Engagement Program
Analysis
Seven Employee Engagement Ideas That Work!
20 page PDF
We recently participated in the Battle of the Best People
Practice competition produced
by Great Place to Work where we le...
1.
YouEarnedIt1st Place Popular Vote Winner
Complexity: Simple
Impact: Long-Term
Description: Recognize, reward, and engag...
YouEarnedIt uses their employee recognition and reward platform on a daily basis in a
leadership effort to create and sust...
2. Ruby
Receptionists
Judges’ Selection
Complexity: Simple
Impact: Long-term
Description: Employee Empowerment and Encoura...
One of the first things new "Ruby" employees learn is that they can buy anything for any
client at any time – no questions...
3. The Clymb
1st Place Judges’ Selection
Complexity: Simple
Impact: Short-term
Description: Team building through exercise...
What could be more human-powered than putting two strangers on a tandem bike and
asking them to pedal around town? Inspiri...
4. NetApp
Judges’ Selection
Complexity: Simple
Impact: Short-term
Description: CIO for a Day
NetApp Chief Information Officer, Cynthia Stoddard, sponsors an annual “If I Were CIO
for A Day” contest in which she asks...
5. Global Tax
Management
Judges’ Selection
Complexity: Difficult
Impact: Long-term
Description: Employee feelings of owner...
As an Employee owned company, with an ESOP (Employee Stock Ownership Plan),
GTM allocates shares of the company to it's em...
6. Mercantil
Commercebank
Finalist popular vote
Complexity: Simple
Impact: Long-term
Description: Compensation educational...
Compensation is a sensitive topic and many organizations avoid this discussion. Mercantil
Commercebank employees are encou...
7. Cornerstone
OnDemand
Finalist popular vote
Complexity: Difficult
Impact: Long-term
Description: New-hire Orientation
Once per month, Cornerstone OnDemand (CSOD) brings their newest hires in from
across the globe to participate in a 3-day N...
Other Ideas
To see the entire list from the Battle of the Best People Practice with even
more ideas for employee engagemen...
Web:
www.youearnedit.com
Twitter: @youearnedit
Thank You
7 Employee Engagement Ideas Based on Difficulty and Impact
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7 Employee Engagement Ideas Based on Difficulty and Impact

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We recently participated in the Battle of the Best People Practice competition produced by Great Place to Work where we learned about innovative and creative ways in which companies are engaging their employees.

To make your life easier, we’ve curated seven of our favorites employee engagement programs from the 52 entrants. In addition to hand-picking example people programs, we also created a matrix describing the level of complexity and whether or not the program has a short-term or long-term impact.

