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: 71
Latest Activity: 6 hours ago

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.

Comment Wall (29 comments)

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29 Comments

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 (71)

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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Mohan Vamshi, John-William, Alex Hentschel and 2 more joined The Employee Engagement Network
8 minutes ago
Having turned around four separate management disasters, I am quite familiar with what you are facing. The only way that employees become cynical and obstreperous is for management to mistreat them and disrespect them. The only way to correct this...
49 minutes ago
I doubt that anyone is apathetic to the cause of fixing what is wrong about our health care system. But there is no attempt in the present legislation to address those ills, only to effect a federal takeover of what it does not already control abo...
56 minutes ago
Trevor Usken added a discussion
CNN gave the passage of the bill one-third the space on its home page that it gave “New mom inspired to lose 71 pounds.” Is the United States apathetic to the cause? Are we doubting its reality? What do you think? We have a Focus Community member...
2 hours ago
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David Zinger added a video
Jon Kabat-Zinn once wrote: You can't stop the waves but you can learn to surf. I saw the video on Patti Digh's 37 days site and thought it would make a nice video for a 5 minute period of disengagement before engaging in new work.
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Hi, I would like to know what are some of the advices & issues adressed during this conference about the survey design as well as making employees the owners of the process ?
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Chacha Camelia Benjelloun Touimy "Imagination is more important than Knowledge" Albert Einstein
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This group is for those who want to learn more about best practice employee recognition and to share ideas on this important engagement tool
6 hours ago

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