The Employee Engagement Network

Peter Hart

Employee Recognition

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Employee Recognition

This group is for those who want to learn more about best practice employee recognition and to share ideas on this important engagement tool

Members: 74
Latest Activity: Nov 23

Discussion Forum

Roy Saunderson

Employee Recognition & Employee Engagement 14 Replies

Started by Roy Saunderson. Last reply by Roy Saunderson Jul 17.

Anja S

Cultural differences in Recognition 11 Replies

Started by Anja S. Last reply by Deri Latimer May 23.

Derek Irvine

Recession Impact on Recognition Efforts? 2 Replies

Started by Derek Irvine. Last reply by Joshua Gair Apr 4.

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Rita Maehling Comment by Rita Maehling on October 8, 2009 at 5:27pm
It was great to hear the buzz around employee engagement at the Motivation Show in Chicago last week. It's NOT all about the "stuff."
Rick Pulito Comment by Rick Pulito on August 10, 2009 at 4:33pm
There are a number of behavioral economists out there - Dan Ariely, the brothers Brafman, Dan Hill (more of a behavioralist researcher), Ran Kivetz (theoretical academician), Richard Thaler (author of NUDGE), etc....They all have something of value to bring to the conversation. I love your blog, BTW. Very nicely done, and duly bookmarked. Looking forward to future exchanges and sharing! Bravo!! Rick
Paul Hebert Comment by Paul Hebert on August 10, 2009 at 3:55pm
Rick you are right - it is a great book. I talked with Rom Brafman - one of the authors and he shared how to use the concepts within Sway to drive performance in an organization. Links to those posts here:

http://incentive-intelligence.typepad.com/incentive_intelligence/2008/06/sway---more-irr.html

http://www.i2i-align.com/2008/06/more-sway---mor.html
Rick Pulito Comment by Rick Pulito on August 10, 2009 at 2:52pm
Greetings to all. Just a quick recommendation for a terrific book that can make a three hour plane flight a lot more enjoyable. The book is SWAY by Ori Brafman and Rom Brafman. Ori Brafman is a org dev expert, and Rom is a PhD psychologist. Of particular interest to me was the chapter entitled "Compensation and Cocaine" which does a terrific job of explaining the risks associated with attempts to leverage behavior change using money as the inducement.
Hope you find it as fun to read as I did.
Looking forward to many future interactions with this group.
Best,
RIck
Tim Houlihan Comment by Tim Houlihan on August 10, 2009 at 1:25pm
To respond to S. Max Brown's issue about avoiding the proverbial "sold to" feeling that accompanies all too many initiatives: there are many things to consider but you've teed up the most important ("being inspired by great leadership") and that is authenticity. To quote the great Duke Ellington: "It don't mean a thing if it ain't got that swing!" It may take some coaching or training to get the authentic leadership out on the table, but an authentic response is always the best.
Paul Hebert Comment by Paul Hebert on August 5, 2009 at 2:06pm
Note comment from HR VP from Rock Bottom Brewery and the problems she ran into. Need to really think through what your goals are and what the issues are. Good luck - let me know if I can help at all.
Judy Nelson, JD, MSW, CPC Comment by Judy Nelson, JD, MSW, CPC on August 5, 2009 at 2:03pm
Excellent post, Paul--Thanks!
Paul Hebert Comment by Paul Hebert on August 5, 2009 at 1:43pm
Before falling into a black hole of ongoing monthly recognition take a look at my post yesterday - monthly may not be the appropriate time frame or the appropriate way to provide feedback.

http://preview.tinyurl.com/l87vqg
Judy Nelson, JD, MSW, CPC Comment by Judy Nelson, JD, MSW, CPC on August 5, 2009 at 1:38pm
Thanks, Rudra. Will get back to you for more info.
Rudra Comment by Rudra on August 5, 2009 at 1:17pm
It does work. we have started the EOM in our company after the Gallup survey gave us very low figures in recognition. Its how we frame the policies to not to make it look as a forceful thing being done by the team leaders for their members.
We planned for 2 phases - Began with the initiative within the Head office and later percolating it down to the others. Secondly, we encouraged the team leaders to recognise their team members first then moving on to recognising members of other functions. Will be able to share more if required.
 

Members (74)

Roy Saunderson Anja S Derek Irvine Rita Maehling maggie chicoine Joshua Gair Diane Desjardins Roger Hurd Mark Tisdale Deri Latimer Terrence Seamon Rob Fox Ben Simonton Stephen J. Gill Skip Weisman Tudor Williams Doug Shaw Peter Hart Lonn Shulkin Stephen Hart John Mills Tommy Lee Hayes-Brown Jennifer Lumba Zane Safrit Jordan Hart Kevin Cronin Delphine Bondran Greg Sheldon Christi Gibson Christophe Laval
 
 

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David Zinger David Zinger created this Ning Network.

Latest Activity

The presentation went off really well. The demonstration of the network went really well too. So far 25% of the staff have signed up. Regrettably, there is virtually no activity on the network yet. I feel that there is a lot of hesitation in start...
5 minutes ago
Ann Andrews CSP, David Wheeler, Leahna Tatasciore and 2 more joined The Employee Engagement Network
1 hour ago
Understand every member of your teams motivation, align their aspirations to a clearly communicated business direction, give them all the tools to do the job and then empower them to deliver.
4 hours ago
Care for people around you and get to know who they are, what strengths they bring and what's important to them.
7 hours ago
Every day do a quick maintenance check. Do people know Why?, How?, When? and What? they are doing and are they free to ask these questions of you?.
7 hours ago
Check your own engagement regularly. You need support, recognition and inspiration as much as your employees, in order provide an environment that will engage your people fully.
7 hours ago
Engagement is a relationship that requires regular maintenance.
7 hours ago
Start from where they are at.
7 hours ago
Reach out to their hearts and values. Look beyond the Employee ID number and make a genuine effort to see and hear the person.
7 hours ago
Open yourself to influence by others and they will open themselves to your influence.
8 hours ago
Don't just listen to your people but also act on what they're telling you.
8 hours ago
Only hire people with passion for what they do; create a work environment that fosters and facilitates the expression of that passion and use a communication style that makes it safe to stretch, fail and grow.
8 hours ago
Andriana Rapti updated their profile
8 hours ago
David Zinger Happy Thanksgiving to all our American members from your Canadian host.
8 hours ago
Terrence Seamon On this day of Thanks and Giving, I give thanks for so many blessings in my life.
9 hours ago
Assist each employee to understand the deeper purpose of his or her work - who or what cause is it helping - and why.
9 hours ago
Be congruent and transparent, say what you mean and do what you say.
9 hours ago
Managers or Supervisors can engage employees by demonstrating little acts of kindness for absolutely no reason at all. eg. Can I help you carry that? Is there anything I can get for you? etc. etc.
11 hours ago
Engagement should be treated as newborns! Everyone takes place in the growing process and they should never be left unattended.
12 hours ago
For great managers, the path toward engaging employees and keeping them engaged begins with asking them what they want and what is important in order to be effective in their roles.
12 hours ago

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