Employee Engagement 2010: Part 6

TAKING THE PULSE


Our organization recently enhanced a client relationship by using an Employee Engagement Survey to understand a new generation of worker's program preferences.


The Results: We found out that 91% of the employee population did not want lapel pins in their service anniversary program.

The Lesson: Senior Management's best intention's can be out of touch with that which motivates Workforce Engagement.

Action Items: We need More Data from Varying Teams to formulate a more well rounded Company Culture.

In this blog series we have learned the following:
* Personal Branding is more important to today's talent than Company Loyalty
* Corporate Vision, Values and Mission have replaced Logos
* Innovation has trumped Tradition


The results of our ability to assess what matters to tomorrow's talent have all come at the expense of Senior Leaders swallowing a jagged pill:
* What got us here will not keep us here
* The times they are a-changin'


If you are asking the torch to be passed and for new ideas to be accepted there is one sharp edged tool you better have:

* ACTIONABLE DATA


There are three prevalent ways to gather actionable data:
* Employee Engagement Surveys
* Trial by Committee
* Testimonials through personal case studies

Surveys are traditionally not answered with the slightest of confidence for two reasons:
* Fear of confidentiality
* Unengagining questions


Your Challenge:
1. Present an Employee Engagement survey that is assured anonymous (should come from HR or a confidential source - not direct managers)
2. Customize a Survey that speaks directly to the Business Critical Behaviors you wish to influence.


When you have the critical data it is time to turn this information into an Actionable Strategy:
* Drive an Employee Engagement Strategy
* Understand Trends and Take Action accordingly
* Present results in Business Critical fashion to your CEO
* Allow the organization to be VULNERABLE - it is OK to admit the past is behind us

In formulating an action committee it is vitally important to invite a diverse group:
* Multiple levels of authority (no senior managers to limit intimidation)
* Multiple departments
* Employees who are succeeding
* Employees who are struggling (YES!)


It is also vitally important to check your stripes at the door and encourage open debate....solutions will not come to those who hold back actionable strategy for the sake of being cordial.


If you are a Trusted Business Partner to Senior Management then your job may be less formal. Take to the break rooms, yoga classes, bars and back alleys. Dig in with unexpecting employees to get their opinions on organizational efficiency and the future of the company. You may be surprised what you hear.


In his book "Perspectives on Managing Employees", Mike Fina gives a Senior Management
Perspective on a variety of topics. This book is also courageous enough to invite the Employee Perspective on said topics. Again, the results are often varied and the lesson validated: To know the future of your organization you have to ask the people who will be running it when you are on the beach.


Don't Forget to Remember!
- Dave



References:

http://www.hrsolutionsinc.com/

http://www.amazon.com/Perspectives-Managing-Employees-Michael-Fina/dp/1598638734

Questions: dkovacovich@mcfina.com

Employee Engagement 2010: Part 5

Let the Battle for Talent Begin.....
Financial experts predict October 2009 to be the bottom point of this recession. Many companies have taken this in confidence and have lifted their hiring freeze. This means you will have an opportunity to interview a plethora of top talent and said talent will have several options for employment. Your companies Outstanding Leadership, Product Innovation and Commitment to Employee Appreciation will win the hiring battle....then what?

Many companies focus on training to ramp up new hire expertise. Training is usually accompanied by some sort of On-Boarding: fruit basket, 30 day reviews....The issue with most on-boarding programs:
* One Touch - Thanks for joining us....you're on your own now.
* Employee Performance Analysis without focus on how the Company Can Improve.
* Programs that silo Line Managers from Corporate Vision.
* Welcome gifts that have no Long Term Value.

Studies show that Generation Y will have 13 different jobs by the age of 40. They have been held down for a while and are ready to start hopping again.

You need an On-Boarding program that will:
* Engage the new employee as a Valued and Critical Asset from Day One.
* Extend 'welcome basket appreciation' for their entire first year of employment.
* Reward Employee Feedback as opposed to continually analyzing their progress against your training plan.
* Provide a Source of Interaction above and beyond an employee handbook.
* Hold Middle Managers Accountable for keeping employees on track. Leadership is the primary influencer of Early Performance.

A few suggestions:
* Give new employees a gift every 90 days
* Ask for Employee Feedback every 90 days (corporate to employee)
* Manage Performance Expectations through Line Managers (not the new employee)
* Reward a gift at their First Year Anniversary

The great news: it's time to expand our workforce again!

The challenge: to be better by being different!

This recession has taught employees to be savvy...to do more with less. Employees have done self reflection and returned to the simple things. The need for monumental salaries has been replaced by an enhanced work/life balance. Tomorrow's talent is focused on Giving Back to the Community, Persevering Mother Earth & Working Together (not in internal competition). They are looking for an Organized Professional Community not a Corporation. It is time to live your core values and bring them into the trenches. We are all in this together and the power is soon to be dispersed.

The best way to avoid obscurity is to utilize downtime by planning for the future.

Don't Forget to Remember!

- Dave

References:
http://www.earlyengagement.com/

Questions:
dkovacovich@mcfina.com

Employee Engagement 2010: Part 4

Points for Participation

The recent economic recession and the rise of Generation Y in the work place have produced a glaring truth:

Micro-Management to produce a results driven corporate structure is no longer an option!



As the economy improves the 'lucky to have a job' excuse to abuse employees will be a contributing factor in losing the 'battle for talent'. A Gen Y-er recently told me, "The word Accountability intimidates people and people do not want to be motivated by intimidation".



It is time to re-tool our business culture to address a few note worthy practices:

* Reward the process do not micro-manage the results
* Collaboration not Competition
* Reward and Encourage Social Change and Responsibility as part of your Corporate Philosophy
* Make extra curricular activities voluntary
* Present Equal Opportunities for advancement
* Tenure alone no longer comes with extra privileges



Yes, today's evolving workforce wants to work at their own pace with equal recognition. They want CEO's to be green friendly and community service savvy. They want to be part of something bigger: a company vision that means more that punching a clock and improving stock value. They want to join the team today and have the same opportunities as 20 year veterans. The Baby Boomers who are running organization's often see this empowerment without a proven track record as immature and unrealistic. Be stubborn to corporate adaptation and you will find the talent of tomorrow will find greener pastures. The natives are soon to take over the village.



There is a simple, yet structured, way to to fulfill the worker of tomorrow's need for pro-active recognition of 'above and beyond' effort:

Develop a Points Program that banks points for participation and rewards accordingly!

* Employees attend a walk to benefit breast cancer research - they get points
* Employees submit a qualified nomination to reward a peer's effort - they get points
* Employees get points each year on their service anniversary
* Employees get points on their birthday
* Employees have a qualified 'big idea' - they get points
* Employees hit their quota for the month - they get points



A couple of things to consider to ensure the programs success:


Everybody Wins
* Make sure entry level prizes are attainable

* Do not make it a competition
- The majority of employees do not respond well to the race for the carrot
- Your core group of influence will choose not to participate
- The same person will win every time
- The others will give up
- Your 'cool new program' will be perceived as 'lip service'



Ease of Administration
* Develop an easy to use, effectively branded, points portal
* Make it voluntary
* Give Senior Management exposure to program results



The Pot of Gold at the end of the Rainbow
* The goal of this program is to increase collaboration:
- They will come for the gifts but stay for the community
* Develop a points scale that rewards high end gifts for high point totals
- Fulfills the competitive drive in those who 'have to win'
* Fun gifts at entry levels
- Create a deal or no deal 'cash out' scenario



When we were kids afternoon activities were voluntary. When the teacher pulled out the colorful parachute to bounce a ball on - everyone joined in the fun.



If you are too mature to participate in fun time activities- you are actually immature! Vulnerability is a trait of courage not weakness. If you mask your weaknesses and constantly pretend to be a consummate professional - you are masking your ability to continuously improve. It's true.



You do not have to be a jerk to produce results, you can be a friend and a leader to your employees, when people start realizing that the competition is with other companies in your industry and not within your own - results improve! That is a fact!



If you develop a company culture where 'everyone wins' the top performers will still fulfill their need to be 'the best'. You will be surprised to see those who usually shy away from the race join in because they understand that individual accolades are trumped by a common vision for success.



I have always been a competitor: I have little league trophies and corporate certificates to prove it. However, when I learned to eliminate the unnecessary internal need to prove my worth (sometimes called sucking up), I began to concentrate on what is important: Customers who cherish something they simply can not get anywhere else, innovative products driven by a mutual respect for EVERYONE'S contributions and irreplaceable friendships that are fostered through winning together!



Anyone can put a carrot on a stick and ask a group to run to it. Competition does not create real confidence...it creates short term validation not long term skills. Teach them the skills and let them win together!



Don't Forget to Remember!



- Dave

References:

www.mcfrecognition.com
http://twitter.com/davidkovacovich

Questions:

dkovacovich@mcfina.com

Employee Engagement; Part 3

Nominate, Collaborate and Enhance your Corporate Culture

I was a top performer in a Fortune 500 company. Always hit my numbers, was a leader to my team, won every contest that was initiated and was well respected throughout the organization. There was one problem: The company's track record for promoting from within was abysmal.


To be frank, I had hit the wall...or so I thought.


A special meeting was called at the end of the year. My entire team showed up at Headquarters and our VP walked in, "We have a special recognition today...an award like this comes just once in a lifetime". She proceeded to give me a award that only 20 of 20,000 employees would receive. This award named me an Iconoclast of Innovation in the organization. We all enjoy recognition for our efforts, but I was immediately humbled by this paramount act of appreciation.

When our VP was done speaking the 10 people on my team each gave me a piece of paper displaying their justification for my nomination to Senior Management. It was a true 'Rudy' moment. I will never forget the men and women that validated my contributions to the organizations on that day!

Today, nomination programs are more easily accessible, allow a more structured appreciation on a more consistent basis and are usually driven through an online portal that is highly visible to Senior Management.

Mutual appreciation is the key to teamwork and teamwork drives results!

Every organization has diverse departments with diverse job functions and diverse styles of business productivity. This can create turmoil in the heat of battle:
* A Sales Rep that needs an order placed by Customer Service (right away).
* IT Director that pulls her team in @ 3am to complete a project by deadline.
* Union Professionals that battle safety standards to go 'above and beyond' to assist their company.


Some times we yell at one another in the heat of battle, occasionally a 'thank you' or 'sorry' is not enough, and often the extra effort goes completely unnoticed.


Consider this: The task is completed, customers are overjoyed by the extra effort and the business doors are locked for the day. As the under appreciated Customer Service Representative sits back at his cubicle an email pops up: "you have been nominated for a special achievement award"...this person follows a link to find a note from the Sales Rep who often makes his life hell: "Bill is a consummate professional, he takes on every task with pride and never fails to keep our customers elated. In Sales the pressure is great as we are the face to the customer, if Bill fails to deliver, I am in the customer's board room explaining.....Bill never fails...we always win....and our customers know they cannot get this type of attention anywhere else. Thank You Bill! Your efforts mean more than I could ever explain to you!"

Bill's manager sees the nomination and approves it (as does the Sales Reps).

In Human Resources we are required to remain level headed and unemotional. It is my contention, however, that human compassion is not only relevant in today's workplace; it is essential.

PEOPLE are what make our organizations great, and while they are always forthright in their determination to succeed, they all enjoy a pat on the back.


Through implementing a well manged nomination program your organization will:
* Enhance Collaboration
* Provide Validation for seemingly Unrecognized Effort
* Create a Drive to Succeed through the need for Continual Recognition
* Brand a Culture of Appreciation
* Bridge interdepartmental gaps
* Reduce Turnover (see above)
* Improve Revenue efficiency by encouraging extra effort!


Want to know how to synchronize nominations with service awards and corporate responsibility...visit this blog next week.


Don't Forget to Remember!


- Dave



References:
http://www.mcfrecognition.com/
http://twitter.com/davidkovacovich


Questions:
dkovacovich@mcfina.com

LinkedIn | My Profile: Promote

LinkedIn My Profile: Promote: "

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Employee Engagement 2010: Part 2

Why Not Gift Cards?

Low denomination gift cards work well for 'on the spot' recognition of above and beyond organizational contributions.

