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…
Oscar-nominated actress and America’s sweetheart Amy Adams scored some good karma points last week when she traded her first-class seat with an American soldier who was flying coach on a flight from Detroit to Los Angeles.
Adams, whose father was in the military, noticed the man in uniform at her gate and privately asked the airline staff to switch seats with him according to Jemele Hill, the ESPN2 anchor who tweeted about the incident from the airport.
Adams has only made one public comment since the incident, when she told an Inside Edition reporter, “I didn’t do it for attention for myself; I did it for attention for the troops,” completing the one-two combo of kindness and humility for the media KO. Read more…
These are some of the best low (or no) cost ways to encourage peak performance from your workforce:
- Don’t forget birthdays and employment anniversaries. (Sheet cakes are cheap.)
- Give them business cards.
- Give them a new job title. Read more…
Last year, Globoforce CEO Eric Mosley launched his book Crowdsourced Performance Review. The primary thrust of the book is the annual performance review is broken, but it does serve a valuable purpose.
The opportunity lies in fixing the broken elements, which are largely centered around feedback coming from one person given on a very infrequent basis. The fix is adding informal frequent, timely, detailed positive recognition feedback from peers, colleagues and managers – “the crowd” – to the formal, annual performance appraisal process.
Because of this approach, I’m often asked, “So, do you collect constructive feedback as part of the employee recognition program, too?” Read more…
How much of your job has become routine? You know the value of doing it, but it’s almost fallen into habit. But you can’t stop doing it either; it’s part of your job.
If this routine element of your job cannot eliminated or revised for legitimate reasons, what could shake up that routine? What could help reinvigorate you in the process?
Why am I asking all of these questions? Read more…
The annual NCAA basketball tournament that just ended this week is an exciting time for sports enthusiasts, and March Madness pools have become an integral part of office culture for many companies today.
Even for non-sports fans, the hype around the games can be a great way to build energy in the office and motivate employees during the lull that often settles in at the end of winter.
It would be great if there were events like March Madness all throughout the year to keep energy up in the workplace. Read more…
Mercer periodically puts out terrific infographics summarizing research around a particular topic. The most recent is “People Issues Affect M&A Transactions More Than Ever” (see it below or click through here).
Notice in particular the last two charts showing how neglected company culture is during M&A, with these two major takeaways.
1. Culture most neglected across the board
The red chart shows nearly all regions of the world agree culture is largely ignored during the M&A process. This is detrimental not only post-M&A, but during as well. Read more…
During his many years of working with groups around the world, Stephen R. Covey (best-selling author of The 7 Habits of Highly Effective People) had the incredible opportunity to personally observe how organizations best leverage the unique contributions of everyone in the workforce, regardless of their age, generation or style.
After studying a wide-range of diverse groups including Non-Governmental Organizations (NGOs) such as Grameen Bank, and global organizations like Marriott International, Covey found that an important step in building and sustaining long-term results required the thoughtful process of creating guiding principles.
These principles provide organizations and all employees with a baseline which provides clarity around performance and results. Read more…
Managers are indispensable players in any reward and recognition strategy.
In fact, a 2012 study by Dale Carnegie Training showed that an employee’s relationship with their direct supervisor is one of the top, if not the No. 1 driver of employee engagement.
However, while several organizations have a reward and recognition program in place to recognize the achievements of employees, too few have specific initiatives in place to reward managers for their efforts. Read more…