Archive for the "Events & Webinars" Category

Overcoming the “Overwhelm” – A Book Review and Encouragement in the Midst of “Busy”

by Lynette Silva

Overwhelmed Book coverRecognize This! – Trying to do more, better, faster actually leads to accomplishing less, at lower quality. Finding true balance between work, love and play makes us all more productive, happy, and healthy.

I can’t remember the last “business” book that made me ride a roller-coaster of emotion as I read, unable to put it down. That’s precisely how Overwhelmed: Work, Love and Play When No One Has the Time (written by award-winning Washington Post journalist Brigid Schulte) made me feel. From the anxious pit-in-my-stomach feeling reading the research on how we got to this stage of “overwhelm” in our lives, to fury over how our society actually condones and encourages such a state, to hope that we can change to make work-life balance real for all of us, Overwhelmed not only made me evaluate my own emotions towards work and life, but it also brought to the surface for me many of my own shortcomings, oversights and inter-dependencies.

So, what is the state of “overwhelm?” It’s constantly living in a state of needing to do “just one more thing,” be “just a little bit better,” do more, help more, achieve more… more, more, more.

I think that’s a state many feel today, though Brigid makes the excellent argument it can be worse in the U.S. than elsewhere in the world because of how we’ve structured work to cater to the myth of the ideal worker and the home to cater to the equally insidious myth of the ideal mother. Why are these myths so terrible? It’s impossible for anyone to live up to these ideals because they are ideals and not reality. As Brigid says, “There will never be equality at home until there’s equality in the workplace, until we redefine the ideal worker.” – This is why we need a complete recalibration of how we work and therefore how we play. Indeed, we’ve never needed more the idea of “WorkHuman.”

Near the end of the book, Brigid relates a key lesson derived from extensive research:

“Meaningful work can be done without working all hours and sacrificing yourself, your family, or your life. Giving workers control and predictability over their schedules can lead to productivity and profits. Vacation and rest can make you a better worker and a happier person.”

Overwhelmed is a well-written, compelling, research- and story-driven book that kept me hooked from the opening page. I encourage you, in the midst of your potential own overwhelmed state, to take a few hours and read the wisdom here. If you do nothing else, read the Appendix: Do One Thing. In it, Brigid offers bullet-point lists in the categories of work, love and play to help step out of the overwhelm, one thing at a time.

Then join us at WorkHuman, June 9-10 in Orlando, FL, to hear more from Brigid directly as she speaks on how incorporating more play into our lives leads to greater productivity.

What overwhelms you?

 

Latest SHRM Survey Supports Employee Need to “WorkHuman”

by Derek Irvine

Making connections matterRecognize This! – What makes us happy, satisfied and engaged at work? Deeper connections and relationships with colleagues and a stronger sense of meaningful work.

SHRM released its annual “Employee Job Satisfaction and Engagement Report” yesterday. I wrote about it in more depth on Compensation Café today. (Click over to read more.)

The report is quite interesting. I particularly find it useful how it draws on both satisfaction and engagement measures, yet is careful to distinguish the two. They are very different, and SHRM acknowledges this in the report.

Of particular note are findings related to employee needs for connections with their colleagues and meaning in their work. Evren Esen, director of SHRM’s survey programs, comments on the research:

“Workers have shown an increased preference for understanding their role and how it aligns with the success of an organization. What’s important to employees now is a collaborative environment that encourages feedback and interaction among co-workers and between employees and their supervisors.”

These two points – connections and meaningful work – are the crux of our discussions at WorkHuman. Indeed, the relationships we build with others as we work together to deliver products and services of value and purpose are the heart of what defines humanity at work. I hope you can join us at WorkHuman, June 9-10, in Orlando, FL, and help us unpack these important topics in great depth. Register here using code DIBLOG100 for a $100 discount.

5 Reasons Surprise Matters (and how to embrace it)

by Lynette Silva

Cover of Book "Surprise"Recognize This! – Surprises happens. Our connections with others help us better enjoy the good surprises and weather the bad ones.

I love my job. I know I’m lucky I get to say that. Why do I love my job? Lots of reasons, but at the top of the list is the people I get to work with every day – both my colleagues at Globoforce and the customers who enrich every project I’m involved in. It’s those intimate connections with people and what we learn, do and achieve together that make work fun.