However, It is important to consider the following issues with gift cards for employee rewards:
* Upfront process costs
* Taxation
* Breakage

As a manager at a former company I bought 25 gift cards for my team. These $20 gift cards came with a $2 processing fee each. Employee were taxed back through payroll processing compliance, they paid tax every time they used the card and they ALL left the cards on their desks because the remaining .78 did not buy anything at Starbucks.


You do the math:
* Card cost - $22
* Tax charged to employee pay check - 10%
* Tax charged to every transaction (average 4 per card) - additional 10%
* Breakage (money left on card) - average $1
* Paying $2 in advance, $2 pay check charge back, and $2 at the counter tax while leaving $1 on the card for 4 cups of coffee - PRICEY!

I once got a Walmart gift card for winning a company contest. I bought diapers with the card. Unfortunately, I was not able to hang the dirty diapers on my desk to celebrate my achievement.

Employees need a memento of achievement!
It's always nice have a few extra dollars in your pocket, a week's worth of free coffee or complimentary diapers for a week...but supplemental cost control does not enhance Employee Engagement!

A simple gift transcends it's dollar value. Think about your most cherished possessions...chances are they are not of high retail value but hold sentimental significance. It is not the MP3 player that matters but the blood, sweat and tears it took to achieve it.

My proudest memento of professional achievement is a crappy watch that I was afforded through my team's gratitude for my efforts. I was not promoted, given extra compensation or honored by our CEO that year. But, the extension of my teammates genuine appreciation for my effort (not formally recognized) kept me at that company for an additional 2 years.

How to make Gift Cards Work....
You need to maximize the value of gift cards. If you buy a $25 gift card, you should pay $25 for it and there should be a memento of achievement rewarded in connection. These cards need to be:
* Redeemable online
* Tax/Shipping Inclusive (avoids charge backs to employees)
* Accessible to a wide variety of gifts
* Supported by a meaningful recognition process

Want to know why Peer recognition can mean more than a note from the CEO? Visit this blog next week for a overview of Meaningful Nomination Programs.

Don't Forget to Remember!

- Dave

References:
www.sparkreward.com

Questions:
dkovacovich@mcfina.com

Employee Engagement 2010: Part 1

Rewards for Quality Service
...every organization has a service awards program. These programs have historically used a tiered lapel pin club to reflect years of service: silver pin at 10 years, gold pin at 20 years and a platinum pin at 25 years.

There are a few professional developments that need to be considered in revamping the way we reward quality service (presented as 'quality service' it becomes evident that this IS a performance based reward):
* Roughly 80% of tenure awards are given at the 5 and 10 year milestones.
* Internally grown employees approaching their 10 year milestone were born in 1975.
* One third of the workforce plans to change jobs when the recession ends. (referenced below)
* By 2014 there will be 63 million Millennials in the workforce. (referenced below)
* The aforementioned Millennials will change jobs 10 times by the age of 40. (referenced below)

Here are a few extended realities:
* Waiting 10 years to recognize an employee is now obsolete.
* With Generation X and Generation Y (Millennials) now the dominating professional population lapel pins and logo-ed gifts will not be received favorably.


Recognize Early: If you plan to spend $50 per year of service on an employee; use it every year. Don't wait 5 years. When people make a choice to join an organization the best way you can validate their choice is with a welcome gift and reception. Annual reviews are not the way to congratulate employee loyalty; couple your performance review with a token of your appreciation.


Mementos of Achievement without Emblems: My dad has a guest room full of logo-ed clocks, picture frames, certificates of achievement and globes to commemorate his 30+ years with his organization. This an expression of his brand loyalty to his company. In the advent of professional networking tools, personal branding is now more relevant to today's workforce than loyalty to their company. Sad but true!

You may want to reward your employee with access to an online catalogue of diverse gifts that is relevant to his or her lifestyle. This way an employee is afforded something they will actually use instead of hiding it in their parents study. You should also consider that non-cash service awards programs are tax exempt. Conclusion: Keep the gifts but make them lifestyle relevant to today's workforce...and reward them sooner!


The Process Before the Prize!

There are three driving factors in meaningful recognition of service achievement:
* Communication
* Presentation
* Inclusion

A well crafted message from the CEO can be a keepsake greater than any gift.

What would it mean to an operational employee if the VP were to enter the warehouse and gather his team around! To then put her arm around him and to promote his professional achievements and the way his experience at the company has evolved his personal life.?

You wouldn't recognize service in just one department nor would you recognize service of only Headquartered employees. So why would you have separate anniversary programs in your international locations. Sure, the gift selection will be different in Asia Pac, the EU, etc. but the program branding and communication needs to be globally consistent. Most international business affiliates come from acquisition. The best way to make them feel welcome is to recognize them in the same manner you would your Home Office Manager.


Why don't gift cards work for service awards? Find out next week in the second installation of this Blog Series!


Don't Forget to Remember

- Dave

References:
http://www.mcfrecognition.com/

http://www.hrreview.co.uk/articles/hrreview-articles/hr-strategy-practice/over-one-third-of-employees-plan-to-change-job-after-the-recession/3526

http://www.earlyengagement.com

Questions: dkovacovich@mcfina.com

Recognizing Professional Talent in 2009

Any business leaders who tell you that they have not been effected by the slumping economy are in denial (for better or for worse). EVERY business is faced with sustaining productivity with fewer resources. Many companies have downsized, others have merged to survive, and some are closely managing margins to stay afloat. Business Leaders have made the case to investors for additional funding while profits are down. As a result, demands on those lucky enough to be employed have been intensified.

With added pressure on all organizational facets one trend rings universal: THOSE WHO PRODUCE NEED TO BE RECOGNIZED AND REWARDED!

* Every company has an anniversary milestone program. With reallocated budgets many of these programs have been reduced to certificates and lapel pins....do such mementos encourage employee engagement?

* Every sales organization works on incentives, but how are you rewarding the more 'task oriented' departments?

* Employees are extending their efforts above and beyond their general job description....what are you doing to recognize this extra effort?

* As margins are managed more closely tensions are elevated. What avenue is presented for inter-departmental collaboration? How do employees extend a thoughtful 'thank you' to one another off the battlefield?

* As roles in Talent Management programming are redefined how are HR Professionals extending their business relevance to Senior Management?

Three things to consider in ponderance of the above mentioned questions:
1. This recession will not last forever. The "Luck to Have a Job" era will end soon...when it does the mistreated will find greener pastures!

2. NOW is the time to reassess your Total Rewards Strategy (even if you do not have the budget or plan to make program adjustments)!

3. There is a way to bring Business Critical Return on Investment to programs that are perceived as 'fluff'!

In a 10 part Blog Series over the next 10 weeks these issues will be addressed to assist you in formulating a Total Recognition Strategy. Please subscribe to this blog and fasten your change navigation helmet!

Don't Forget to Remember!

- Dave

References: www.mcfrecognition.com

The new members of the workforce (Generation Y) have been criticised by their sense of entitlement and need for validation. These characteristics exist in the elder business strategist as well (baby boomers).

I overheard an interview with a young lady yesterday who spouted misnomers with mislead confidence. She had distinct opinions about everything. I was intrigued by her confidence but alarmed by how the elder interviewer did not help her navigate her opinions. There is no way that young lady would learn from the interview because the interviewer was too politically correct to deliver candid feedback. There is a way to help young professionals understand their need to adjust their strategy without shattering their confidence and aspirations.

In a similar vein, there are a group of retired gentlemen who gather at the coffee shop every morning to complain: the country is going to hell, these youngster don't even wear suits....! The common thread between Grandpa and his Daughter's Daughter? Motivation by discontent.

Why wake up everyday to prove your critics wrong? Why formulate a basis of motivation in insult of another's efforts? When was the last time you engaged in conversation with someone who spouted negativity and walked away enlightened?

The easy thing to do is stand back with arms crossed and criticize the efforts of others. The easy thing to do is wake up every day and formulate excuses for why we cannot be better for our failures. The blame game requires no genuine effort.

The ivory towers are crumbling and the new regime might not quite to ready for the world's extremes. One thing is certain: the more you let your lack of effort become an excuse, the closer you get to obscurity; whether your 21 or 72.

