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Mel15 seminar2 liveday2_tomshort kudos
The document discusses trends in employee engagement and recognition in the workplace. It notes that work is becoming more collaborative, social, and mobile. It advocates that systematic recognition leads to increased employee engagement. It also discusses recognition being the reward rather than compensation, and moving from managing employees to interacting with them. Recognition is seen as a universal way to engage and motivate employees regardless of location.
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Mel15 seminar2 liveday2_tomshort kudos
- 1. Social Recognition Looking Beyondthe Trends Employee Engagement 2.0 Tom Short, Co-CEO and Founder Tom@KudosNow.com
- 2. Engaging your teamwith an HR tool starts with a great user experience. Digital Workplaces Creates New Demands for HR Service Delivery Gartner 2014 Design is Universal
- 3. HR Trends • Automationto Innovation • Social and Mobile • SaaS and Big Data
- 4. Engagement Drivers • CareerDevelopment • Recognition • Communication
- 5. The Starr Conspiracy HCM2.0 They way we work is becoming more collaborative, social and mobile.
- 6. Creating a RecognitionCulture Systematic recognition leads to systemic engagement.
- 7. Employee Activism • LinkedIn •Glass Door • Blogging • Internal Social Network Employee Rising: Seizing the Opportunity in Employee Activism Weber Shandwick - KRC Research
- 8. Rethinking Rewards • Recognitionis The Reward • Entitlement Trap • Doing More With Less • Interacting vs. Managing
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- 10. 20% 32% 49% 5% Bonus Above & Beyond Recognition Ongoing Recognition ASurprising Truth The Effect of Performance Recognition on Employee Engagement Cicero 2013
- 11. Going Global • Recognitionis Universal • Social & Mobile Technology Adoption • Think Global, Recognize Local • The Gap is Narrowing
- 12. We are morealike in what we want then you think.
- 13. Success Story: Changingthe Recognition Flow
- 14. Close Power Culture Shift Interacting DistantPower Individualism Managing Intrinsic Collectivism Use Skills Develop Skills Recognition Extrinsic Compensation Safety Security Global Competition for Talent
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- 17. Why SaaS • Simple •Social • Mobile • Effective • Affordable
- 18. Josh Bersin Why Recognition TheState of Employee Recognition in 2012 Bersin & Associates “Organizations that give regular Thanks to their Employees far outperform those that do not.”
- 19. Thank You Tom Short,Co-CEO and Founder Tom@KudosNow.com
Editor's Notes
- #2 Hello My name is Tom Short. I am the Co-CEO and Founder of Kudos. Kudos is a social reocgintion plateform that we developed as a inhouse solution to enahnce employee enagemnet at my advertsing agency in 2006. We were growing quickly and that created a lot of challenges. It was becomeing increasingly difficult to align everyione to our mission, visosn and values and focising everyone on our common goal. So, we staretd an exhasutive search for a ways to address our problem. We came across the nook first break all the rules and the Q12. We desperatly wanted a tool that woudl help us but coudl not find anything that would allow us to engage our team in they we all liked to work which and where we saw the way we would all work was going. Today i am going to sahre with you what we see as the currnet trends, coming and trends and the und What really Matters - Knowing not just what you are doing but why you ar edoing it. Passion, Purpose. Knowing you are valued Q12 The simpliist thing we coud do was recognize poeple. empower people, 4C's - Build Connections - Make it personal Constnatly Communicate - Share the mission visison values Celebrate the little and big thngs - your poeple your successes and the final C your culture. Focus on your Culture - If you do not focus on the culture / Behviours yo wnat you will get the culure your deserve. Tools - system creare culture not
- #3 The quality of the user experience is changing the way we design HR tools. Users are demanding/ expecting more of a consumer experience. The most successful technology creates context. The world is more connected then is has ever been - More laws. More Apps. Instagram - When you are out in th world and see something intriguing you want to share in the moment, Instagram allows you to effectively share that in a few simple clicks. That is taking technology and put it into context. Great design is intuitive - easy to learn and easy is use and if you nail that it will helps ensure adoption and use. And that is the what we are all looking for. Context is key to create ideas, design, great strategy, great technology. Facebook - twitter, to instagram, to snapchat,.... It is all about putting the right thing in the right place at the right time. I am a design snob. Gartner Magic Quadrants - Talent management Suites MS - Ease of use was #1 over product quality, reporting capabilities, integration and configurations. Shazam - Siri - Music - Business.
- #4 System of Record to System of Engagement Mobile is adding/improving context. SaaS allows for rapid updates to improve design. Big data is providing insights and opportunities to improve context - Microsegmentation
- #5 There are many engagement divers but the three that are at the top of the list that companies are focusing on today is Career development, Recognition and Communication.
- #6 Wellness – Solutions to lower heath care and improve quality of life. Recognition – solutions that enable comprehensive peer-to-peer employee recognition structures. Engagement measurement – Solutions that measure and predict employee happiness, organic productivity, and discretionary effort. Social Communications – Solutions that enable Facebook like employee-to-employee interactions. Social Accountability – solutions that create pubic transparency for employee performance. Casual learning – solutions that deliver learning content in small, informal learning sessions over mobile devices. Workforce analytics – solutions tat correlate talent outcomes with business outcomes. Assessments – solutions that predict fit between employee and company, and an employee potential to be engaged.
- #8 Effective Recognition program can have a multiplier effect. Lack of one and lack of communication and connection have negative multiplier effect. What we all want is the Zappos effect - but how do we get that in our companies. Positive Reputation / Negative Reputation Not only will your team members have a different attitude and appreciation at work that effects their contributions in a positive way. But they can also manifest into positive endorsements of the organization. The top 10 “I Quite videos” Rectivetist. Mirna Shifran - Taiwanese animation firm.
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