That’s why I’m excited about the upcoming WorkHuman conference. (June 8-10, in Orlando, FL. Register here and use code DIBLOG100for a $100 discount.) The entire event is all about how we can all love our work when we learn to appreciate and respect each other in positive ways to build deeper and stronger connections. I’m honored to lead one of the panel discussions: “Unexpected Innovations: Changing How We Think about a Human Workplace.” The panel will showcase four of the speakers/authors, giving us a chance to unpack in more detail their thoughts around important concepts in a WorkHuman workplace – Surprise/Happiness; Romance/Meaning; Play/Productivity; and Failure/Risk-Taking. (Check out more information on many of these sessions in this post: 8 Upcoming Talks You’d Be Crazy to Miss. Seriously.)

As I prepare for the session, I’m absorbing their books. There is so much wisdom and insight I’d like to share with you. So for the next four weeks, I’ll be sharing a book review from each author. First up, Surprise: Embrace the Unpredictable and Engineer the Unexpected by Tania Luna and Leann Renninger, PhD. I greatly enjoyed this book and took away many personal life learnings.

1) Embracing Surprise Is Important – Surprise is, in a way, all about giving up control. About allowing yourself to be in a place where you can be surprised and to experience wonder. Our world today is nothing but surprise – constant change and the surprise it brings us. That’s why learning how to use surprise to our advantage is so powerful.

“It’s training in the skills that separate people and organizations that thrive in this new world from the ones that can’t stomach the volatility… They are the skills that turn our work and our lives into meaningful adventures.”

2) Surprise Requires Connection — Surprise must be a shared experience. When surprising things happen to us, we naturally want to share with others, building deeper connections.

“Keeping an emotionally and cognitively intense experience to ourselves isn’t just difficult; it can lead to physical illness.”

3) Trust, Stability and Vulnerability Are Critical for Embracing Surprise – Recognition and appreciation play a key role in building trust, which is necessary for us to give up control and accept the unpredictable. Stable connections in the workplace keep us focused on what matters most. Vulnerability does not mean weakness, but openness.

  • “Trust is a psychological safety net that allows us to let go.”
  • “Setting stable ground builds resilience and makes even the worst surprises bearable. Social support is particularly effective at creating stability… Stable and supportive people can also help us gain clarity and just plain remind us that we matter.”
  • “We cannot connect unless we leave ourselves open to the unpredictable delights and disappointments, joys and sorrows of relationships.”

4) Adapting to and Using Surprise to Our Advantage Requires Improvisation – People most adept with surprise “accept that surprises will happen without trying to avoid or predict them.” Improvisation is a terrific way to build this skill because it requires two things in particular – focusing on others and staying in the moment.

“Improv performers agreed that the most important rule in improv is listening to your scene partners rather than thinking about yourself… The same advice applies offstage. In times of uncertainty, turning our attention to others allows us to move more swiftly and make better choices. It also allows us to help others look good, which builds trust and community… The most exciting performers trust that they’ll find themselves someplace better than they imagined, which is precisely how they get there. To improvise, we have to stay with the moment we’re in instead of chasing a moment we want.”

5) Practicing Gratitude Gives Us More Reasons to Be Grateful – I suggest taking the advice in the book one step further. Yes, reflect every day on what you’re grateful for. But then make the extra effort to express your gratitude through recognition by telling the target of your gratitude why and how they’ve given you a reason to be grateful.

“One of the best predictors of life satisfaction is how much gratitude we feel on a regular basis. More gratitude = more joy…. When we get what we expect (even if it’s wonderful), we feel nothing. No surprise = no gratitude. Actively practicing gratitude is the only way to flip on the switch voluntarily instead of sitting around and waiting for gratitude-inspiring surprises to happen.”

Stay tuned next week for wisdom from Tim Lebrecht and his book, The Business Romantic.

How do you handle surprise? Is it something you seek out or try to avoid?

You Asked: Answering Your Questions about The Power of Thanks (Part 2)

by Derek Irvine

Cover of Power of Thanks BookRecognize This! – Social recognition is a very powerful means of creating and managing culture, when structured in a considered, thoughtful way.

Continuing on my last post, below are the remaining questions asked in our recent webinar about our new book, The Power of Thanks. (Download a recording of the webinar.)

