning.” So how does Facebook accomplish this? Through a number of innovative programs. First, the company focuses on personalizing the experience for employees with various specified tracks and on-demand classes. Next, Facebook provides an Engage Coaching Program that enables new managers to have one-on-one time with an executive as a mentor. Together, they work on their people management skills. Finally, Facebook’s FLiP (Facebook Leadership in Practice) program is built for peers and executive team members to provide rising leaders honest feedback.

Salesforce centers its attention on employee success

Salesforce focuses on employee success to drive customer success. In order to do this, Salesforce developed Trailhead, an interactive customer learning platform for in-house employee training. Trailhead also opens up one-on-one learning opportunities for managers and employees to discuss and track the progress of personal goals.

But Adobe, Facebook, and Salesforce are just three of many tech leaders that are effectively using and learning and development to drive employee engagement. Don’t lose sight of what’s important to your employees. According to Oxford Economics, 62% of executives say millennials will consider leaving their jobs due to lack of learning and development. Learn how to create an unbeatable learning and development program to retain your employees and keep them motivated.

What other ways can your business kick off an impactful learning and development program? Training Magazine shares five affordable ways for companies of any size to run a successful learning and development initiative:

  1. In-house mentorship and coaching
  2. Online education courses
  3. Gather employee feedback and test new ideas
  4. Train new managers to become inspirational leaders
  5. Value your employees like you value your customers

It’s been reported that three-fourths of employees that work for companies with financial performance that is significantly above average are moderately or highly engaged. Start engaging your employees with the right learning and development opportunities. By connecting employees to new learning and development resources, they can reach their full potential at work, feel driven to produce stronger results, and trust that their company cares about its employees’ success.

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About Kellie Wong
Kellie WongKellie 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.

 

Inspirational Leadership

By: Marci Peters
Director of Customer Service, Achievers

How important is it to have inspirational leadership versus average leadership? The answer: Very important. According to Great Leadership, organizations with the highest quality leaders were 13 times more likely to outperform their competition in key bottom-line metrics such as financial performance, quality of products and services, employee engagement and customer satisfaction. Which is why it should be mission-critical for businesses to focus on developing inspirational leaders to improve company culture, teamwork, performance and bottom-line results.

CEOs are focusing on leadership development opportunities for their workforce more than ever to maximize business performance and encourage their employees to reach their full potential. Gallup estimates that managers account for at least 70 percent of the variance in employee engagement scores across business units. The same study found that managers with high talent are more likely to be engaged than their peers: According to Gallup: “More than half (54%) of managers with high talent are engaged, compared with 39% of managers with functioning talent and 27% of managers with limited talent.” With numbers like these it’s clear to see why it’s so important to foster proper leadership development, so those leaders can in turn inspire their employees, driving engagement and leading to better business outcomes.

So what exactly does it take to become an talented and inspirational leader? There have been countless books written on the subject of leadership, but the secret to being a strong leader is not in a chapter of any book, it is having a passion for leadership. Having the passion for leadership isn’t something you can just learn or pick up over time – it is built within your DNA and motivates you to get up every morning and make an impact. But there are some proven ways to bring out the leader in you.

After more than 20 years in leadership roles, I have identified what I believe are the five keys to unlocking the inspirational leader within:

  1. Find your inspiration
    Identify a role-model. For example, Bill Gates or Richard Branson, to name a couple current examples that instantly leap to mind. But they don’t necessarily have to be famous – think of any successful leader in your life who inspires you daily and aligns with the type of leader you want to be. Start exemplifying their leadership behaviors, whether it’s being more supportive, positive, fair, consistent, transparent, appreciative, or all of the above. It’s important to look up to someone – every leader had another leader to look up to at one point in their life.
  2. Lead by example
    This step sounds cliché, but is absolutely true. You should always lead by example and practice what you preach. No leader is effective or taken seriously if they can’t act on their own beliefs or practices. Leaders need to actually lead the way, versus just talking the talk (and not walking the walk).
  3. Nurture others
    Take care of your people, from hiring to training, support and development and career pathing. Your team needs to feel the love when it comes to the full employee experience. It’s not always just about getting work done – it’s about feeling valued, appreciated and taken care of.
  4. Empower your team
    First and foremost, hire the right people with the right attitude and who are passionate about what they do. You want to build a team that meshes well together and shares the same values as the company, then train them well, starting with a strong, structured onboarding program. And of course, always provide a supportive, empowering environment for your team to thrive. Allow employees to learn from failures and celebrate their successes with frequent recognition and rewards.
  5. Have fun
    It’s as simple as that! Business is business, but you have to make time to play and have fun. It makes all the difference when you enjoy what you do – people can see when someone loves what they do and your positive energy will only benefit the workplace. Also, according to the Center for Creative Leadership, 70 percent of successful executives learn their most important leadership lessons through challenging assignments. Consider taking an out-of-the-box approach with challenging assignments to make them more fun.

Not only do these five keys result in better leadership, but they also have the side benefit of increasing employee engagement. Inspirational leaders take the time to inspire, support, listen and identify opportunities for their team. According to The Harvard Business Review, developing strengths of others can lead to 10-19 percent increase in sales and 14-29 percent increase in profit.

As an inspirational leader, you can effectively engage your employees and develop their strengths for more successful business results. If you act upon these five keys with genuine interest, honesty and sincerity, you will become a more inspirational leader, foster strong and meaningful relationships and improve your bottom-line.

With 51 percent of employees reporting that they are not happy at work (see our latest infographic), companies clearly need more inspirational leaders to boost employee engagement and retain top talent. Want to learn more about the current state of employee disengagement? Download The Greatness Gap: The State of Employee Disengagement White Paper.

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About Marci Peters

Marci Peters

Marci Peters began her 20+ year Customer Experience & Contact Centre profession in the telecom space, but she has spent the last four years with Achievers – Changing the Way the World Works. She believes strongly that customer needs shape the business and employees are your most valuable investment. She has a proven track record in tactical execution of strategic customer initiatives to transform service delivery and drive positive results. View Marci Peters’ LinkedIn profile here.

 

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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Emotional Intelligence

By: Leigh Burger
Senior Implementation Manager, Achievers

Now more than ever HR professionals are being called upon to demonstrate their value and generate tangible business results through their efforts. This can feel exciting and terrifying at the same time. It opens up a tremendous opportunity to leave your thumbprint on the organization’s bottom line. It also provides an opening to make a positive impact on your organization’s “emotional culture” – recently defined in the Harvard Business Review as: “The shared affective values, norms, artifacts, and assumptions that govern which emotions people have and express at work and which ones they are better off suppressing.”

Why is this important? Research cited in the HBR article points out that a company’s emotional culture can have an effect on, “Employee satisfaction, burnout, teamwork, and even hard measures such as financial performance and absenteeism.”

So how can organizations shape emotional culture for the better? Through Emotional Intelligence (EI). EI is the capacity to be aware of, control and express one’s emotions, and to handle interpersonal relationships empathetically.

“Self-awareness, social aptitude and the drive to deliver; emotional and social intelligence gets hard results. Our studies show it accounts for more than 85 percent of star performance in top leaders.” – Hay Group

I believe EI is one of the top (if not, THE top) investments an organization can make for their workforce. Why? It’s at the core of a virtuous cycle that leads to strong financial results and breeds an enviable culture.

Emotionally intelligent leaders are a key factor in driving employee engagement. Show me a company with high levels of employee engagement and I’ll show you a company with a strong culture and business results. According to Workplace Research Foundation, highly engaged employees are 38% more likely to have above-average productivity. And so, with employee engagement at hand, the virtuous cycle continues.

Aimee Lucas, Vice President at Temkin Group, presenting at ACE 2016

Aimee Lucas, Vice President at Temkin Group, presenting at ACE 2016

Have you ever had the opportunity to work for one of those charismatic, yet humble leaders? The kind of leader with that makes you feel safe, heard, seen and valued? If yes, you were sitting on the other side of a leader with a high level of EI (aka EQ), and he/she would likely score higher than their peers on an Emotional Social Competency (ESC) inventory.

This correlation between the top performers in an organization and those with robust EQ competencies should not be ignored by business leaders because managers with high levels of EI and ESC are likely to be the ones with the power to take your business to the next level. They’re the ones that employees will follow to the moon and back and stay actively engaged at the workplace. In fact, they actively create engaged employees. How? Because they are skilled at meeting some of the the most fundamental of human needs – the need to feel safe, to be heard, to be seen and be valued.

And EI is something not only organizations can benefit from, the impact can be felt by society at large. If we are able to positively impact employees’ work environments, think of the impact it could have on everyone else they interact with outside of work. And the people those people interact with and so on … the opportunity is exponential (think of the Liberty Mutual commercial).

Forbes shared that mood and engagement are contagious – stating if you have a friend that is happy, the probability you will be happier goes up by 25%. And Fortune revealed the happier your employees are, the more productive they will be – approximately 12-20% more productive. Another term for this is “emotional contagion” – the ripple effect where emotions, both positive and negative, are seen to spread among employees. So it’s important to note that EI doesn’t apply only at an individual level, but also at the team level.

 “In teamwork, emotional intelligence is the crucial social lubricant, providing the capacity to settle disputes well, brainstorm creatively, and work harmoniously. This is all the more true for great team leaders. It turns out that team members who scored higher on the ECI, a test of emotional and social competencies, were most likely to emerge as the natural leaders.” Daniel Goleman (Jan 2007)

I was first introduced to EI and ESC while taking a MOOC course titled Inspiring Leadership through Emotional Intelligence. Later, I went on to attend grad school and pursued a Masters in Positive Organizational Development & Change. I had the opportunity to study EI under the tutelage of Dr. Richard Boyatzis  and Dr. Melvin Smith at Case Western Reserve University. I’ve been in love with the concepts of EI and ESC ever since. It gave me a new approach to describing and defining a highly desirable employee, whether it’s a front-line contributor, people manager, senior leader or executive. It also gave me the opportunity to go through the Emotional Social Competency Inventory (ESCI) 360 feedback assessment process. After grad school, I went on to complete the ESCI accreditation and licensure through KornFerry Hay Group. Obtaining these credentials allows me to conduct individual inventories and provide feedback and coaching to develop a person’s EI. This led to a deep and challenging introspective journey to shine a light in some dark corners of the HR industry that needed some attention. It’s my belief that you can’t offer to your people what you don’t have within yourself.

If you would like to learn more about EI, below are some great resources:

Videos

Articles

Does all this resonate with you? If so, I’d love to hear how you are changing the way the world works through EI.

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About Leigh Burger
Leigh BurgerLeigh joined the Achievers Professional Services team in June 2014She 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.