Tag Archives: engagement

HR Articles :- Top Signs Your Employees Are Not Engaged

3 Dec

A tongue-in-cheek look at some signs that employees are not engaged, followed by proven action plans to improve that situation.
 
For decades, studies have shown that employee engagement has a direct influence on a company’s financial performance, its capacity to recruit other high performers and its ability to retain top talent.
 
To put a slightly off-kilter spin on employee engagement, here’s a list of signs your employees are not engaged, followed by an action plan that companies can implement to improve employee engagement within their organization.
 
Signs to be on the look-out for are:
 
1. Your employees are more satisfied with new episodes of MTV’s Jersey Shore than company benefits.
 
Action Plan:
Use an employee e-newsletter to regularly educate employees about their healthcare, vision and dental benefits, highlighting specific updates and special perks.
 
2. Your employees never show up to work on time yet always arrive at company parties 15 minutes early.
 
Action Plan:
Hold a time-management training seminar, teaching employees how to better manage their time and priorities.
 
3. Your employees are more interested in using Groupon to save them money than finding innovative ways to save the company money.
 
Action Plan:
Reward employees who come up with cost-saving ideas that will benefit the company’s bottom-line.
 
4. Your employees spend more time talking to their co-workers about their crazy weekend than completing important projects.
 
Action Plan:
Have teams establish ground rules for working together. Post them in a public place and encourage all team members to hold each other accountable to the new rules.
 
5. Your employees trust politicians more than they trust senior management.
 
Action Plan:
Make senior management more available and visible to employees to build trust.
 
6. Your employees remember their sister’s husband’s brother’s birthday but forget how to complete easy, painless work-related tasks.
 
Action Plan:
Ensure employees are aware of all the tools, software and equipment available to them and provide training to make sure employees understand how to use them to their full potential.
 
7. Your employees would rather voice their displeasure with their jobs on “www.ihatemyjob.com” than with their supervisors.
 
Action Plan:
Develop “office hours” for employees to openly voice their opinions and give suggestions to their supervisors.
 
8. Your employees call in sick on the same day and time every week.
 
Action Plan:
Institute an incentive policy where employees who accumulate a set number of unused sick days can earn an additional vacation day.
 
9. Your employees build origami out of important project materials instead of reading them.
 
Action Plan:
Hold monthly brainstorming meetings to allow employees’ creative sides to come out, generating new, innovative ideas for upcoming projects.
 
10. Your employees believe the odds of their favorite NFL team winning Super Bowl are better than the odds of their supervisor offering them a job promotion.
 
Action Plan:
Conduct one-on-one meetings with employees to discuss career growth and opportunities for advancement.
 
These signs and others like them require immediate action by management to prevent against continued disengagement.
 
By establishing a sound employee-engagement strategy and executing the aforementioned action plans, organizations will be well on their way toward improving their employees’ engagement levels, and, more importantly, retaining their top talent as the economy recovers.
 
 
[About the Author: Kevin A. Sheridan is CEO/Chief Consultant at HR Solutions.]

Regards,

Pinal Mehta

HR Article :- 7 Effective Ways to recognize your People

1 Dec

Employee recognition is a much talked about, but often overlooked part of the workplace. Recognizing and rewarding your employees can be a slippery slope to navigate and sometimes it seems that managers either get it, or they don’t. If recognition is not sincere and genuine, your employees will know it.

 

 

7 Tips for Recognizing Your Peeps – this list isn’t about expensive ways to reward your employees because we know you can figure that out, but more subtle no-cost ideas that educate, motivate and inspire your team because a happy, invested team will always outperform a bunch of bitter Betty’s!

7 Tips for Recognizing Your Peeps

  1. Give ‘Em the 411: Informed peeps are empowered. Many managers make the mistake of keeping all the information to themselves. Instead, share information with your team. Fill them in on how your organization is doing, what the future holds and how they play a part in it. By giving your peeps information, you empower them to make informed, confident decisions and choices, which not only benefit them, but your organization.
  2. Miss (or Mr.) Independent: How many people like being micromanaged? Not too many! Employees value independence, so give it to them. When you work with your peeps to tell them what needs to be done and then give them the ability to decide how to do it, you increase their independence and ability to take more ownership of their role.
  3. Be Gumby: Everyone appreciates flexibility in their work whether it’s working flex hours, working from home or something else. This can be very motivating and shows you trust your peeps. In workplaces where this may not be possible, find ways to be flexible and your employees will respond.
  4. Give Me More: We all know training and development happen in real-time, on the job. Provide your peeps lots of opportunities to grow and learn by investing in their development and provide them stretch goals. It shows your peeps that you trust, respect and want the best for them. You’ll be rewarded when they perform at higher levels with each opportunity.
  5. Decisions, Decisions: How does it feel when all the decisions are made for you? Not so much eh? Well, your peeps are closer than anyone to the work they do so they are really the best decision makers. Sometimes as managers we make the mistake of deciding for our employees. Take a step back and ask them what they think and what they recommend. They’ll be more involved in the process and therefore more invested in the outcome.
  6. How Am I Doing? Everyone wants to know how they are doing at any time so hold frequent check-ins throughout the year so you can have honest conversations about your peeps performance. Take the time to share what they are doing well and what could use some work. Also, remember to share great feedback with the leadership team of your company so they’re aware of the contributions your peeps are making. The more feedback you give your employees, the more they will be equipped to respond to the needs of your organization.
  7. Celebrate! Often we are so busy strategizing, working and executing that we cruise through the year without taking the time to celebrate all the success along the way. Remember, if you celebrate often you’ll get more back in return and you’ll foster a culture of recognition.

