Archive for the 'engagement' Category

Employee Recognition Resolutions for 2009

The New Year is traditionally a time for making positive changes. Many people resolve to quit smoking, exercise more, or eat less.

If you are a manager, why not make a workplace New Year resolution this year? There are things you can do that will improve employee attitudes, enhance service, product quality, and safety. Small changes can create big results.

I am offering the same seven resolutions that I offered last year because they are simple and will produce positive results.

1) I will resolve to spend at least 15 minutes each day simply listening to what my employees have to say. I will learn, among other things, what interests them, how they like to be recognized, and how they would improve their job.

Managers spend so much time ‘telling’ they can forget the value of listening. When I’ve asked employees to tell me what their managers do that makes them feel valued, listening is always high on the list.

2) I will resolve to connect the individual’s contribution to the organization’s objectives.

Many employees see no connection between the work that they do and the work of the organization. It is difficult for employees to feel motivated when they don’t understand the importance of their roles.

As the manager, you can connect the dots between what the employee does and what the organization does. Think about the organization’s mission, vision, and goals and how that translates to your department. Then distill that down to the individual employee. Communicate the connection at every opportunity.

3) I will resolve to offer five times more praise than corrective feedback.

Gallup research shows that 5:1 is the ideal ratio for increasing engagement. This can seem like a lot of praise, especially if you have a mediocre performer.

To provide the optimum blend, think in terms of acknowledging milestones, incremental progress, strengths, and valued behaviors. Show appreciation for additional effort, sense of humor, attitude, and a willingness to speak up about concerns.

You can even offer a positive word when giving corrective feedback. End the conversation by expressing confidence in their ability to change.

4) I will resolve to take one employee to lunch every week.

If you have a very small team, once a month may work. Try to get to everyone at least once in the first six months. During lunch, let your guest talk about whatever he or she wishes. Whatever you do, don’t make the lunch into a performance review!

5) I will resolve to put up a recognition white board and use it to note accomplishments.

Place a big white board and some dry erase pens in the cafeteria or another area where people congregate. Write notes of praise and appreciation to the team and to individuals. Encourage people to use the board for peer recognition as well. Erase items after about a week so that the notes are fresh and interesting. This will keep people coming back to read what has been written. (Idea courtesy of the BC Lottery, BC Canada).

6) I will resolve to identify a learning opportunity for every employee.

This doesn’t mean you have to send everyone to a costly seminar. Consider cross-training, new responsibilities, or even self-study. One of the top reasons people stay with a manager and stay engaged is because they feel challenged. Opportunities to learn is a prime motivator.

Find a way for each person to learn and grow that will improve their skills and level of engagement.

7) I will resolve to greet every employee I encounter, making eye contact and smiling, no matter how rushed I feel.

Does this sound too simple to be effective? Remember that employees want to be recognized and that at its most basic that means seeing and acknowledging the person. This takes virtually no time, but if you aren’t in the habit of doing it, it can make all the difference in the world.

Fast and Simple

Each of these seven resolutions takes no more than, on average, fifteen minutes per day. I know, I know that’s fifteen minutes that you  don’t have to spare. However, if you find the time, take the time, make the time, employees will make you glad that you did.

Choose one and try it on for six months. I promise you will see changes that result in improved attitudes and productivity.

Need reminders to make the habit stick? Sign up for free weekly recognition tips!

Copyright Cindy Ventrice 2007


Is Santa Engaged?

Watch this video of a department store Santa. Earlier this year, David Gray held this video up as proof that you can be productive without being engaged.

But is the Santa in this video really disengaged?

If you say yes, the mistake you are making is in thinking that engaged employees have to be upbeat cheerleaders. This guy liked his world-weary persona. He might not have considered himself engaged (in 1975 he would have been puzzled that we were even thinking about it).

Listen carefully to what he has to say and you will hear someone who knows exactly what result he needs to achieve, has the talent required to achieve it, and is proud of his result. That is engagement.

Here are a few things to look for in the video:

1) He mentions several times that he has been called the only authentic Santa in Chicago and how he gets to pick his hours.

2) As his costume is completed he says, now you are going to see something beautiful.

3)Then, as you watch him with the kids, his voice over says, “you see so much love…if I make kids happy…”

Yes Virginia, there is an engaged Santa Claus.

Helping Your Organization Through Difficult Times with Employee Recognition

Employee recognition is critical to maintaining morale during difficult economic times. When employees feel valued your organization can not only survive, but often thrive during a downturn.
If you have read Make Their Day! Employee Recognition That Works you might remember the story of Remedy, the company that coped with economic hardship and parent company scandals, and managed to come through it with improved customer service, increased revenue, and steady employee morale.
To make this happen they needed a culture of recognition, and this leads us to some good news and some bad news.

Bad news: You can’t achieve this level of engagement with gift cards or an employee of the month award. Program development must be built on a rock solid foundation and adhere to the principles of meaningful recognition.
Good news: You can achieve an energized work environment without investing a lot of money. The key is getting real buy in for your recognition initiative, building skills, developing a solid plan, and creating a memorable communication campaign.
You can create a positive recognition culture!