Q10: How should companies balance positive recognition with encouraging people to offer candid criticism, as well? In other words, is there a risk that focusing on encouraging positive recognition risks silencing negative feedback?

There is a far greater risk to negative feedback outweighing positive. Both are important, but one thing to be sure to avoid is the “feedback sandwich,” which is just confusing to all. Check out these posts on research showing it takes 5 positive comments to outweigh one negative for feedback recipients and Gallup research showing employees whose managers acknowledge their strengths are far more engaged than those whose managers focus on their weaknesses.

Q11: I am in management in a department that has just completed a hostile takeover of another department. There is a great deal of mistrust and dysfunction. How can we turn this around without undermining the needed authority we have to maintain?

While departmental, many of the principles for any kind of merging of cultures likely applies. I recommend the information in this post: “The Power of Thanks during M&A – 5 Steps to Merge Company Cultures.”

Q12: I give recognition frequently, but I do not receive it (personally) because upper management doesn’t believe in it. I purchase recognition items out of my own money, but just can’t seem to get buy-in from the top.

A strong business case for recognition that appeals to what upper management cares about most would likely be a strong approach. I refer you specifically to chapter 8 in The Power of Thanks, “Driving ROI and Business Results.” Working with customers to create solid business cases is also a service my team offers. Reach out through the email link above if we can help further.

Q13: In today’s environment, we are getting very impersonal and managers miss the little things that count when it comes to employee recognition. Agreed?

Agreed. It’s the many little things that make us a success. Even the very best managers can’t be expected to see all the good occurring around them every day, especially in today’s distributed workforces. That’s why peer recognition is vitally important to empower everyone to “catch someone doing something good. This post has more detail: Open the Floodgates of Recognition.

Q14: Is it effective to do a “recognition” program within a smaller group–if you can’t impact the entire company? And can you give more examples of the best ways to do that?

It can be effective to structure a program in a smaller group, but the same principles of best practice program design apply. No matter the size of the group, follow the blueprint for recognition success outlined in chapter 7 of The Power of Thanks, “Building a Social Recognition Framework.” Doing so will not only ensure success of the program within your smaller group, but also prove the value of your efforts to the company as a whole (hopefully enabling you to expand the positivity to the entire organization).

Q15: Is there a blueprint/best way to measure employee engagement? Cultural health?

That’s a question the various employee engagement survey providers would want to weigh in on, I’m sure. My advice would be to be sure any survey you conduct, you’re prepared to take action on feedback received in a very timely fashion. Otherwise people think their time spent offering their opinions is wasted. For measuring culture health, there’s no better way than staying on top of the factors you’ve determined to be the markers of your culture – your core values (in most cases). Chapter 9 in The Power of Thanks, “How Social Recognition Impacts HR” addresses this topic in much greater detail, delving into the power of big data and people analytics.

Q16: Is there a value to doing a recognition program that simply acknowledges and gives thanks without actual awards?

“Thanks Only” recognition programs have a couple of challenges, first of which is no calibration of recognition to level of effort, contribution, result achieved. Someone who led a cross-departmental team on a project with company-wide, lasting impact should be recognized at a higher level than someone who contributed as part of team to achieving a short-term goal. Without that calibration and differentiation, recognition becomes devalued very quickly. Also, research shows employees themselves find ethanks to not be memorable or have a lasting impact.

Q17: Do you have any research on gamification tools and their impact on social collaboration and recognition. Any success stories or key things to look for in gamification software?

Gamification is a tricky issue. In a true incentives or contest scenario, then gamification techniques make good sense. But in true recognition, you want to be sure all praise and appreciation activity is organic. You don’t want people to game recognition in terms of wanting to be a “top recognizer” on a leaderboard, as that only encourages people to recognize others for the wrong reasons. Again, my colleague, Darcy, has done a terrific job of explaining this in more depth in this post: “5 Myths about Gamification Everyone Should Know.”

Q18: What would be the difference between current social recognition actions and actions like “employee of the month”?

Employee of the Month programs, as traditionally implemented, are often seen as “Teacher’s Pet” programs (John is always the winner as he’s the boss’s favorite) or “Who’s Turn Is It This Month?” (rotating the award through the team, regardless of how deserved the acknowledgement is). There is way to salvage these programs through social recognition practices, which I’ve discussed in this post: “Is Your Employee of the Month Program Recognizing the Right People?”

Clearly, we enjoy addressing your questions here on Recognize This! Feel free to reach out through the email link above any time or in comments on any post. I often address those questions in posts directly.

What are your biggest questions or concerns around social recognition?

How Do We “Work Human?” Join Me in June to Find Out

by Derek Irvine

Recognize This! – How and why we work matters as much as what we do.

WorkHuman 2015 image“So, what do you do?” That might be the most commonly asked question in social situations. The answer to that can be fairly straightforward – “I’m a consultant.” “I’m a doctor.” Far more interesting however, is the real answer to the question. Instead of the above “I’m a doctor,” perhaps, “I help give sick kids a future” would be a more accurate and engaging answer. For myself, instead of “I’m a consultant” I could more accurately answer, “I help make recognition and appreciation become the norm in how people interact.”

What’s the main difference in the second set of answers? They get at the “why” more than the “what.” And it’s the “why” that drives us as humans. We need more. We need a sense of purpose in our work. Many are now referring to this as the human economy – the latest evolution from agrarian, to industrial to knowledge, and now human.

To take full advantage of the human economy, we must rethink our patterns, habits and behaviors that drive how we’ve typically done our jobs. We must learn to work human.

Where might we learn such skills? I am pleased and honored to introduce to you WorkHuman 2015, a new global conference offered by Globoforce to unlock the future of the Human Workkplace. Join me as I emcee the event on June 8-10, at the Hyatt Regency Grand Cypress resort.

I am looking forward to learning from our featured speakers:

  • Arianna Huffington, co-founder and editor-in-chief of The Huffington Post
  • Adam Grant, Wharton School professor of psychology and best-selling author of Give and Take
  • Shawn Achor, former Harvard professor of positive psychology and best-selling author of Before Happiness and The Happiness Advantage
  • Eric Mosley, CEO and co-founder of Globoforce and best-selling author of The Power of Thanks and The Crowdsourced Performance Review.
  • More keynote speakers will be announced in coming weeks

For more information or to register, simply visit www.workhuman.com and enter code DIBLOG100 for a special blog discount of $100.

I look forward to seeing you in June!

 

A Toast to You at HR Tech

by Derek Irvine

Invitation to HR Tech booth, 2014Recognize This! – Our friends at work are important to our engagement. Find out how to celebrate them better at booth #2134.

Technology in the Human Capital Management space is continuing to explode (just look at this HCM tech trends list from Bersin by Deloitte). There’s no better place to explore the options than at HR Tech (October 7-10, in Las Vegas).

We, too, are showcasing our latest innovation at HR Tech – a complete reinvention of the celebration of employee anniversaries with our Service Timelines product. If our relationships at work are one of the key reasons we stay and succeed, then why do we limit the years of service celebration to a one-on-one experience between the manager and the employee? It should be a time of celebration, story-sharing and memory-making for everyone.

Come visit us at booth #2134 to see what I mean.

You can also toast the colleagues you appreciate with a glass of champagne or a mimosa, then snap a keepsake photo in our photo booth, too.

Join the celebration. Leave with inspiration. We’re looking forward to seeking you there.

Are you going to HR Tech? What are you most hoping to learn from the show?

What I’ve Learned from Customers + Webinar July 22nd

by Lynette Silva

Recognize This! – Some of the most valuable lessons learned come from our customers. Join a webinar July 22nd with InterContinental Hotel Groups to learn directly from them on the power of social recognition.

I’m honored to be a contributor on the Recognize This! blog, through which Derek has been providing insight, advice and guidance on the power of thanks and recognition for a half-dozen years now. In my time as part of the strategy and consulting services team, my best experiences have been those in which I’ve had a chance to partner with our customers. I’ve learned much from them over the years, as I hope they’ve had the opportunity to learn from me.

Image of Ryan Hill presenting at WorldatWorkIn recent months, I had this opportunity in very public forums with InterContinental Hotels Group (IHG) and Baker Hughes. In May, I joined Ryan Hill, total rewards director of global and executive compensation at Baker Hughes, on stage at the WorldatWork Total Rewards Summit in Dallas, TX. As a Texas girl who grew up in the oil fields of the Permian Basin, I’ve particularly enjoyed the opportunity to return to my roots in my work with Baker Hughes and in Dallas at this event. Together, Ryan and I shared the power of recognition to increase key business metrics including employee engagement and retention and how Baker Hughes specifically uses social recognition to transform its culture and drive business results.