How are you recognizing your peeps? I’d love to hear.

Regards,

Pinal Mehta

HR Loyalty:- Employee Loyalty

15 Oct

You’d never consider hiring an illiterate person to work as a journalist, a technophobe to work in IT, or a hypochondriac to work in a medical centre.  Yet so many people get promoted to management positions without the one core characteristic that determines managerial success – a love of people.  And therein rests one of the biggest causes of staff disloyalty:  managers who don’t lead from the heart.

The same principle plays out in the harshest heartbreak of all – cheating.  If we look at the top reasons why husbands cheat on their wives or vice versa, we’ll see that each one of these is also a major reason why employees cease being loyal to their bosses.

Lack of Attention: Neglected partners are more likely to be unfaithful.  Similarly, if you don’t spend enough time with your employees, whether it’s via coaching, caring, communicating, or consulting, they’ll feel unloved and the result will be a resignation.

Getting Even: Some people cheat because they want revenge.  To get loyalty, you first have to give it.  The majority of staff turnover is precipitated by some kind of shock which acts as the last straw that finally causes an employee to just give up.

Unsatisfied Needs: A partner can be swayed to stray if something essential is missing from the relationship, such as intimacy.  As a manager, failure to identify and meet your employees’ needs, whatever they might be, will lead to disengagement which is a precursor to turnover.

Loss of Interest: Infidelity can occur when the cheater is unhappy with changes in their partner, such as an altered physique or attitude.  At work, if change occurs and you haven’t taken the time to get your employees’ buy-in, they’ll move on to an employer who bothers to make an effort.

Incorrect Fit: Sometimes two people just aren’t meant to be together.  Likewise, there are some employees who simply aren’t suited to be in your team.  There’s a cultural incongruence which should have been picked up during your recruitment process.

I’m not defending cheaters.  But what I am saying is that the more you understand the reasons why people cheat, the easier it is to create a relationship that’s less likely to end in a break-up.  Ditto at work.  The more you understand the real reasons why your employees resign, the less likely they’ll be to break away from your organisation.

By James Adonis

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Did You Know?

Only 25% of employees feel that their companies have any loyalty towards them and yet 56% of employees feel loyal towards their employers in return.

Source: Randstad

Inspiring Employees through Recognition

13 Oct

As McDonald’s Founder Ray Kroc knew, there is no better way to inspire a team than with recognition. From the chairman of the board to the receptionist, we all have a deep-down craving for it. Build your company’s culture on the foundation of rewarding and recognizing hard workers, and you’ll create a fertile work environment where resiliency, high standards, high retention, loyalty, innovation, positive risk taking and high morale are present.

A Gallup poll revealed 65 percent of Americans haven’t received recognition in the past year. A United States Department of Labor study found the No. 1 reason why people leave organizations is they don’t feel appreciated. As American psychologist Abraham Maslow stated in his theory of motivation, people thrive on recognition as a form of self-value when they feel their contributions make a difference.

Consider the rewards that are most important to your organization. Jot down the kind of effort needed to bring those values from the abstract to the concrete. Build those efforts into job descriptions so employees become accountable for the action steps. Recognize those who achieve the best results, whether by praising them in public or giving a keepsake at the company celebration, complete with a speech about the employee’s commitment to excellence and the results it brought to the organization as a whole. Others will see what excellence is all about.

Let’s look at some time-tested ways leaders can inspire employees to do their best:

1. Make recognition a policy, not a perk.

Take time to develop a system of rewards for everyone at your company. Include pinnacle rewards for high lifetime achievers, such as McDonald’s coveted President’s Award, as well as more ordinary incentives, such as bonuses. Educate the entire staff about the program, post it for all to see, and promote it frequently.

2. Little things mean a lot.
A handshake is the least expensive way talent managers can recognize top performers – and perhaps the most effective. Look them in the eye and say thanks. Be specific about what the employee did that you appreciated so much, and why.

3. Recognize them with fanfare.
When bestowing an honor on a high-achieving employee, make it a celebration. That could mean inviting family members to be at an awards dinner, or stopping the workday early to hold a company-wide ceremony.

4. Remember the spouse.
For marathon efforts – such as large-scale projects or regional sales turnarounds – remember to recognize the employee’s significant other. After all, without the support of the employee’s partner, he or she wouldn’t have delivered such terrific results.

5. Respect your frontline.

Remember the little guys: the cashiers, customer-service people and maintenance staff. They are the face of your operation and will boost your brand better than anyone else if you make them feel appreciated.

6. Boost team spirit.
Recognizing teams or departments also is important. It binds employees together in pride. A plaque, a magnum of champagne and a Friday afternoon off are all ways you can tell a group of employees: “You did this together, and you excelled.”

7. Make rewards meaningful.

Don’t give front-row stadium seats to an employee who could care less about baseball. Find out employees’ favorite restaurants, for example, or whether they like theatre or music, and give them a night out they will really enjoy.

8. Recognition from the top means the most.
A personal phone call or thank-you note from the CEO often has more impact on an employee than anything else.

9. Don’t forget suppliers and clients.
When you create a culture steeped in recognition, your gratitude and appreciate should spread past your company walls. Don’t forget to thank loyal vendors and clients for their excellent contributions with a letter, a paperweight or even a charitable gift in their name.

[About the Author: Paul Facella is CEO of Inside Management, a consulting group. A 34-year veteran and former executive at McDonald’s Corp., he is author of Everything I Know about Business I Learned at McDonald’s.]