I have been that young person with distinct and mislead opinions and I came to learn that the opinions I expressed really were not my own. I think I have learned enough in my life not to become the bitter old man who lets his past guide his future. At some point, I stopped talking and started listening. I witnessed that those who I thought I was impressing with my bravado were smiling politely in hopes of ushering me away (not in validation of my opinions). I have made countless mistakes thinking I was doing the right thing, self-validating through tireless effort. The greatest lesson learned: if you are climbing the wrong mountain it matters not how hard you climb.

So as you ponder the dynamics of generational diversity in the workplace you may be better served pondering human similarities. If you are not receptive to candid self analysis you may be sliding down the mountain instead of climbing it. Seek sage like wisdom and take it with an appreciative grain of salt....you may realize that those dispensing advice are speaking to their own validation more than driving your motivation. Let your energy drive you through the day but be sure your intent is genuine. Sometimes we have to break our climb to catch the sunset and survey our footprints.

The world will be a better place if we can give and accept advice with the understanding that there are no certainties. It is, however, certain that all conclusions are easier to accept when we ponder potential based on our own actions. The best way to control your destiny is by understanding only you can control it. Excuses are unnecessary when you don't need them. It is more rewarding to climb the mountain with focus on the summit not fear of what is behind you.

Don't forget to remember!

- Dave

The All Star Game

Last night's Major League Baseball All Star Game was thrilling! I will always love this game because I had a chance to experience the festivities a few years back in San Francisco.

The MLB All Star Game is preceded by the home run derby. If you get a thrill from mosh pits you must take in this event. My wife and I stood in the left field bleachers as Vladamir Guerrero launched hit after hit into our section. People spilled beer on one another, stood arm and arm on their seats, and eventually fell head first into concrete to grab a souvenir. After our section had stumbled over each other three or four homers in a row I stood on my seat and yelled freedom because the experience was so invigorating. I looked down at my wife and she was sitting in her seat crying (she stands 5ft and weighs 100 pounds). I grabbed her up on the seat with me and made her enjoy the madness....at some point I think she understood the chaos.

The day of the All Star Game I woke up, threw on my causal game going gear and boarded a train to my friend Frank Wolf's funeral. The excitement of the game mired in the tragic and untimely death of my true friend and a lover of life. Ryder Kuhl mad dogged me from his car seat as his dad picked me up from the train and we headed to the church. The harsh looks continued through the day as my Fred Perry and Vans were not in keeping with the exquisite dress of the occasion....Frank would have understood. As the pall bearers put Frank's body into the car that would take him to his final resting place, my friend Chris Clinch temporarily lost it. He was overcome by emotion and a feeling of loneliness having lost another close friend. My friend's unadulterated fear and sadness made me cry and I too felt completely alone...I wish I could have hugged him in that moment. Just as my fear grew Dave Lincoln appeared out of nowhere, put his hand on my shoulder and gave me a humble smile. I respected him tremendously for being kind enough to offer me his hand and for being respectful enough not the say anything in that moment. He guided me back to the car and I boarded the train back into San Francisco.

As I got off the train I wondered how I could bring myself celebrate after such a somber event. Immediately my wife rushed up to me and grabbed my hand as if we were headed into Disneyland. She escorted me to a private party where Counting Crows were playing by the Bay, bought a beer that was bigger than her head and trotted to the front row to dance the afternoon away. This effort was not in disrespect of her friend Frank but in tribute to him. The wise young lady helped me once again understand that as we transcend this place our memories are carried in celebration not pity. As I watched the love of my life dance I thought how fortunate I am to have the love of the family I have created, how much I regretted that Frank would not get the chance to experience such a thing and how grateful I was that he did not leave a wife or children behind. The music carried into the sunset, "these lines of lightening mean we're never alone."

The great Steve Fanelli got us perfect seats behind home plate. We heard applause for the misunderstood Barry Bonds and watched Ichiro Suzuki hit an inside the park home run. I looked into heaven to my friend Frank Wolf.

We walked back to our hotel to put our heads down before returning to the reality of parenting, work and life in the hustle.

I will never forget the cheers and songs I heard. Baseball gives us all hope. We see the strength in the mighty men on the field and it helps us feel strong: when the market slumps, when our relationships are challenged and when we lose a friend!

Don't Forget to Remember!

- Dave