Employee Engagement

Posted by Curt Denevan:

I have a dream. Come with me on this journey.

• Employees spring out of bed excited to go to work each day.
• 87% are more likely to stay in their jobs.
• Managers seek to bring out the strengths of employees, not to harp on the weaknesses.
• 70% more likely to be nice to customers.
• Authentic recognition results in behavior that is social, strategic and powerful.
• Profitability increases at the firm.
• Engagement strengthens relationships at work. Work is social. Its about people.
• Progress is visible at work, demonstrating the key to motivation.
• Energy drives us: Spiritual, physical, emotional and mental. Energy is caught up in a mission that is greater than ourselves.
• Engaged employees formulate the results the company should be seeking. Powerful results matter to managers, organizations, employees and customers.
• Managers figure out how to make top performance worthy of employees' attention and provide feedback that is heard and followed by those employees.
• Work is meaningful. Managers know this will sustain, engage and enrich people.
• Magic Moments are nurtured. Make the most of these Magic Moments when managers engage with employees. Every connection you make, every day, has the potential to become a low point or a high point in someone's day. Make it a high point.
• Toxic aspects of the workplace are eliminated. Employees are allowed to find a sense of well-being at work so they leave each day enlightened, not depleted.

I have a dream. That this will touch everyone.

Check out the short video from The Employee Engagement Network.



http://www.involve.co.uk/

http://employeeengagement.ning.com/

7 out of 10 Americans say work unrecognized!

Posted by Curt Denevan:


MAJORITY OF AMERICANS “NOT FEELING THE LOVE” WHEN IT COMES
TO RECOGNITION BY EMPLOYERS, COMMUNITY GROUPS AND OTHERS

GLENVIEW, Ill. (Aug. 20, 2011) – When it comes to getting recognized for
their personal efforts, whether at work, helping others in their community or
volunteering, almost 7 out of 10 Americans say their work goes widely
unrecognized.

According to a 2011 survey of 1,000 Americans, fielded by TNS
Worldwide and the Awards and Recognition Association
(www.recognitionisrewarding.com) this summer, 69 percent of Americans have
not been recognized for personal efforts in the past year—either through work,
civic or volunteer programs.  
“It’s no secret that given the current economy employees are being asked
to do more and more, and community organizations are stretched thin of
volunteers so it’s surprising that companies and groups aren’t taking time to say
“thank you” to those working hard,” said Louise Ristau, executive director of
ARA, the industry organization promoting recognition.

According to Ristau, it doesn’t take a lot of time or money to implement a
recognition program, just a little effort.
“Taking notice of those around us giving extra effort and making a
difference, can be one of the easiest things we can do—from writing a note,
giving a pat on the back, or creating an award,“ she said.
Ristau and the team of experts at Recognition is Rewarding.com, the
Association’s recognition group, recommend starting with simple gestures that
can infuse positive energy and help boost morale.
“Recognition is something we can do regardless of the status of the
economy, which is particularly important when employers aren’t able to provide
staff with raises and bonuses,” she said.

GOOD DEEDS GO UNNOTICED—ADD ONE
Recognize, Reward, Repeat
The ARA has five tips for employers to start their own program to
recognize their employees.  All are designed to develop recognition that is
equally powerful for both the organization and the employee.  Tips include:

1. Make sure all employees must be eligible for the recognition. 
2. Be sure that both employers and employees have specific information about what behaviors or actions are being rewarded or recognized. 
3. Ensure that anyone who performs at the level or standard stated in the criteria receives the award. 
4. Take steps to recognize all honorees as close to the performance of the actions as possible so the recognition reinforces behavior the employer or organization wants to encourage. 
5. Be impartial.  Don’t design a process in which managers “select” the people to recognition.  This type of process will forever be viewed as “favoritism” or talked about as “It’s your turn to get recognized this month.” 

According to Ristau, another key to successful recognition is selecting the
most appropriate kind of award. Tangible, public awards are proven to be the
most effective, better than money or other means, to honor performance and
achievement, she said.
  Questions to ask when considering what type of award to use include:

• Does it represent what was accomplished? 
• Is it attractive enough to wear or keep at home or in the office? 
• Is it consistent with the purpose and image of the organization and/or accomplishment? 
• Is it right for the level of representative of the importance of the  achievement? 
• Is it in line with the budget/effort? 
• Is the award well-crafted from high quality/affordable materials? 

For additional guidelines for award program, visit www.rcbawards.com.

About the Awards and Recognition Association:
The Awards and Recognition Association (www.ara.org), an organization of
nearly 3,000 member companies dedicated to increasing the awareness of the
value and significance of awards and recognition programs.

Trends in Corporate Awards 2012

Posted by Curt Denevan:

Do you have a recognition program in your company? In May of 2011, World At Work-the Total Rewards Association, reported that 86% of companies have recognition programs in place. The average percent of payroll budgeted for recognition is at 2%, down from 2.7% in 2008, but still significant. Recognition programs for these companies boost employee satisfaction (71%), motivation (66%) and engagement (64%).  Awards for length of service are still the most prevalent, but more and more we are seeing companies using awards for “above and beyond” performance recognition (79%). The survey indicates that companies are opting in for programs that can have a more direct impact on their bottom line. That includes consideration of such things as engagement which leads to commitment and loyalty.

Trends in the awards industry show a tendency to continue or strengthen annual or quarterly award programs. There is a tendency toward centralization of awards purchases as buying decisions are increasingly made by the corporate office rather than individual departments.  Demand for awards is increasing according to those in the industry. More companies are working on custom awards, something unique to the marketplace, which only their company will have.  Corporations seem to be ordering more than they have in the past. They want to make sure their employees are recognized. Raises and promotions may not be as prevalent-or even possible. There is a tendency to try to motivate people to do more. When the economy isn’t all that great and sales may be down, recognition tends to be an economical way to boost sales activity.

Another interesting trend is a movement away from plaques and toward glass and crystal awards.  As companies look for something new and exciting to present, they are looking for awards that will be cubicle friendly. Corporate customers are looking for awards that look really classy, are personal in nature, and many cases, let the inscription or etching design carry the award. This allows the artistry of the award designer to become more valuable than the award itself. 

For more information, see RCB Awards.

Call 1-800-929-9110