Employee Recognition

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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."

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

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

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

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.

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.

Comment by Judy Nelson, JD, MSW, CPC on August 5, 2009 at 2:03pm

Excellent post, Paul--Thanks!

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

Comment by Judy Nelson, JD, MSW, CPC on August 5, 2009 at 1:38pm

Thanks, Rudra. Will get back to you for more info.

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.

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