Posts tagged: Schaefer Recognition Group

Five Steps to an Effective People Strategy

By John Schaefer, June 7, 2016 12:50 pm

In today’s economy there are few things a company can do that will have greater financial benefits over time than developing an well thought-out, comprehensive and compelling People Strategy. Here’s a five step plan that may help you get a sense of how easy this can be to implement at your organization:

Step1 – Know Who You Are
The trick to it is in first making sure that your strategy is in line with the company’s overriding Purpose, as well as your Mission, Values, Goals and Growth Plans. This is easier said than done, because many organizations find at this stage that they don’t yet have a good feel for why they exist and the best types of people to attract that will help them achieve their goals. I suggest going through this exercise before attempting a formal People Strategy.

Step 2 – Recruiting
Once you know why you exist and what you’re really about as an organization, it’s helpful to create a recruiting methodology that coincides with your Purpose, Culture and Style, so you attract people with a share vision and views. This will insure greater retention and reduce costly turnover of employees who don’t fit comfortably within the company. While we work with clients on a wide range of award and reward programs to improve employee engagement, performance and value, we can show that a small reduction in turnover alone will pay for the bulk of your investment in recognition; so this is a big deal!

Step 3 – Awards/Rewards and Incentives
A good strategy should combine all of the ways you touch employees. This includes everything from simple, no-cost day-to-day appreciation to periodic recognition that thanks people for their efforts, and then a series of well formulated performance management incentives. While this may take time to develop, as you don’t want to overwhelm people with too much too soon, we suggest picking the “low-hanging fruit”; the hand full of behavioral initiatives that when improved, will have the greatest impact on savings or profit. This will get things rolling in the right direction, so leadership will be open to adding more measurables to the platform and yield even more returns over time.

Step 4 – Training
Finally, it’s important to properly train your managers to understand both How and Why to use recognition effectively. If you launch your program with well-informed leadership, excited about the program and ready to use it, you have the best chance of coming across as believable, winning employee trust and launching a long term People Strategy that has high levels of participation, as well as provable ROI. You’d be surprised how many companies spend a ton of time creating the perfect program with a balance of all the right messaging and measurables, and then miss the mark by launching it with minimal gusto and low enthusiasm.

Step 5 – Rinse and Repeat
The most overlooked part of most programs we review is the Measurement & Analysis. If you don’t actively track, measure, tweak and work to optimize your program content and communications on a regular basis, it will likely to lose momentum and the results will slow. We see a lot of situations where elements of an initially vibrant recognition program have decended to nothing more than entitlements, being dangled to entice activity, not properly rewarding positive growth. A support team that monitors and manages your program to keep it fresh, relevant and engaging is key to getting the most out of your People Strategy.

We call this entire process an Umbrella Recognition Solution. When you’re ready to embark on this project for your company, we would be happy to offer some thoughts and ideas that may help you make it the best it can be.

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.

Why Millennials Don’t Want to Work for You

By John Schaefer, December 14, 2015 10:34 am

I’m always impressed by how well my friend Louis Efron captures the reality of our current generational employee challenges. Leading with a focus on Corporate Purpose, Louis consistently captures the keys to business success and growth defining simple, logical and practical ways of engaging today’s diverse workforce for maximum job satisfaction, value and profit.

His latest Forbes article talks about the best ways to capture the interest and harness the value of today’s Gen Y and the upcoming Gen Z employees. This group is estimated to make up 40% of your workforce by 2020, so this is not an insignificant issue. Check out the article and let me know if you have any questions or would like to discuss ways to integrate your recognition, employee engagement and performance management strategies around a goal of better engaging your growing team of Millennials.

Louis Efron Forbes Article

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.

Cash Just Isn’t Enough When it Comes to Recognition and Engagement!

By John Schaefer, October 5, 2015 12:27 pm

Ask your employees what they want for recognition and you’ll tend to hear some from of these answers:

1. Cash
2. Time off
3. Something I can use

Interestingly, these answers are all a form of cash; none of them hitting on what research shows employees actually need to become more engaged, productive and fulfilled – to be Loved and Respected.

Why? I think it has to do with the question. Nothing against surveys, but most employees, when asked how they prefer to be recognized, don’t fully trust the question, tend to offer the answer they think you want to hear and won’t ever admit they earn enough money. In a way, this is a set up question and not likely to ever get answered honestly with the secret to what employees want from their leaders.

