This document discusses the importance of employee recognition and performance management for business success. It provides statistics showing that recognition is a top motivator for employees and impacts engagement, productivity, and retention. Effective recognition programs can analyze workforce trends, promote diversity, and forecast business impacts. The workforce is changing with millennials now comprising half of all employees by 2020, so recognition tactics must adapt.
10 Shocking Stats About Disengaged EmployeesOfficevibe
Here are 10 shocking stats about employee engagement that our researchers have found. This infographic shows all that's wrong with disengaged employees.
Read more on Officevibe Blog:
https://www.officevibe.com/blog/disengaged-employees-infographic
Download the most comprehensive guide to having engaged employees:
http://officevi.be/employee-engagement-guide
Use these 22 simple ways to boost job satisfaction:
http://officevi.be/job-satisfaction-guide
TriggerO- Social Recognition Network for your companyTriggerO
TriggerO, the world's first social reward & recognition platform, is an out of the box solution that makes the whole process of employee recognition highly effective, transparent, fair, spontaneous, intuitive & viral. TriggerO is dynamic to incorporate evolving best practices across the world. It also provides market place for providers of products, programs, creative services offering redemption flexibility to the end users.
11 Statistics That Should Scare Every ManagerElodie A.
Every manager’s worst nightmare is having employees that aren’t engaged. Here are 11 statistics that should scare every manager.
Content by Officevibe, the simplest tool for a greater workplace!
Learn more:
www.officevibe.com
Read our blog:
www.officevibe.com/blog
Are you attracting and hiring the best talent from your candidate pool? 1 in 5 new hires are considered bad or regretted decisions by hiring managers. Discover how the best companies overcome these challenges: ceb.shl.com/us/volume-recruitment
10 Shocking Stats About Disengaged EmployeesOfficevibe
Here are 10 shocking stats about employee engagement that our researchers have found. This infographic shows all that's wrong with disengaged employees.
Read more on Officevibe Blog:
https://www.officevibe.com/blog/disengaged-employees-infographic
Download the most comprehensive guide to having engaged employees:
http://officevi.be/employee-engagement-guide
Use these 22 simple ways to boost job satisfaction:
http://officevi.be/job-satisfaction-guide
TriggerO- Social Recognition Network for your companyTriggerO
TriggerO, the world's first social reward & recognition platform, is an out of the box solution that makes the whole process of employee recognition highly effective, transparent, fair, spontaneous, intuitive & viral. TriggerO is dynamic to incorporate evolving best practices across the world. It also provides market place for providers of products, programs, creative services offering redemption flexibility to the end users.
11 Statistics That Should Scare Every ManagerElodie A.
Every manager’s worst nightmare is having employees that aren’t engaged. Here are 11 statistics that should scare every manager.
Content by Officevibe, the simplest tool for a greater workplace!
Learn more:
www.officevibe.com
Read our blog:
www.officevibe.com/blog
Are you attracting and hiring the best talent from your candidate pool? 1 in 5 new hires are considered bad or regretted decisions by hiring managers. Discover how the best companies overcome these challenges: ceb.shl.com/us/volume-recruitment
Employee Onboarding : Statistics you need to knowElodie A.
Learn everything you need to know about employee onboarding and how to ensure that each new hire is successful with this complete guide.
Content by Officevibe, the simplest tool for a greater workplace.
Read more on our website:
https://www.officevibe.com/employee-engagement-solution/employee-onboarding
Download your free checklist of the perfect onboarding:
http://bit.ly/2jVcIzO
Chek our product!
https://www.officevibe.com/
As companies and corporations continue to explore the topic of employee engagement, it is important to understand why it is so important. What are the benefits? More importantly, what is the PAYOFF to employee engagement?
Do your leaders miss the big picture?
Discover the insight and actions you need to take for your leaders to drive stronger business results.
For more information visit cebglobal.com/leadership
Q4 2014 SMB Job Generation Outlook InfographicLucas Group
The Lucas Group SMB Job Generation Outlook began in 2013 as the only national report defining the economic and employment landscape for small to mid-sized businesses.
ManpowerGroup surveyed over 37'000 employers across 42 countries and territories. The 2014 Talent Shortage Survey shows 36% of employers globally have difficulty in filling jobs which is affecting their ability to meet client needs.
11 Stats You Didn’t Know About Employee RecognitionOfficevibe
Recognizing employees is one of the most overlooked facets of managements that even great leaders sometimes forget about. Without a good employee recognition strategy, people will feel unappreciated and build up stress.
In fact, the number 1 reason why most Americans leave their jobs is that they don’t feel appreciated . The last thing you want is to have high employee turnover because of poor employee recognition.
Officevibe put together some incredible statistics about employee recognition.
Read more on Officevibe blog:
https://www.officevibe.com/blog/employee-recognition-infographic
Learn more about Officevibe, the simplest tool for a greater workplace:
https://www.officevibe.com/
Follow us on Facebook:
https://www.facebook.com/officevibe
Exploring managers’ wellbeing, motivation and productivity. 'Always on managers' are now working 29 days extra a year and are suffering rising levels of stress according to the 2016 Quality of Working Life study.
More info: http://www.managers.org.uk/qualityofworkinglife
Are you attracting and hiring the best talent from your candidate pool? 1 in 5 new hires are considered bad or regretted decisions by hiring managers. Discover how the best companies overcome these challenges: ceb.shl.com/us/volume-recruitment
Recognizing employee performance is the best way a company can increase productivity. Here is an infographic on how to implement a recognition program.
Employee Onboarding : Statistics you need to knowElodie A.
Learn everything you need to know about employee onboarding and how to ensure that each new hire is successful with this complete guide.
Content by Officevibe, the simplest tool for a greater workplace.
Read more on our website:
https://www.officevibe.com/employee-engagement-solution/employee-onboarding
Download your free checklist of the perfect onboarding:
http://bit.ly/2jVcIzO
Chek our product!
https://www.officevibe.com/
As companies and corporations continue to explore the topic of employee engagement, it is important to understand why it is so important. What are the benefits? More importantly, what is the PAYOFF to employee engagement?
Do your leaders miss the big picture?
Discover the insight and actions you need to take for your leaders to drive stronger business results.
For more information visit cebglobal.com/leadership
Q4 2014 SMB Job Generation Outlook InfographicLucas Group
The Lucas Group SMB Job Generation Outlook began in 2013 as the only national report defining the economic and employment landscape for small to mid-sized businesses.
ManpowerGroup surveyed over 37'000 employers across 42 countries and territories. The 2014 Talent Shortage Survey shows 36% of employers globally have difficulty in filling jobs which is affecting their ability to meet client needs.
11 Stats You Didn’t Know About Employee RecognitionOfficevibe
Recognizing employees is one of the most overlooked facets of managements that even great leaders sometimes forget about. Without a good employee recognition strategy, people will feel unappreciated and build up stress.
In fact, the number 1 reason why most Americans leave their jobs is that they don’t feel appreciated . The last thing you want is to have high employee turnover because of poor employee recognition.
Officevibe put together some incredible statistics about employee recognition.
Read more on Officevibe blog:
https://www.officevibe.com/blog/employee-recognition-infographic
Learn more about Officevibe, the simplest tool for a greater workplace:
https://www.officevibe.com/
Follow us on Facebook:
https://www.facebook.com/officevibe
Exploring managers’ wellbeing, motivation and productivity. 'Always on managers' are now working 29 days extra a year and are suffering rising levels of stress according to the 2016 Quality of Working Life study.
More info: http://www.managers.org.uk/qualityofworkinglife
Are you attracting and hiring the best talent from your candidate pool? 1 in 5 new hires are considered bad or regretted decisions by hiring managers. Discover how the best companies overcome these challenges: ceb.shl.com/us/volume-recruitment
Recognizing employee performance is the best way a company can increase productivity. Here is an infographic on how to implement a recognition program.
The Pixel Lab 2015 | It's all about the money - Nuno Bernardo power to the pixel
Well, not really. But if you want to be truly independent in your art and craft, you need to establish a business model that works for you and your company. Even in a world where audiences spend more time online than watching TV, financing digital and cross-media content is still a challenge.
The entertainment industry is still organised in a silo structure and new, experimental and creative projects struggle to get the necessary funding. To succeed producing cross-media you need to understand the limitations and the opportunities available, from searching for available funding at the right places, to combining traditional and new sources of financing and working with brands and advertisers, without ever forgetting the potential international market. In the last decade, Nuno Bernardo was able to finance and produce iconic cross-media projects, from Sofia’s Diary to Beat Girl, that got awards and recognition but also generated the important revenues.
introduction to organiation, introduction to culture, role of organisational culture, importance of organisational culture, various types of organisational culture, rtc.
Exit Interview Research Study Abstract: Unlocking Why Employees Quit & How to...Retensa
The employee retention experts at Retensa launched the world’s first Exit Interview Research Study to capture modern employee exit interview program best practices, trends, and challenges. The exit interview research study provides a benchmark in modern exit interview practices, answers common exit interview questions, and will broadcast an abstract of results for the first time in this webinar. Join us to learn how to launch your exit interview solution, calculate the impact of exit interviews on performance, and incorporate best practices in conducting exit interviews.
Peter Howes - Workforce Analytics and PlanningAffero Lab
Apresentação de Peter Howes, vice-presidente SuccessFactors, sobre Workforce Planning. O Planejamento da Força de Trabalho é uma metodologia que permite à organização analisar seus objetivos de negócio para os anos futuros e, com isso, identificar os perfis e número total de talentos de que precisará para atingi-los.
Engaging Your High Potentials: Retain Your Key Talent through Career DevelopmentThe HR Observer
• Revamping your succession planning and career development programmes to engage your HiPos
• Getting HiPo motivation right - which opportunities really engage high potentials and which act to demotivate?
• Taking the generational factor into account: strategies for assessing and engaging with your Gen Y and Millennial HiPos
David Jones, Managing Director, The Talent Enterprise
Radhika Punshi, Consulting Director, The Talent Enterprise
With advancing technologies, many organizations are focused more than ever on recruiting—particularly for skills they
need to succeed, such as expertise in data science, cybersecurity and artificial intelligence. These hard-to-find and
hard-to-hire skills—like so many other skilled professions—cost a lot to recruit. With labor pools shrinking, retaining
talent at every level is critical. Recruiting is more expensive than retention, which can be optimized via training or
creating a culture of constant learning. Choosing recruitment over retention also has a negative effect on employees,
who are left to wonder why their work seems to have less value than that of a new employee.
In this environment, it becomes clear that value lies in the engagement of employees—making sure they are actively
contributing to the company while learning new skills and advancing their own careers. But how to measure something
as intangible as engagement?
Beyond Spreadsheets: How to Take Your Budgeting and Planning to the Next LevelProformative, Inc.
Video & Slides: http://www.proformative.com/events/beyond-spreadsheets-how-take-your-budgeting-planning-next-level
Technology is the key to unlocking the strategic value of budgeting and planning for your company. Join us as Adaptive Planning shares 6 proven best practices for best in class budgeting and planning and benchmarking data while delivering actionable advice on how to improve your company's budgeting and planning process. In addition, you will hear from Rick Smith, Manager FP&A at Engine Yard - a high growth technology company, who'll share how he's performing headcount planning, CapEx planning and more. Finally, you'll see an Adaptive Planning product demo of what strategic planning looks like when a company moves beyond spreadsheets.
This report is for managers, human resourcing and owners of technology companies, or those responsible for a technology department. The purpose of the report is to highlight ways of retaining technical talent.
You know your employees are the lifeblood of your company but if not properly motivated, they can end up sucking the life out of your company. Unhappy employees cost companies over half a billion dollars in lost productivity.
What if there were a formula for gauging your employees’ attitudes and a methodology for creating an energetic workplace atmosphere? While we can’t promise an overnight solution, we can give you facts and actionable tips based on national and global research to get the process in motion. All it takes from you is the desire to make the change and the commitment to transform the culture of your organization from blah to hell ya!
Change is best implemented from the top with executive support so every employee on your payroll understands the importance of the initiative. Give your employees a reason to care.
How to Measure the Impact of Our Actions with Data | Talent Connect London 2014LinkedIn Talent Solutions
Understand how data can impact the marketing revolution that is happening within talent acquisition, how to develop KPIs to measure, and how Talent Brand Index can be used to indicate how your talent brand is performing.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Similar to Rewarding performance, growth & transformation31 mar-15 (20)
2. 2
36%
of revenue
As a result, even modest gains in the
efficacy of HR management can deliver
sizeable gains to the
bottom line.
3. 69%of employees would work
harder if they were better recognized.
The impact of employee engagement on
company performance
3
“Employee
recognition
is the number one factor
when motivating employees
in the workplace.”
No.1
5. 49% of employees would leave their job
for a company that recognizes its employees.
Insist on systems thinking
5
6. 11
72
125
190
312
116
Hires
17
49
123
184
227
86
Exits
Promotions
7 517
6 640
4 963
Level
8 168
5 830
Career
level
3
383
Lateral
moves
234
45
341
186
81
38
16
81
85
134
129
An organisation’s current workforce is the
result of 3 “labour flows”
6
The power lies in understanding the specific practices, tactics, policies, etc., that are the
source of those talent flows
7. Did you know employees want some form of
recognition
every 7days?
7
High performance
ratings
Unit revenue
growth
Amount of training
Highly-rated manager
Recent promotion Occupation
Number of jobs
held within firm
Tenure
Unit
size
Manager’s span
of control
EducationTechnical
expertise
Outside experience
Paygrowth
High
Low
Promotion likelihoodLower Higher
8. This same type of analysis forms the basis
for workforce forecasting . . .
8
losses gains
2013 2014Level
1
2
3
4
5
6
7
8
9
10 563
975
1,659
1,171
1,876
2,601
2,774
801
686
312 477
658
945
1,420
1,541
2,369
3,273
944
1,935
1,491
Yet only 12% of employees say they often receive appreciation for
great work.
9. . . . and analyzing the equity of rewards – and the resulting
impact on workforce initiatives such as diversity
9
The workforce is changing.
By 2020, 1/2 our workforce will be millennials.
10
9
8
6
5
4
7 51% 49%
43% 57%
33% 67%
0% 100%
66% 34%
72%
55% 45%
12%
252
Level
49%
41%
48% 52%
0% 100%
34% 66%
54%46%
60% 40%
0% 9%
9518
4% 3%
273114
8% 9%
349306
5% 12%
331886
12% 14%
2211,788
16% 15%
2441,382
New Hires
% of Total Female Male
Average active employees
Total Exits
% of Total
Promotions
% of Available
28%
51%
59%
In this
company,
women
face a
glass
ceiling at
level 6
Not surprisingly,
turnover
rates are
significantly
higher
10. 30% want opportunity to grow in the company
28% just want praise
24% want a reward (money or gift cards)
10% say no reward is needed
(They now need you to tell them they’re doing a good job)
10
Editor's Notes
(After a lengthy or flattering introduction) After that introduction, I just can't wait to hear what I'm going to say.
After such a warm, generous introduction, I can only say thank you and I think you must have gotten the wrong guy.
(When addressing a small crowd or low attendance) This must be a wealthy crowd. Each of you bought two or three seats!
I won't speak for long on account of my throat. (clears throat) At my last engagement I talked too long, and someone threatened to cut it.
I'll try not to talk too long. They say its best to leave your audience before your audience leaves you.
I hope my speech will keep you on the edge of your seats. Hopefully that will be because you're interested, not because you're trying to get up the nerve to leave.
I don't have a solution, but I do admire the problem.
Take my advice — I'm not using it.
You have the capacity to learn from your mistakes, and you will learn a lot today.
Ever stop to think, and forget to start again?
Treat each day as your last; one day you will be right.
Starting point: how big a chunk of the total pie is taken up by our human capital AND what return are we getting from that capital?
As you can see here, avg HR expenditure for employee is on the rise.
In fact, people costs represent nearly 60% of GDP in the United States.
If organisations scrutinize return on other investments, why not do the same for their human capital?
“The deepest human need is the need to be appreciated”
William James, American philosopher and psychologist (1842 –1910)
People will improve the things they’re recognized for so they can earn even more recognition.
Leverage the data you’ve been collecting
Measure the ROI on your various workforce practices
Differentiate between high-yield tactics . . . and marginal investments
Match human capital strategy to your business model
Success in the New Work Environment requires Enterprise Contributors.
And most employees are willing to perform collaboratively as Enterprise Contributors, meaning investing in incentives or other means of motivation is a wasted effort.
So why do so few employees qualify as Enterprise Contributors? Three in four say the organisation needs to make it easier for them to meet this new performance expectation.
Four paradoxes are at play:
Co-workers are asked to help each other, but they also compete for raises and promotions.
Employees need autonomy, but they also require direction in prioritizing their activities.
While collaboration tools can improve quality, they can slow execution.
Employees value contributing, but being rewarded for it actually reduces their motivation.
Simplifying the workplace is not an option; complex work environments are a reality. The best companies don't simplify this environment, but enable employees to navigate it and perform as Enterprise Contributors. Doing so helps them realize 11% higher YoY profit growth and 5% higher YoY revenue growth.
The flows can be segmented by
business unit,
job family,
demographics,
and . . .
The number of employees for 2014 are the “expected numbers” given the current workforce and existing hiring, promotion, retention and transfer practices.
Compensation is still important, but these days employees are looking for more.
Incentives help engage employees and organisations.
With higher than average engaged employees, companies saw 27% higher profits.
Ideas to recognize employees without spending a penny!
• Send a personal note that specifies exactly what the employee did
• Say a sincere “thank you”
• Recognize a job well done in a meeting or applaud
• Send a shout-out around in your company’s private social site
• Mention their success story in a speech or presentation or even newsletter
• Give a long lunch or extra break or “free pass” day
• Arrange for higher manager to stop by and say thanks
• Offer to swap a task with them
• Flex hours or let them work from home
• Create a “Wall of Fame” or special award where you recognize them
Always remember you're unique, just like everyone else.
Confession is good for the soul, but bad for your career.
Every organisation is perfectly designed to get the results they are getting.
Seen it all, done it all, can't remember most of it.
A clear conscience is usually the sign of a bad memory. My conscience is clean — I have never used it.
To steal ideas from one person is plagiarism; to steal from many is research.
When everything's coming your way, you're in the wrong lane and going the wrong way.
If at first you don't succeed, redefine success.
If at first you don't succeed, destroy all evidence that you tried.
I hope you enjoyed my speech and if you did not, I hope you had a good nap.