Recognize Employees to Motivate and Boost Productivity

TNS TIP of the Week:  Recognize Employees

CertificateRecognition is a very important motivator for employees because it encourages productivity and helps to drive top performance among employees. TNS research has consistently shown that organizations that provide their employees with recognition on a regular basis outperform organizations that do not engage in a regular recognition program.

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Let Management Have Its Say

The point of an employee engagement survey is to inform executives of where the problems lie within their organization. So how can a survey truly be effective if it is only the executives that weigh in on the survey design process? Sure, we have our own sets of proven survey items for different industries, but every organization is different and it’s important to gauge engagement based on the different cultures and specific processes within each organization.  In most cases, employees point out how executives have no idea what’s going on in the lower levels of their organization. This presents a problem when it comes to survey design because there are variables executives may not take into consideration due to their lack of knowledge of what their workforce deals with on a daily basis.

This is why it is important to include line managers in the survey design process as they have valuable insight into what may contribute to disengagement of the workforce. Get them involved in the process and customize your survey to fit the needs of your employees. This will produce valuable results and will help foster significant change in your organization, as well as directly increase the engagement of your managers as they will feel their input is valued.

Leadership Starts with You!

6-6-2013Are you a leader who’s willing to roll up your sleeves, get your hands dirty and dive into any challenge?

If you really want to lead successfully, you must demonstrate that you are committed to being part of the team.  Be willing to dive in and do whatever you would ask others to do, regardless of the task.  A key driver of employee engagement revolves around the front-line supervisor or leader.  It lies in their ability to handle the basics well. It’s the simple things that make a difference – showing up to meetings on time, treating others with respect, valuing their opinions, etc.  In high performing organizations, leaders treat their employees with respect and dignity almost 90% of the time. (Source:  TNS 2013 High Performing Company Benchmark)

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It’s Your Time to Shine!

timetoshineAs the New Year begins, it’s time to establish some professional and personal goals.  Here are a few simple tips to get you thinking…

  1. Remove clutter from your space both at work and home.  Create an environment that allows you to shine.  Surround yourself with positive, uplifting people.
  2. Be confident in yourself and the abilities you have to reach any goals set for yourself.  Believe in yourself and recognize that confidence shines through in everything you do.
  3. Shine in all your day to day activities.  Feed your body with foods that nourish and fuel you for success.  Feed your mind with stimulating reading and conversations with others that promote continuous learning throughout the year.
  4. Spread your shine to others.  Find someone else who needs help reaching their goals and commit to help them succeed.

 

timetoshine_male“There are no right and wrong ways to work in this business, but there are some basic common-sense practices. Work very, very hard and always be prepared; never give up; and once you get the job, give them more than they ever expected: – Shine!” Jimmy Smits

Rate Your Manager – Ho, Ho, Ho or Bah Hum Bug!

WorldsBestBoss_HollySo, how flexible are managers when it comes to allowing their employees time off around the holidays?  Are employees given flexibility to balance their work and personal obligations?

According to TNS 2013 global normative benchmark data, there’s a bit of difference between high performing organizations and those that don’t measure up to these ideal standards…

77% of employees in high performing organizations say that their managers support them in balancing their work and personal lives as compared to 69% in a typical organization.

As a manager, isn’t it time you celebrate your employees and their commitment to both you and their families – I vote, “Ho, Ho, Ho”!

Becoming a High Performance Leader

6-6-2013For many organizations, simply engaging their workforce is not enough.  These organizations are striving toward becoming a high performance organization.  They want to be among the best in their industry sector and ensure their talent is highly engaged.  These highly engaged team members often are led by high performing or inspirational leaders.  These types of leaders encourage employees to go beyond expectations, recommend improvements and seek out ways to expand their roles.  Feedback is an integral part of leadership development at high performing companies. Continue Reading →

Modeling Engagement

http://www.sxc.hu/browse.phtml?f=download&id=1016872For anyone who works in a position of authority, employee enagement is a difficult concept to tackle and develop in one’s staff. To even begin thinking about creating an environemnt for employees that is more engaging, one must take much time to plan and assess the needs of the department or organization. So how does a manager or supervisor even begin to engage his or her employees when there’s barely enough time to get the essential day-to-day tasks done? Model engagement. Continue Reading →

Millenials Managing Baby Boomers: Can It Work?

I am in a somewhat unique situation at work in which I sometimes supervise and direct the work of employees who are much older and more tenured than I am. However, it should be noted that this is becoming increasingly common as Millenials are finishing their education and advancing through their organizations at a fairly quick pace. While I am confident in my knowledge and ability to do my job well, I do still stumble when I find myself having to explain to a more tenured employee. That is, some individuals I interact with have been working in the organization for longer than I have been alive! Clearly, this makes for a somewhat strange dynamic. Continue Reading →

The Affordable Care Act’s Impact on Engagement

The impact of the Affordable Care Act (ACA) is without a doubt at the forefront of many employers’ minds with an impending implementation date of January 1st, 2014. Whether or not you believe the ACA is a good thing (as I personally feel that there are definitely pros and cons!), healthcare reform is well underway and HR professionals are scrambling to find guidance on what to do to remain compliant. While many employers have the best of intentions when it comes to providing health benefits to employees, there are many unfortunate consequences of insufficient funding to support the increased benefits. Combined with the uncertainty and unease of what healthcare reform really means, employees are left feeling frustrated and disengaged from work. Continue Reading →

The Truth about Women in Power

564883_98126365Women in positions of power tend to have different expectations placed upon them than do men in similar positions. Even in modern times when equal rights and treatment is a hot topic in the media and politics, it is still evident that, especially in the workplace, women experience gender inequality that contributes to disadvantages such as less pay or fewer opportunities for advancement (Babcock & Laschever, 2003). Many of these inequalities at work can be attributed to the difference in expectations for how women should behave. That is, when women do not adhere to our stereotypes (that both men and women hold!), they are viewed very unfavorably and find difficulty achieving their career goals. Continue Reading →