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  • Steve Script: Ok, so while some employees may be a bit out there, I love the last answer. Her words provide insight into what people want – and need - from work today. Recognition . It sounds simple and attainable, right? But how are we doing? Other Option: Just a simple smile, or a “hey, you did a really good job on this.” Her words provide so much insight into what people want – and need - from work today. The answers we just heard are remarkably simple, understandable, and so attainable. But how are we doing as a society in providing these things our employees are asking for? When was the last time we heard our employees say that something we provide “mean the world” to them. Let ’s unpack what’s happening in the workplace just a bit.
  • Steve Script: Ok, so while some employees may be a bit out there, I love the last answer. Her words provide insight into what people want – and need - from work today. Recognition . It sounds simple and attainable, right? But how are we doing? Other Option: Just a simple smile, or a “hey, you did a really good job on this.” Her words provide so much insight into what people want – and need - from work today. The answers we just heard are remarkably simple, understandable, and so attainable. But how are we doing as a society in providing these things our employees are asking for? When was the last time we heard our employees say that something we provide “mean the world” to them. Let ’s unpack what’s happening in the workplace just a bit.
  • Steve Script: Ok, so while some employees may be a bit out there, I love the last answer. Her words provide insight into what people want – and need - from work today. Recognition . It sounds simple and attainable, right? But how are we doing? Other Option: Just a simple smile, or a “hey, you did a really good job on this.” Her words provide so much insight into what people want – and need - from work today. The answers we just heard are remarkably simple, understandable, and so attainable. But how are we doing as a society in providing these things our employees are asking for? When was the last time we heard our employees say that something we provide “mean the world” to them. Let ’s unpack what’s happening in the workplace just a bit.
  • Steve Script: Ok, so while some employees may be a bit out there, I love the last answer. Her words provide insight into what people want – and need - from work today. Recognition . It sounds simple and attainable, right? But how are we doing? Other Option: Just a simple smile, or a “hey, you did a really good job on this.” Her words provide so much insight into what people want – and need - from work today. The answers we just heard are remarkably simple, understandable, and so attainable. But how are we doing as a society in providing these things our employees are asking for? When was the last time we heard our employees say that something we provide “mean the world” to them. Let ’s unpack what’s happening in the workplace just a bit.
  • Steve Script: Ok, so while some employees may be a bit out there, I love the last answer. Her words provide insight into what people want – and need - from work today. Recognition . It sounds simple and attainable, right? But how are we doing? Other Option: Just a simple smile, or a “hey, you did a really good job on this.” Her words provide so much insight into what people want – and need - from work today. The answers we just heard are remarkably simple, understandable, and so attainable. But how are we doing as a society in providing these things our employees are asking for? When was the last time we heard our employees say that something we provide “mean the world” to them. Let ’s unpack what’s happening in the workplace just a bit.
  • Steve Script: Ok, so while some employees may be a bit out there, I love the last answer. Her words provide insight into what people want – and need - from work today. Recognition . It sounds simple and attainable, right? But how are we doing? Other Option: Just a simple smile, or a “hey, you did a really good job on this.” Her words provide so much insight into what people want – and need - from work today. The answers we just heard are remarkably simple, understandable, and so attainable. But how are we doing as a society in providing these things our employees are asking for? When was the last time we heard our employees say that something we provide “mean the world” to them. Let ’s unpack what’s happening in the workplace just a bit.
  • Steve Script: Ok, so while some employees may be a bit out there, I love the last answer. Her words provide insight into what people want – and need - from work today. Recognition . It sounds simple and attainable, right? But how are we doing? Other Option: Just a simple smile, or a “hey, you did a really good job on this.” Her words provide so much insight into what people want – and need - from work today. The answers we just heard are remarkably simple, understandable, and so attainable. But how are we doing as a society in providing these things our employees are asking for? When was the last time we heard our employees say that something we provide “mean the world” to them. Let ’s unpack what’s happening in the workplace just a bit.
  • Steve Script: Ok, so while some employees may be a bit out there, I love the last answer. Her words provide insight into what people want – and need - from work today. Recognition . It sounds simple and attainable, right? But how are we doing? Other Option: Just a simple smile, or a “hey, you did a really good job on this.” Her words provide so much insight into what people want – and need - from work today. The answers we just heard are remarkably simple, understandable, and so attainable. But how are we doing as a society in providing these things our employees are asking for? When was the last time we heard our employees say that something we provide “mean the world” to them. Let ’s unpack what’s happening in the workplace just a bit.
  • We live in a time where all the software, all the communications, and all the options available to us have overwhelmed and paralyzed our ability to drive positive change and connect with our people. Or, could it be providing us with the opportunity to focus on the fundamentals of what our people are asking for, and what we know they need. Simplicity. Beauty. Fun. Happiness at work.
  • 7 Employee Engagement Ideas Based on Difficulty and Impact

