Every manager has been told that it’s important to acknowledge, recognize, and reward their top performing employees.
Unfortunately, most haven’t been coached on how to do this effectively. And if one of the goals is to get the performer to continue performing at a high level, the why has to be linked to the what.
“You’ve done a good job around here, Jevon. Congratulations on being our Employee of the Month.” Read more…
I benefit from my job in the same ways most people do. I earn a paycheck that pays for a roof over my head and food in my belly.
But because my company is focused on creating cultures of recognition and appreciation through the Power of Thanks, I also benefit from both being encouraged to share my gratitude for my peers and their work in a direct and meaningful way as well as receiving similar recognition myself.
And then there’s a third benefit of the work I get to do. Read more…
Have you heard of Edward Lorenz? If you don’t recognize his name, you probably have heard of his catch-phrase that described his work in the lab, which was translated to popular culture.
His concept: Small events can have large, widespread consequences.
Lorenz’s research suggests that a massive storm might have its roots in the faraway flapping of a tiny butterfly’s wings. That tiny alteration utterly transformed his long-term forecast, a point Lorenz amplified in his 1972 paper, Predictability: Does the Flap of a Butterfly’s Wings in Brazil Set Off a Tornado in Texas? Read more…
Yesterday was the day when pranksters push the boundaries of acceptable office “humor” – from wrapping an entire cube in tin foil (actual photo from our office, right) to less funny and potentially more harmful pranks that can negatively impact others (Ex-Lax brownies come to mind).
But those aren’t the worst pranks.
No, the truly terrible are those that most employees endure every day in workplaces around the world. Read more…
When it comes to benefits and perks, what is it that everyone really wants in today’s world?
Time! More time.
How can you give this gift to your extraordinary performers? Here are two ideas: Read more…
Employee turnover is a fact of life. And as it turns out, not even the most in-demand employers are immune.
Earlier this year, rumors were circulating that “tons of engineers” were ready to leave Google after employees received underwhelming year-end bonuses, and Elon Musk recently claimed that Apple was offering his employees a $250,000 signing bonus to leave Tesla.
Turnover is costly to any enterprise, but especially to high-profile companies like Google and Tesla. Not only do you lose valuable team members, but also an employee who quits can cost up to 150 percent of his or her salary to replace. Read more…
Here’s a sobering statistic to ponder on Employee Appreciation Day: Nearly half (47 percent) of employees recently surveyed say they either don’t feel appreciated or feel only somewhat appreciated at work.
This comes from a new online survey in February by Harris Poll for The Workforce Institute at Kronos Incorporated, a company that makes sophisticated time and attendance software. Although the findings are pretty interesting, they aren’t terribly surprising given all that we read and hear about the mindset of the workforce today. Read more…
No matter what role an employee plays within your organization – answering the phones, closing sales deals or managing a large team – there is one characteristic that they all have in common: the need to be recognized and appreciated for their work.
Many say that appreciation is just as important as other critical factors like compensation and career development. In fact, for the Millennial generation, feeling appreciated is an absolute must-have to remain engaged.
Regardless of which generation they fall into, employees want to know that you are grateful for their contributions. What’s more, beyond simply making everyone feel good, ensuring your employees feel valued has tremendous benefits for your company’s bottom line. Read more…
Someday, you will leave your current organization.
You may retire. You may move. You may choose to continue your career elsewhere.
Regardless of the reason you leave, your time in your current organization will be remembered by others. How will they remember you?
I think the SHRM weekly email distribution list may have been hacked because that’s that only acceptable explanation for what I found in my email box this week.
The subject line of the email stared with “Employee Appreciation Day,” and that was enough to get me to open the email.
The first bullet point in the email was this: