Archive for the "Events & Webinars" Category

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!

Webinar 29th January: How to Get Buy-In for Recognition

Recognize This! – Executive buy-in and visible support is critical to the success of strategic social recognition programs.

I am honored to be moderating a webinar on “How to Get Buy-In for Recognition” with HR influencers Laurie Ruettimann and Jennifer McClure. We all know executive buy-in is critical for the success of employee recognition, especially when your goal is to drive bottom-line business results. But how do you obtain the support necessary to launch an effective program?

Together, we will be discussing how to build a strong business case for recognition that includes:

  • Defining your recognition program objectives
  • Building a program with measurable results
  • Finding an executive champion and evangelizing with key stakeholders
 Join us Wednesday, 29th January, at 1 p.m. EST (10 a.m. PDT; 18:00 GMT). Register now.
If you have any questions you’d like us to address in particular, leave me a comment.

LeadershipLivecast April 24th: Doing Still More with Less

Recognize This! – We are all in a position of needing to do more with less. Learn from more than 40 industry experts on how to get high performance while avoiding burnout.

Are budgets still tight for you? Are you struggling to still do more with less?

In many ways, I think we all are. Organizations have settled into the patterns and expectations set after reductions and belt-tightening from the 2009 recession. We asked remaining employees (including ourselves) to do more, sometimes doing the work of two or three people, and we are still doing so today.

Leadership is quite happy with these productivity increases and likely sees them as sustainable over the long term. Those of us in HR closely tied to how employees are doing in terms of engagement know better.

If you’re in the position of trying to still do more with less, then I encourage you to join me and 40 other experts for a LeadershipLivecast from The Ken Blanchard Companies on Wednesday, 24th April, 12:00-2:30 Eastern (9:00-11:30 Pacific; 5:00-7:30 GMT). What’s this all about?

“Many of us in the workplace are stressed, overworked, and overextended. Yet our organizations seem to be asking still more of us. How do we learn to do more with less? And then still more with less again?

“Join us on April 24, 2013, as we explore ways to drive and maintain high performance without burnout. Learn from experienced managers, senior coaches, and leadership experts on how to avoid the deal-breaking moment when your top talent declares, “No more doing more with less.”

“Register Now to hear some of leaderships best known thought leaders share their insight on how they have managed to accomplish more with less. Featuring: Elliott Masie, Steve Roesler, Charlene Li, James Maas, Lee Cockerell, Fons Trompenaars and many more. Plus live commentary from Ken Blanchard and Scott Blanchard!”

I’ll be sharing specifically on how to do more with less recognition and rewards budget. I hope you can join the livecast.

A Lot Done, But Way More to Do!

Recognize This! – We as HR Pros have accomplished a lot, but our work is not nearly finished.

I was in Berlin last week, chairing day one of a HR conference on employee engagement.   The quality of presentations were truly exceptional, with a wide variety of insights as HR peers shared their projects on various engagement fronts.

We heard lots of ambitions, including:

  • Adidas – project to improve engagement scores
  • BP – embedding a new set of corporate values
  • Kimberly Clarke – aiming to move further up the Best Places to Work List
  • Electrolux – becoming a Social Enterprise (online collaboration and all)
  • Best Places To Work Institute themselves on how engagement will just be an “employment norm” by 2020

What struck me the most, though, was not the ambitions themselves, but some of the “walls” (suitable given we were in Berlin) HR see in the workplace.  And it seems one of the biggest walls of all is managers and the nature of relationship they establish.  Yes, even in 2013, I heard:

  • “How do we make managers accept relationships is a key management task?”  
  • “How do we ensure they take the time to have more conversations with employees?”

Speaker after speaker spoke about the role employee recognition played in one project or another.   But, here’s my soap box – We’ve done a lot, but we have way more to do!

Everyone gets that employees love the positive feedback of recognition; everyone gets that good recognition is a quality conversation. They get, too, that recognition can be telling the corporate strategy in a positive way, that we all need encouragement along the way, and that we need to celebrate the “how” just as much as the “what.”

But where is the mass mobilization of recognition in their organizations?  Employee of the month or spot awards to just the 5-10% top performers isn’t going to cut it!