Bad news: Private consulting on making effective culture change can be costly. Chances are good that you don’t have the budget right now to have an expert oversee a full-scale culture change. I know for many of my readers working for small businesses and nonprofits, this was never  an option.
Good news (and yes, a rare sales pitch) There is an alternative that your organization can afford. For only $299*, you and your colleagues can attend a weekly webinar series, six sessions in all, where you will learn the basics of designing and implementing a recognition initiative.
Group size is restricted to allow for plenty of interaction during the sessions. You will be able to ask questions of me and I will ask questions of you so that we can address the unique needs of your organization. To be able to offer this level of personal assistance I need to limit participation to 25 organizations (through conference room access you can have as many people within your organization participate in the webinars as you like).
This is a popular program and because I only run it once per year, you will want to register soon.
Tools, guides, and assessments. The webinar series includes lots of materials that will help you with your program.
You will receive:
Cost of Turnover Worksheets
Executive Commitment Checklist
Catalysts for Manager Commitment
Training Needs Assessment
A copy of Recognition Strategies that Work
24 Questions to Ask Before You Design
Implementation Tables
Sample Timeline to Rollout
Private consultation included: In addition to the six-hour course you will receive five assignments that will help you prepare your initiative. When you turn in the assessments and planning documents (one set per organization) I will review them and provide you with my analysis, in essence a private consultation on each of five topics.
When you complete the course your organization will also receive a half-hour private phone consultation that you can use anytime within the following six months.

If you have been considering a recognition program–
If you are concerned about hanging on to your top performers–
If you need maintain morale in spite of layoffs–
this isn’t an opportunity you can afford to pass up!

I hope you can join me.
Designing & Implementing Recognition Programs That Work
January 6-February 10, 2009. $299 *plus long-distance charges. This six-week web series covers everything from buy in to project planning. Part workshop, part private consultation, this is most cost-effective way to initiate a recognition program. Click here for more information

Top Place to Work

Thanks to Mark Harbeke of Winning Workplaces for bringing to my attention a new article in the Boston Globe that highlights what makes Winchester Hospital a top place to work. Some of the key points addressed in the article include:

  • Individualized recognition
  • Pride in quality service
  • Frequent department huddles to communicate important information
  • Quick response to employee concerns

None of what is mentioned is trend-setting, but then there are no exciting secret formulas to what works to engage and retain great workers.

It takes work and commitment and clearly Winchester Hospital has this.

Pride as Employee Recognition

In Make Their Day  I talk about the recognition that is inherent in working for an organization that employees are proud of. It may be that the company produces a great product or performs a valuable service. It may be the organization is making a significant effort to become a “green” enterprise. It may be that the company is heavily involved in the community.

It is valuable recognition when people can say “I work for _____” with pride in their voices. Their affiliation provides recognition.

When the organization is a social service nonprofit, pride comes relatively easy. It is a little more difficult for a for-profit corporation. It requires an internal and external PR effort coupled with real work to create something employees can be proud of.

 Do you say “I work for _______” with pride? I would love to hear your story. Tell me about your organization. What do they do that creates this sense of pride? Lets provide some positive press for some terrific organizations!

Upcoming Webinars

This fall I am presenting four open enrollment webinars. These will include the popular Make Their Day Recognition For Managers, as well as three new offerings:

Generational Preferences in Employee Recognition
This one hour program is based on newly released research. This program is appropriate for all managers, supervisors, team leads, and HR. We will look at how age and years in the workforce affect employee recognition preferences. Click here for more information.

Solving the Millennial Mystery:
How to Attract, Recruit, and Recognize Gen Y on Their Terms
Special Event – Co-presented by Cindy Ventrice and Lisa Orrell
I will join Lisa Orrell, author of Millennials Incorporated, as we explore what Millennials want from the work environment. Click here for more information

Identifying Your Job Satisfaction Priorities
This 1.5 hour program is intended for all employees and supervisors. It uses an online assessment tool to identify and prioritize your work expectations. Click here for more information

Each webinar is designed to help you create a more engaging work environment for yourself and others. I hope you will be able to join me!

All the best,

Cindy Ventrice

Global Collaboration

Every week I send out around 3000 weekly tips on employee recognition and related topics. 

Every week dozens of people respond with their comments and ideas. Often I incorporate these ideas into my programs and articles. Sometimes I add them to the reader’s stories section of the web site. Other times, like this, the ideas seem best suited for this blog.

Before we get to the idea, let me share with you the weekly tip that inspired Dave Densley of Media Perfection:

Weekly Tip – Global Team Building

As many of our organizations go global it gets more difficult to build cohesive, responsive teams. Difficult, but not impossible. Here are a few strategies that others have used:

  • Schedule regular conference calls (audio is fine, video is better) for strategy sessions, best practices, brainstorming and even fun and games. Schedule them at different times of the day to share the inconvenience of disparate time zones.
  • Set up a closed Intranet for your team. Include a place to post kudos, requests, and notes of appreciation. Think of it as a virtual bulletin board. Also include profiles of each member. You can post a brief bio, areas of expertise, hobbies, current projects, etc.
  • Create an Instant Messenger group for your team. This way you will know when your colleagues around the world are online and available for a quick chat.There is no replacement for face time, but virtual time helps break down barriers.

Now onto Dave’s idea! He writes:

Hi Cindy,
My team has been working for several years trying to find the best technologies to help us connect regularly for conferencing.  Here are some of the best tools we’ve found.

Project Management Collaboration Tool.  Simplicity.  It is a clean, simple easy to use product that is useful for all involved.

Mac Video chat. Ease of use.  I’ve been involved in online conferencing over the last 5 years. Most have been a huge pain for both parties trying to use it.  Ichat just works and is not difficult to use or install.

Thanks Dave!

My name is Cindy Ventrice. I am the author of the best-selling book Make Their Day! Employee Recognition That Works and the companion guide Recognition Strategies That Work.

My work has been quoted in The New York Times, Alaska Airlines Magazine, Workforce Magazine, and Tim Sanders' book The Likeability Factor.

Visit my website today!

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