Just a month earlier in April, I joined Ly Bui, employer brand delivery manager for IHG, on stage at the HCI Summit in Orlando, FL. Any time I’ve had the chance to present with Ly, people have commented on her title, which perfectly describes not just her role at IHG, but how she interacts with every person with whom she comes into contact. She truly is a powerful, positive ambassador for the IHG brand. At HCI, Ly and I shared how IHG is using social technologies to engage their employees globally in delivering their “Winning Ways.”

Winning Ways: Using Social to Engage Employees across Global Organizations

If you missed Ly in Orlando, I encourage you to join us for a recap in a webinar later this month, Tuesday, July 22nd, 2:00 pm ET (11:00 am PT/7:00 pm GMT). Here’s the summary of the session:

We all need engaged employees for success and superior customer service—but nowhere is that more true than in the hospitality industry, where people are your brand. For InterContinental Hotels Group (IHG), motivated and empowered employees are mission critical to business success.

Join Ly Bui, Employer Brand Delivery Manager at IHG, as she shows how they use social technologies to attract and retain talent, inspire employees, and provide best-in-class guest service. By using social recognition to reward behavior aligned to its “Winning Ways” set of company values, IHG both energizes and motivates employees. Now 86% of employees say they are proud to work for IHG, and the company has been named a best place to work!

In this webinar you’ll learn:

  • How to identify the need for recognition and get executive buy-in for a global, social, and mobile solution
  • Best practices for launching and communicating a configurable, SaaS-based social recognition program
  • How crowdsourced data provides key talent insights into top performers and influencers

I hope you can join us next week (register here), and I look forward to getting to know you better through Recognize This! in the coming months.

Crowdsourcing How to Re-Engage Fatigued Employees

origami birdsRecognize This! – Kind commenters shared additional wisdom on how to re-engage fatigued employees.

Last week, I shared here on Recognize This! a summary of my SHRM 2014 annual conference presentationHow to Transform Employee Fatigue into Employee Engagement – and also shared it on my LinkedIn profile blog. That posting received several comments, which I appreciate greatly. A few of these comments in particular raised additional points that add tremendous value to my original post.

Defining and Communicating the “WHY”

To engage more fully, employees need to know the deeper meaning and value of the work they do every day. Mike Denison | FIC | Executive Coach made this additional point:

“Companies and managers could do a lot worse than making sure THE WHY of the organisation is fully understood. Many employees don’t have anything to feel part of, they come to work to live outside of work. Engaged employees come to work because they have a sense of purpose that in line with the purpose and meaning of the organisation. Try megaphoning and articulating THE WHY of the organsation more and see what happens. Oh, by the way, the WHY is never money / profit / shareholder value, those are results and outcomes, the WHY is a feeling of the value you bring to society and a sense of direction and purpose.”

Eric Branham added on to Mr. Denison’s comment:

“I agree with Mr. Denison. Many companies’ ‘core values’ read more like your list of impacted results above. For many employees the inspiration will come not from being told how they impact the bottom line, but whether or not they feel that their own work is contributing to something positive for the community at large. So, just how big is the picture you are presenting, and how do your core values align with it?”

Making Performance Reviews Relevant

Mr. Branham went on to say:

“In addition, I would suggest that performance reviews should be adjusted to include some input from direct reports. Giving the supervised some level of input on the performance of the supervisor would help in a number of ways, not the least of which is that crucial factor in any business: ownership. Many employees become dissatisfied as a result of feeling that they have no avenue for changing the situation positively. Opening up some portion of the review process to direct reports would help to create a leadership structure that is open, communicative, and RESPONSIVE to team members at every level.”

While a social recognition program isn’t the place to capture negative or constructive feedback, a well-designed, strategic program will encourage recognition from anyone to anyone, which includes recognition from employees to superiors. This gives an additional avenue for upward recognition is happening, for what reasons and if not, why not.

Andries Fourie also commented:

“To me, this is why a meaningful career development discussion is such a powerful tool for a manager/leader. If we can assist an employee to: 1) Set great goals for personal and work growth, 2) Get rid of beliefs, rules and values that are holding him/her back, 3) Find what he/she is passionate about, to find his/her purpose 4) Understand the importance of his/her role in the team’s overall performance and how the above will affect that, then we will have engaged employees.”

The Over-worked Employee

I’ll admit, my SHRM presentation started out with 10 types of fatigued employees, which I had to reduce to 5 for time constraints. Bob Korzeniowski, MBA, CPA, PMP calls to mind one of those types:

“Your article misses this: The over-worked employee. You know, the one who works a lot of overtime and does this for long stretches of time. They need time off to rest and recharge, so give them more vacation time.”

Overworked employees might be the most difficult to diagnose for intervention. Keep in mind the truism, “If you want something to get done, give it to a busy person.” Yet, these people are among the most important to keep an eye on because they are clearly valuable to the organization. Recognizing their efforts and engaging in detailed performance conversations are quite critical to their success.

The Last Word

I’ll give the last word to Erick Hjortsvang, who puts it so eloquently:

“Give recognition. Provide the tools to succeed. Understand that advice is not a resource. Ask the employees what they would want and, if not counter to the company or goals, then they might be reengaged.”

What about you? What kind of fatigued employees do you see in your organization? What additional advise or insight would you offer?

5 Types of Fatigued Employees & How to Help them Re-Engage

Recognize This! – Energy ebbs and flows over time, but we can help employees re-engage when we identify and address key areas of fatigue.

I had the opportunity to present at SHRM in Orlando this week. I was gratified to have a full session at the 7:00 am early-bird spot on Tuesday. I think the title of my session – How to Transform Employee Fatigue into Employee Engagement – may have resonated with SHRM attendees.

As I was able to discuss later at SHRM with John Hollon, editor of TLNT, employee recognition data has become a powerful tool to better understand our employees’ state of mind and ways in which we can influence them more effectively. For those unable to attend, I’d like to share the main points of my presentation in which I discussed the five primary types of “fatigued” employees. I shared a good many statistics, too, primarily from our Workforce Mood Tracker and SHRM/Globoforce surveys. (Full survey reports are available here.)

1) The Uninspired Employee

Symptoms: doesn’t see meaning in their job (or how they fit into the mission of company).  They often lack motivation and drive.

To fully engage, day after day, employees need inspiration. We all need a sense of greater purpose and meaning for what we do beyond the day-to-day tasks. When we recognize others for how they’ve contributed to the bigger picture, we help our colleagues gain that needed deeper meaning. And when we do so in the context of the core values of the organization, we help all employees understand more deeply the company conviction to do business right – achieve needed results, yes, but only when we can do so without violating our core values.

Indeed, 72% of companies (with recognition tied to core values) said employees felt fairly rewarded for performance. And values-based recognition has a profound impact and many factors that drive bottom-line value:

Why values-based recognition matters - bar chart

2) The “Checked Out” Employee

Symptoms: can’t wait to run out the door when 5pm hits or is going through the motions, content to “rack up” years of service without any meaningful motivation

81% of companies celebrate milestone anniversary awards in some sort of Years of Service or Long Service program. And yet, only 15% of employees in these programs say receiving such an award helped them be more engaged. Indeed, 51% say a service award changed nothing.

Why is this? 73% of employees say recognition is far more meaningful when it includes feedback from others – peers and colleagues – as well as their managers. That’s why a much more modern approach to service anniversaries intentionally involves others in the celebration moment.

51% of employees feel nothing from service awards

Image Credit: USA Today

3) The Negative Employee

Symptoms: can be a real “Debbie Downer” and bring down the happiness levels of those around them if their influence is allowed to grow and spread.

The impact of happiness on numerous factors – employee engagement and satisfaction at work as well as physical health, family and others – is well documented. Being recognized at work for demonstrating core values (as discussed in the first example above) is a key contributor to perceptions of personal happiness – at work and at home.

How recognition increases happiness

4) The Fortune Teller Employee

Symptoms – Dreads performance reviews due to poor structure and lack of peer input. He knows the drill and what’s going to happen (the same as last year).

Employees (51%) and managers (45%) alike see the traditional performance review as a failed mechanism, giving an inaccurate appraisal of employee performance. 61% of respondents to a Salary.com survey said performance reviews rarely or never lead to improved performance.