Here’s the statistics (from Mood Tracker Spring 2012):  78% of employees would work harder IF they felt their efforts would be recognized. But, only 15% got any recognition in the past month. 

Recognition is one of the most powerful tools HR has in its toolkit.  Social Recognition – done right – has the power to make all these ambitions real, and break down the walls, too.  Boost engagement, drive social behaviors, embed new values, encourage many quality conversations, reward the “how”, and just generally help employees feel really glad they came to work today!

What are your big ambitions?

 

Re-Recruiting Your Top Talent in 2013

Recognize This! – Passive talent is not as passive as you think. Join our webinar to find out how to retain them in the new year.

What’s your retention outlook for 2013? Are you keeping a close eye on your critical talent to be sure they don’t walk out the door? Passive recruiting is rising (and passive talent is not as passive as you think) – what are you proactively doing to understand what your employees need from the organization to re-engage and what you can do to re-recruit those you already have on staff?

If any of this is a concern for your organization in 2013, join us for a webinar on Wednesday, 28th January, at 3:00pm Eastern (Noon Pacific, 8:00pm GMT).

Employee turnover is not a singular event — it is a long process of disengagement that can take days, weeks, months or even years until the actual decision to leave occurs. How can you spot an employee who is planning to leave? How can you prevent it?

Join author Leigh Branham and Globoforce to discover some of the surprising reasons behind why employees leave companies. Based on the research and information in Branham’s acclaimed book, The 7 Hidden Reasons Employees Leave, this webinar will isolate and discuss each reason that employees jump ship. It will share the warning signs to look for, translate the needs and desires of employers and employees alike into a common language, and enable companies and their most valued human resources to better understand one another.

Register for the webinar to discover:

  • How companies and employees can better communicate their expectations of one another.
  • The importance of finding the right people to fill the right positions at the right time. Why coaching and feedback are critical to engagement and retention, and how companies can form deeper relationships with their people.
  • What the new career realities are in today’s business climate.
  • Why some managers are hesitant to recognize employees, and what senior leadership can do about it.
  • How to help employees maintain a consistent work-life balance and minimize their levels of job-related stress.
  • How managers can regain the trust and confidence of their employees.

In the webinar, we will also share Globoforce’s research and lessons learned about the connection between engagement, employee recognition and turnover.

 

Learn How to Crowdsource Performance Management – Webinar Nov. 14

Recognize This! – More feedback, freely given, in a timely and relevant way makes the performance management process more useful for all participants as well as the company as a whole.

It’s that time of year again. The time HR Pros, managers and employees alike dread. The annual performance review. Fraught with anxiety on all sides, no one likes the annual performance review process. There is simply too much tied up into it for all parties.

  • HR needs the results to justify merit increases (once again a paltry average 3% increase, barely 1% above the cost of living in the U.S.).
  • Managers feel like they have to justify their headcount and ensure none of their employees appear in the bottom 10% of the performance bell curve, or else how would that reflect on their own managerial skills?
  • Employees feel this is their one chance at getting good feedback from their manager, the results of which will end up in their permanent file.

Who could possibly ever enjoy this process? What’s the benefit to the organization of putting everyone through this every year, anyway? Nearly everyone agrees the annual performance review in its existing form needs to be kicked to the kerb. But what should replace it?

My CEO, Eric Mosley, has written a new book that lays out that path – The Crowdsourced Performance Review: How Social Recognition Transforms Performance Management. Think of this as a 360-degree review without all the drawbacks, hassles and concerns. (To be released next week…)

Eric will be presenting the key constructs of his book on a webinar November 14, at 1:00 pm, Eastern (10:00 am, Pacific; 18:00 GMT). In “How Social Recognition Transforms Traditional Performance Management,” Eric will discuss how crowdsourcing feedback can fix the employee performance review. He’ll debunk the myths surrounding the traditional review and share how to build a smarter performance management system that:

  • Uses social recognition to inject new life into the troubled traditional performance review
  • Offers managers new insight into performance, based on crowdsourced data
  • Provides a vision for 2020 that realigns performance management with top level business objectives

Be sure to register for the webinar, or leave me a comment on this post to receive your free copy of the eBook when it is released next week.

Navigation