We are at the end of July and that means training camp for the National Football League (NFL) 2016 season is just around the corner. Before the teams officially take the field in the fall, they will spend copious amounts of time practicing and preparing this summer. It’s not too much of a stretch to consider how a little summer training and team-building could improve your team’s performance as well. (more…)
The source of an employee’s motivation can have a profound effect on the work they produce. One factor for motivation may be compensation. However, for many employees, the opportunity to apply their skills and abilities to achieve a larger goal is an important driver. Knowing that they are contributing to a positive outcome for the organization leads to greater productivity and engagement.
This is the fifth in a continuing blog series based on insights and findings from the Sodexo 2016 Workplace Trends Report. The Report examines nine key trends affecting business outcomes and the quality of life of employees and consumers. To learn more, access the full article: Redefining Employee Engagement through Recognition.
Is recognition the holy grail of employee engagement and corporate success? It’s become an article of faith in the last decade or so and the subject of a lot of research.
According to a The Gallup Organization’s Twelve Elements of Great Managing, praise and recognition are essential building blocks of great workplaces but unfortunately these are the same elements that consistently receive the lowest ratings from employees. Therefore, I guess it is not surprising that Gallup also found only 13% of employees worldwide feel truly engaged at work. Getting the best performance out of your employees means keeping them engaged. The bottom line is that when employees feel truly valued and appreciated, they are more productive, serve your customers better and are more likely to stay with the company. I often work with companies that want to achieve a higher level of employee engagement but think the costs associated with implementing an employee recognition program will be prohibitive. I always tell them the same thing – Employee recognition is not a cost or expense; it is an investment in the growth and development of your business.
I am a product of impactful mentoring. Throughout my career formal and informal mentors have guided me, challenged me and helped me evolve into the person I am today. Mentoring takes so many forms and whether they coached me, role modeled for me, listened to me, advised me, supported me, counseled me or just acted as a trusted resource, they all contributed to my success. In turn, I have a passion for sharing my experience and mentoring others, particularly young women.
Recognition is a key engagement driver for employees but it can come in many forms including awards, money and praise. The question for companies is which is the most important? Or what combination will influence and motivate peak performance and the behaviors crucial to corporate success?
Employee engagement is essential to the success of an organization. Studies by industry experts show that engaged employees work harder, are more motivated, provide better customer service and have lower turnover rates. The bottom line — engagement has a profound effect on an organization’s performance.