This article may help better explain the place for cash in recognition and offer you some things to consider as you strive to optimize your most important resource – people! http://www.schaeferrecognitiongroup.com/vocationalblog/?p=61

If you have any questions about recognition, employee engagement and performance management, feel free to email or call and I’ll share what I’ve learned over the past 27 years as a passionate student of what makes your employees want to become all they can be.

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.

Why is Employee Engagement Such a Hot Topic with HR Leaders?

By John Schaefer, June 12, 2015 6:30 pm

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.

How To Thrive Now That Work-Life Balance Is Dead

By John Schaefer, January 20, 2015 10:00 am

I just read this new article by Louis Efron (www.LouisEfron.com) in Forbes and wanted to share it with you all. It really hits right to the core of what our lives are all about and whether we think about it or not, it is a big part of how happy and fulfilled we will be.

The constant corporate buzz and push for work-life balance is well intentioned, but the concept no longer exists. In the olden days – before smart phones, email, text and voicemail – it was possible to draw a line between work and personal time. You could leave an office at 5PM on Friday and not physically or mentally return to work until Monday at 8AM.
I work a lot because I love what I do. But because I love what I do, I don’t consider it work. This is both good and bad. It is good because I am living my purpose in life. It is bad because I sometimes don’t know when to shift focus elsewhere.
In today’s world, your conversation needs to focus simply on life balance. That is, how you balance and integrate everything you need and want to do each day, week, month and year. This includes making a living, time with your family, friends plus time for you and time for anything else you want to accomplish. Even the traditional concept of retirement is different. There is no escaping our connected world.
The whole idea of balance in life can appear elusive or even unimportant. When it comes to equilibrium, a number of studies discovered poor physical balance is significantly linked to an increased risk of sports injuries. Not surprisingly, the same applies to your personal life balance and health risk. Study after study confirms poor life balance is directly related to both physical and mental sickness and unhappiness.

Reminders To Recalibrate Life Balance
A recent New York Daily News interview with seventy-two-year-old X-Men actor Patrick Stewart drove the importance of life balance home for me yet again. Like so many people in today’s busy world, Stewart, revealed during his third marriage that he regretted focusing on his career at the expense of his family. This is not uncommon. Many people feel the same way late in life. I have worked with countless executives who lament on similar regrets approaching retirement.
Of course there are days when I let my career pursuit steal more focus than it should from my family and other important and enjoyable activities in my life. Stories like Stewart’s remind me what I need to do next. You won’t have to look hard to find other examples which will relate to your situation in life.
Signs Your Life Balance Is Off
When your life lacks balance, it is painfully obvious from the outside looking in. Sometimes you can’t see the forest for the trees when in a rut.
Luckily, self-diagnosing your life balance is easy. Just pause to take inventory of what is going right and wrong in your life.
In this short pause, identify if you are experiencing any of the following challenges:
• Frequently tired or sick
• Difficulty sleeping or waking
• Hearing frequent complaints or jokes about the attention family and friends receive from you
• Feeling guilty about time allocation
• Regularly distracted from your current task
• Making simple mistakes
• Generally unhappy with your life
Many of the circumstances on this list can also result from depression. However, the question still remains as to the root of the problem. Depression can be and frequently is brought on by poor life balance.
Six Questions About Life Balance
Access to effective tools is helpful in all human endeavors, including achieving life balance. When my life is out-of-sync with the balance, success and happiness I desire I ask myself the below six questions to recalibrate. If I can’t answer, “yes” to all six, I investigate why. Then I work towards a solution to solve that issue.
1. Does my life balance contribute to the career and personal success I desire?
2. Does my life balance give me more energy in my day?
3. Do I sleep well and wake up refreshed?
4. Do important people in my life feel they get the attention they deserve from me?
5. Am I able to fully focus on a task at hand?
6. Does my life balance make me happy?
How many of the six questions did you answer yes to?
At the end of the day, life balance is about a commitment to more success and happiness. As the self-help guru Tony Robbins says, “Where focus goes, energy flows.” Commit to your six yeses now. Start realizing your true potential in life. You will be amazed at the positive life transformation which will follow.
For more information on Life Balance and how it impacts Recognition, Employee Engagement and Performance Management visit http://www.SchaeferRecognitionGroup.com

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