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Is your employee engagement strategy directly tied to business results?

Is your employee engagement strategy directly tied to business results?

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    Employee Success Obstacle Course Infographic Employee Success Obstacle Course Infographic Infographic Transcript

    • Changing your company’s culture is a marathon, not a sprint. And you wouldn’t run a marathon without stretching, right? Set business objectives Define corporate values Identify desired behaviors Set a budget Survey your employees to find out what kinds of recognition will motivate them the most Before you tackle the Employee Success obstacle course, try these warm-up exercises: Your employees are your business, but creating a recognition-rich culture that amplifies brilliant performance can be a challenge. We’ll help you navigate the recognition obstacle course to fuel Employee Success™—a win-win scenario that improves employee engagement and drives successful business results—and get you to the finish line. Let’s go! DISENGAGEMENT OVERCOME THE OBSTACLES OF DISENGAGEMENT TACKLE THE RECOGNITION OBSTACLE COURSE AND TURN DISENGAGEMENT INTO RESULTS OVERCOME THE OBSTACLES OF Think again! Recognition drives employees’ intrinsic motivation to achieve, increasing their engagement and amplifying key behaviors that drive results—especially when recognized by peers. Enable peer- to-peer recognition in your organization to abolish top-down hierarchy and allow everyone to participate. 1 second 30 seconds 45 seconds 60 seconds 90 seconds Saying “thank you” Sending an email Leaving a voicemail Writing a card Giving a gift certificate If you have time to refill your coffee cup, then you have time to recognize someone for a job well done. There are multiple ways to recognize that take less than 2 minutes: Recognition programs cost less than you think, and will save your company far more than you spend. When you consider that disengaged employees cost the American economy up to $350 billion per year in lost productivity8 , you can’t afford not to create a culture of engagement. for recognition A good rule of thumb is to budget 1-3% of an employee’s base salary for recognition7 . Remember, you’re on the same team: you both want to drive business success. Buy-in from the senior leadership is critical to the success of your program, so explain to them what a successful recognition strategy can do for their bottom line. Managers are actually the most crucial piece of the Employee Success puzzle—for better or worse, no one else has as large an impact on company culture. 1. “Hewitt point of view: What Makes a Company a Best Employer?” Hewitt and Associates. 2009. Web. 8 Apr 2013 2. Lockwood, Nancy R. "Leveraging Employee Engagement for Competitive Advantage: HR's Strategic Role." HRMagazine Mar. 2007: 1-11. SearchSpot. ABI/INFORM Global (PQ). McIntyre Library, Eau Claire. 28 Mar. 2013 3. Towers Watson: The Power of Recognition from Managers (October 2010) 4. Watson Wyatt’s (Towers Watson) Study of three million employees, as quoted in Forbes magazine (2004) 5. National Business Research Institute, http://www.nbrii.com/blog/employee-engagement-infographic/ABI/INFORM Global (PQ). McIntyre Library, Eau Claire. 28 Mar. 2013 6. Bersin, Josh. "Predictions for 2013."Bersin by Deloitte, Deloitte Consulting LLP. Web. 28 Mar. 2013 7. Recognition Professionals International (RPI). Web. 28 Mar. 2013 http://www.recognition.org/displaycommon.cfm?an=1&subarticlenbr=863 8. Karsan, Rudy & Kruse, Kevin (2011). WE – How to Increase Performance and Profits through Full Engagement. Get more tips to maximize your Employee Success strategy at www.achievers.com. You overcame the obstacles of disengagement! You’re ready to launch your recognition strategy, but don’t stop now—keep training and you’ll improve your future performance. Your training regimen: Solicit feedback from employees Set benchmarks and checkpoints Plan for ongoing optimization Solution: Get rid of that ad hoc Franken-system and consolidate your efforts into one online program. Once you identify the behaviors your recognition system will reinforce, you can generate reports to measure the change in those benchmarks over time. Increased sales Improved morale Lower turnover WHAT YOU WANT HOW TO MEASURE IT Sales reports, KPIs Employee engagement surveys Employee retention reports x01 EMPLOYEES WON’T PARTICIPATE Obstacle 01 03 SENIOR LEADERS DON’T SUPPORT RECOGNITION Obstacle 03 05 OUR BUDGET IS TOO SMALL Obstacle 05 o 02 NO ONE HAS TIME TO RECOGNIZE Obstacle 02 04 MANAGERS DON’T FEEL IT’S THEIR JOB Obstacle 04 THE WARM UP READY, SET, GO! x o THE FINISH LINE x 06 WE CAN’T MEASURE SUCCESS Obstacle 06 Educate managers on why recognition is important, and provide training so managers understand what’s in it for them to jump on board. The good news: A culture of recognition decreases involuntary turnover by more than 30%.6 Three out of four people leaving their jobs aren't quitting their companies; they're quitting their managers.5 (Yikes!) o Strong manager performance in recognizing employee performance increases engagement by almost 60%.3 “Companies who recognize their employees generate 27% higher profits, 50% higher sales, and 50% higher customer loyalty.”4 50% 50%27% Organizations with high engagement rates are 78% more productive than disengaged organizations.1 Engaged employees are 87% less likely to leave their organization.2 78% 87% 60%