Do you have friends at work? What about a best friend?
Do you think this is too “soft” a question to be asking about the workplace environment?
Having friends at work matters – for many reasons:
- It increases employee engagement. Gallup asks just 12 questions to gauge employee engagement and one is “I have a best friend at work.” Read more…
I live about two hours from California’s Napa Valley. When people hear that they tell me they’re jealous and ask how often I go wine tasting.
Umm … once?
ONCE? In two years, you’ve only been once? But you’re so close, why not go more often?
To which I reply, “That’s a very good question.” So I had to think about it. Read more…
Long before the iPhone 6 was launched, I was hooked on Apple.
My first desktop computer was a MacIntosh SE II with a whopping 1 mb of ram, and I’ve been an Apple fanatic ever since. But as much as I crow about their products, I rave even more about the counter-intuitive culture that is continually on display at Apple’s 434 retail stores now open in 16 countries.
On a recent Tuesday morning, I was at one of the Apple stores in a nearby mall awaiting my scheduled appointment with a “Genius,” the official job title for Apple’s trained and certified service technicians. Read more…
Where end-of-year bonuses once stood as the gold standard, today’s reward programs are more varied and reflect an organization’s unique culture and creativity.
From peer-to-peer rewards to gamification and front-row parking spots, the reward space is evolving with the speed of an Internet meme. Your own incentive program plays a key role in driving innovative behavior, so it must serve your business goals while offering an array of aspirational carrots. Read more…
Ann Bares (editor of Compensation Café and contributor to TLNT), published a very good post here yesterday on discretionary rewards.
The article focused primarily on the unintended consequences of leaving these discretionary reward budgets solely in the hands of the manager – to which I say, “Hear, hear!”
Ann used a couple of illustrations to highlight the challenges of such programs, which boil down to: Read more…
Employee retention is a double-edged sword.
According to Merriam Webster, in addition to being a sword with two sharp edges, this is defined as something that can have both favorable and unfavorable consequences.
That’s about right. Read more…
Do you think telling someone they’re doing great work on the job will fall on deaf ears? Research says differently.
In an economy where money is still tight, positive feedback can help keep employees motivated. In fact, according to a survey by Kelton Research nearly 50 percent of working Americans say they would rather be appreciated than have an opportunity to advance in their careers.
The study also found, with escalating workplace demands, employees aren’t feeling valued by executives and superiors. Read more…
Change. It’s inevitable. Chances are you’re in the middle of a change initiative of some kind in your organization at this very moment.
What’s your attitude towards change? Excitement? Concern? Avoidance? Trepidation?
All of those are valuable and I can guarantee all are felt to one degree or another by every person in your organization.
But change is necessary. We cannot always remain as we are and continue to grow, develop and mature. Read more…
Germany defeated Argentina to win the coveted FIFA Trophy last weekend, and one of the most tumultuous World Cups in recent history finally came to a close.
According to analysts it was also the most expensive World Cup in history, with the largest purse ever offered to the finalists, totaling over $350 million.
All 16 semifinalist countries will walk away with a cash prize — the Germans will return home $35 million richer, and the Argentinians will face the sting of defeat on a bed of $24 million. Even Brazil, who lost to the Germans in record-breaking fashion in the quarterfinals, will take home $18 million for fourth place. Read more…
Second of two parts
Did you miss Part 1? See How Short-Term Financial Decisions Can Destroy Workforce Productivity
One of the classic articles about workforce managements is entitled, On the folly of rewarding A, while hoping for B.
The author provides multiple examples illustrating how leaders often communicate one thing to employees while rewarding entirely different behaviors.
This article was published almost 40 years ago, but its message is just as relevant today. The negative corporate behaviors associated with inter-departmental conflict, administrative bureaucracy, and short-term thinking can be traced directly back to the financial structures used to reward employees. Read more…