    1. 1. Engagement Program Analysis Seven Employee Engagement Ideas That Work! 20 page PDF
    2. 2. We recently participated in the Battle of the Best People Practice competition produced by Great Place to Work where we learned about innovative and creative ways in which companies are engaging their employees. To make your life easier, we’ve curated seven of our favorites from the 52 entrants. In addition to hand-picking example people programs, we also created a matrix describing the level of complexity and whether or not the program has a short-term or long-term impact.
    3. 3. 1. YouEarnedIt1st Place Popular Vote Winner Complexity: Simple Impact: Long-Term Description: Recognize, reward, and engage employees via peer-to- peer recognition and meaningful rewards. Admins love it. Employees love it. CEO’s love it!
    4. 4. YouEarnedIt uses their employee recognition and reward platform on a daily basis in a leadership effort to create and sustain a happy work environment, retain top talent, and attract new talent. Employees start each quarter off with a balance of YouEarnedIt points. The points have monetary value ($0.01 = 1 point) and are used to recognize and reward peers. Companies choose how many points they give their employees to send to others. Recognition is public so the entire company knows who is giving and receiving the recognition. It's also linked to core company values like collaboration, innovation and customer success. Employees redeem their points for things like a team happy hour, executive coaching, extra days off, or coffee hand-delivered from the boss. They can also be used to give back to the community or a charity. In addition, the points can be redeemed for gift cards and/or products at or below retail prices. The act of giving and receiving recognition goes a long way to build trust, pride, loyalty, and collaboration between employees. Also, allowing for real-time recognition from peers and others across the company helps to reinforce behaviors that have the most impact.
    5. 5. 2. Ruby Receptionists Judges’ Selection Complexity: Simple Impact: Long-term Description: Employee Empowerment and Encouraging and Recognizing Great Customer Service
    6. 6. One of the first things new "Ruby" employees learn is that they can buy anything for any client at any time – no questions asked. Sending a stuffed puppy based on an inside joke? Sounds great! Hear a client was under the weather? Send a wellness package with tea, a mug, and tissues to brighten their day! Want to send a pink cape, mask, and keychain that says “Super Lawyer”? Go for it! What started as one receptionist's idea, Ruby now has a prepaid Amazon account where employees are empowered to log in and buy gifts for clients whenever they feel inspired -- which, it turns out, is daily! If they can't find the perfect gift on Amazon, they can take petty cash to get something local. There’s even a “WOW Station” complete with boxes, tissue paper, and anything they may need to make their package extra special. Not only do these "WOW gifts" make their clients' days, they help Ruby employees feel empowered, trusted, and that they're making a difference. On top of that, at every staff meeting, they share the very best “WOW Story” of the quarter and dole out a crisp $100 bill and a hip, wooden plaque to the thoughtful employee.
    7. 7. 3. The Clymb 1st Place Judges’ Selection Complexity: Simple Impact: Short-term Description: Team building through exercise. Employees have fun and get to know someone they may not normally interact with on a regular basis.
    8. 8. What could be more human-powered than putting two strangers on a tandem bike and asking them to pedal around town? Inspiring a spirit of outdoor adventure and teambuilding, The Clymb pairs employees from different departments, who otherwise may not have the opportunity to get to know one another, and sends them off on our Clymb tandem bike with $15 cash to use as they wish. As The Clymb grows, they want to foster their unique culture. To promote 1:1 time with someone from a different team, the Employee Experience Team selects two employees; they meet in the lobby at noon and are given helmets, a bike lock, the Clymb tandem bike, plus $15 cash to spend on lunch. The two Clymbers ride off to wherever they choose. It’s a great team building tool because not only do they spend time on the bike getting to know one another, but they have to work together to ride the bike and navigate the city streets.
    9. 9. 4. NetApp Judges’ Selection Complexity: Simple Impact: Short-term Description: CIO for a Day
    10. 10. NetApp Chief Information Officer, Cynthia Stoddard, sponsors an annual “If I Were CIO for A Day” contest in which she asks IT employees what they would do to create a successful IT team. Many employees submit their great ideas and one winner is chosen. This year’s winner had the idea that if he were CIO for a day he would walk around and personally thank each employee with a handshake for their hard work. In response, Cynthia and the winner went to every cubicle in the IT department and thanked each employee for their contributions to NetApp. Cynthia also made a commitment to dedicate an entire day, every year, to thanking valued IT employees around the globe! Here’s an excerpt of what the winner had to say about his experience: "Being CIO for a day at NetApp was an amazing experience! In parting, I have one piece of advice for everyone: don’t wait for someone else to recognize a colleague’s work. Do it yourself and recognize them as a peer. Thank them in the moment with a sincere heart.“- Raj
    11. 11. 5. Global Tax Management Judges’ Selection Complexity: Difficult Impact: Long-term Description: Employee feelings of ownership via ESOP plan plus customized Bobbleheads
    12. 12. As an Employee owned company, with an ESOP (Employee Stock Ownership Plan), GTM allocates shares of the company to it's employees each year, which vest over a 5 year period. They want to recognize each employee as they became 100% vested in the plan with something representative of the overall company spirit, but also personalized. The answer was customized Bobbleheads! As employees become 100% vested, bobbleheads are created of them and put on display in the office entryway. The office keeps one for permanent display and gives one to the employee. Each individual Bobblehead is 'revealed' separately as it is added to the case. As many of our people work in different offices or at clients, we send out a company wide announcement which includes the photos used for the person, a picture of their initial clay model, the final Bobblehead and their biography information. The ESOP plan is fabulous.....and the Bobbleheads are fun!
    13. 13. 6. Mercantil Commercebank Finalist popular vote Complexity: Simple Impact: Long-term Description: Compensation educational consultations
    14. 14. Compensation is a sensitive topic and many organizations avoid this discussion. Mercantil Commercebank employees are encouraged to learn more about various compensation plans via open dialogue and transparency. They designed CompTalk which offers employees the opportunity to schedule one-on- one, confidential meetings with a member of the compensation team. CompTalk sessions are offered twice a month, giving employees the flexibility to schedule their meetings at their convenience. In addition to providing an analysis of individual market competitive positioning, CompTalk provides a venue for open discussion and feedback where employees ask questions related to promotions, salary grades, incentive pay, performance appraisal, merit increases, peer comparisons, and market pay for their position. Managers support the program by having CompTalk presented at their departmental meetings.
    15. 15. 7. Cornerstone OnDemand Finalist popular vote Complexity: Difficult Impact: Long-term Description: New-hire Orientation
    16. 16. Once per month, Cornerstone OnDemand (CSOD) brings their newest hires in from across the globe to participate in a 3-day New Hire Orientation. The program includes presentations from each executive and functional area within the business. CSOD believes strongly in giving back and engaging the community, so they use this opportunity to involve the team in a special community service project. In it's incarnation, this involved a bike build for low income children in the community and has more recently evolved to a skate board deck design, decoration and build that engages 20+ kids per month from the local Boys and Girls Clubs.
    17. 17. Other Ideas To see the entire list from the Battle of the Best People Practice with even more ideas for employee engagement, click here To see other employee engagement, employee recognition and employee reward ideas, check out our blog posts here
    18. 18. Web: www.youearnedit.com Twitter: @youearnedit
    19. 19. Thank You

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