Employee Engagement seems to be front of mind with most HR Executives I meet lately. Not surprising, as dealing with an increasingly diverse workforce, challenging economy and more aggressive competitive business environment appears to be the new normal. In my 27 years helping clients improve their recognition, employee engagement and performance management programs, I continue to find that getting high engagement trickles down to a couple of key issues:
1. It’s all about perception. The effectiveness of any awards or rewards program will be directly related to how much your employees believe in your motives. In other words, the level of employee trust and belief they have in management’s genuine concern for them as human beings will grease the skids to higher levels of program acceptance, participation, results and ultimately ROI.
2. Every annual report features a letter from the CEO raving about how much he or she values their employees; “… couldn’t have done it with you you! ” language is the norm in every one of these enthusiastic messages. Unfortunately, in the hectic day to day process of running the company, this message rarely trickles down to mid and front line management, where every employee’s view of the company and their culture is formed. A short, honest and concise explanation to managers about both How and Why to use recognition is helpful in launching a program that will successfully engage the majority of your people. Email me for a copy of my Supervisor Training Program – Why Should Supervisors Care? Getting to the bottom of what they’re really thinking … What’s in it for me? We call this Making it Real!
3. Most companies use a variety of disjointed programs to recognize and reward employees. While these initiatives may be working, it’s difficult to measure costs, participation and results. A more integrated, simplified and relevant strategy will make sense to your people and be easier to manage, track and measure. This KISS method of getting the most out of your employee recognition investments will pay immediate and lasting dividends.
The attached article Rethinking Employee Engagement, prepared by Incentive Services University, will give you some things to think about regarding Employee Engagement within your organization and how an enhanced Recognition and Rewards strategy may be helpful in meeting your financial goals. Our Umbrella approach can give you some ways to better utilize your current award and reward budgets and turn what are now seen as expenses into profits.
If you have any comments, thoughts or questions, don’t hesitate to ask. Thanks for your continued interest in learning how to optimize your most important resource – people!
To learn more about Awards, Rewards and the best ways to use them to optimize our investments in your people visit http://www.SchaeferRecogntionGroup.com or email me personally at john@SchaeferRecognitionGroup.com.