So what works better? We don’t need to throw out the traditional process entirely, but rather supplement it with the Crowdsourced Performance Review. How does that work in practice? A client of ours in the high-technology industry tells us:

“We actually see recognition as a living, breathing, performance journal, and it’s given us insights into what team members are doing and what they’re not doing…And what’s been really great is the ability that we’ve had to integrate the recognition data into our performance appraisals and into our performance management.”

5) The Under-Appreciated Team

Symptoms – Knows the only recognition they might receive will be at the annual awards event, so why work hard the other 11 months of year when their efforts won’t be remembered?

While 78% of employees say they’d work harder if their efforts were recognized, only 15% of employees have been recognized in the past month. Saying “thank you” in a very specific and, critically, timely way is easy to do and delivers tremendous results – results many organizations are missing out on. InterContinental Hotels Group (IHG), for example, found:

“Appreciation is one of the most effective motivators in building long-term employee engagement, and at the end of the day, saying ‘Thank you’ is just part of showing you care.”

And for IHG the bottom-line impact is undeniable

  • The difference in operating profit between hotels with highly engaged staff and those without can be as high as 7%
  • 5 percentage point rise in engagement = 70 cents of increased revenue per available room per night
  • This means a 200-bed hotel could make more than $50,000 in additional revenue a year by improving staff engagement.

 

The Power of Thanks

So what were the take-away lessons for each of these employee types? Social recognition can:

  1. Help an organization recognize and reinforce core values.
  2. Reinvigorate years of service programs.
  3. Reshape behaviors, how what’s desired, and elevate collective happiness.
  4. Reinvent the performance review.
  5. Build a culture of trust and positivity.

What type of employees do you see in your organization? How are you helping them overcome their fatigue and re-engage?

Transform Employee Fatigue into Engagement * Find Out How at SHRM

Recognize This! – Join me for my SHRM session and learn the 5 types of fatigued employees (you’ll know the types from The Office) and how you can transform them into your most engaged employees instead.

I’m honoured to speak at this year’s SHRM (Society for Human Resources in the United States) conference. I’m at SHRM now and enjoying the speakers and the experience. If you’re in Orlando, I hope you join me for the early-bird session tomorrow, Tuesday, 24 June 2014, at 7:00 am. It’s a good thing my session is How to Transform Employee Fatigue into Employee Engagement. Join me in room W110 tomorrow morning!

If the thought of a 7:00 am session is just too much for you, come to the Globoforce booth (#2864) for the HR Influencer Series. This is live interviews with some of the people we all know and deeply respect in our industry:

See our lineup of HR influencers live!

MONDAY

  • 10:00am – Laurie Ruettimann: Is Free Recognition Good Recognition?
  • 10:20am – Jennifer McClure & Laurie Ruettimann: Getting Leaders on Board w/Recognition
  • 10:40am – 5 Employee Recognition Mythbusters
  • 1:00pm – Meghan M. Biro & Kevin Grossman: Managing a Multigenerational Culture
  • 1:20am – 5 Employee Recognition Mythbusters
  • 1:40pm – Sharlyn Lauby: How to Stem the Tide of Employee Turnover
  • 2:00pm – 5 Employee Recognition Mythbusters
  • 3:00pm – 5 Employee Recognition Mythbusters
  • 3:20pm – Mary Ellen Slayter: Using Culture to Build a Better Employer Brand
  • 3:40pm – Robin Schooling: Do’s and Don’ts of Social Recognition

TUESDAY

  • 10:00am – John Hollon: Harnessing the Power of Recognition Data
  • 10:20am – Michael Burchell from GPTW: Creating a Great Place to Work® Strategy
  • 10:40am – 5 Employee Recognition Mythbusters
  • 11:00am – 5 Employee Recognition Mythbusters
  • 1:00pm – Jennifer Robin from GPTW: Removing Barriers to Being a Great Place to Work®
  • 1:30pm – Jessica Miller-Merrell: How to Create a Happier Workforce

My team tells me there is also a promotion going on. Every time you visit a talk, tweet about us with #SHRM14 and #Globoforce, or watch a demo, you can get a coffee bean stamp on your loyalty card. Three stamps and we’ll enter you to win a Macbook Air.

 

I hope to see you here!

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