During the heat of a #TChat event last week, our partners at TalentCulture challenged the Twitter community with that tongue-in-cheek question. And now I suggest an appropriately tongue-in-cheek response: The answer is no.
So, how do we fix it? And should we fix it?
Employee engagement moves business forward, and should be a priority for any human resources professional. But as the prevailing sentiment among #TChat participants indicated, coddling disengaged employees is not an HR function. Nonetheless, if your employees feel that they aren’t respected or their work doesn’t matter, you need to deal with larger issues than engagement scores.
It’s important to recognize employees for their contributions — in part to increase engagement, but mostly because it’s a vital factor in business success. Several years ago, Gallup estimated that disengaged employees cost the U.S. economy $370 billion annually. High employee disengagement leads to high employee turnover — which, in turn, means increased recruiting and training expenses.
So, if your company is looking to increase overall engagement in a sustainable way, it’s essential to help your workforce understand the meaning and importance of their contributions.
3 Sources of Positive, Tangible Engagement
1) Executive Sponsorship If your C-suite dismisses the importance of engagement, that will ultimately be reflected in the attitude of managers and employees. Engagement needs to be a priority at the highest levels. Executives who live company values are leading by example. Prove to all levels of the workforce that workplace culture is purposeful — not accidental — and everyone becomes invested in making it the best it can be.
2) Clear Communication Get the team on the same page by articulating company goals and clarifying how individual goals relate to the bigger picture. True engagement — the result of a satisfying job and not office perks — can only be achieved when employees see how their individual contributions fit into the organization’s mission, values and objectives.
3) Individual Relationships A great first step in helping employees feel respected is actually demonstrating respect on a personal level. Employees who feel anonymous are at risk of becoming disengaged, and dragging down others’ productivity and engagement. In large companies, it can be challenging for leaders to build relationships across their span of control, however this is essential. Different people respond differently to different motivators. The key to motivating employees is to understand each person well enough to recognize the factors that will help them develop and perform at their best.
https://talentculture.com/wp-content/uploads/2013/05/httppixabay.comenbird-broken-brown-chicken-closeup-2106-2.jpg349700Razor Sulemanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngRazor Suleman2013-05-29 12:47:182020-05-25 17:19:14Engage Your Workforce, No Coddling Required
(Editor’s Note: Please welcome one of Team TalentCulture’s new editorial interns, Ana Mijailovic. She’s an accomplished university student with mad writing skills, and we’re thrilled to add her perspective on the “world of work.”)
After a week focused on recognition in the workplace — what have I learned? It’s clear that today’s workforce is increasingly disengaged, and lack of recognition is a primary culprit.
So, how can we turn that around? On one hand, a simple “thank you” is free and easy to share, anytime or in any situation. On the other hand, it’s not so free or easy for organizations to practice recognition consistently and effectively.
Case In Point
My first job was at a hospital as an office assistant. At first, I loved working there. I was excited to start making my own money, to cash my own paychecks. The tasks were fairly simple — filing patient charts, filling out medical billing sheets, making copies, everything you would expect from an administrative assistant. The repetition was actually relaxing at first, and my boss constantly acknowledged my speed and work ethic. However, after after several years, my productivity slipped. I met expectations, but without the original energy and speed.
A Problem of Motivation
What’s my point? Even when recognition “looks right” on the outside, it doesn’t necessarily empower employees. Although I loved my boss, my work environment and my colleagues, I was bored. Why? To quote the movie “Office Space,” it was “a problem of motivation.”
Motivation is largely intrinsic. In that situation, no salary increase or external encouragement could motivate me further. What I needed was a challenge. I had mastered the required skills. I had proved my competence. I was ready to reach for the next level, but that option wasn’t made available.
This isn’t uncommon. Managers are often so focused on immediate goals, they forget that many employees want to grow and develop. Offering them a new challenge is a form of empowerment. It demonstrates trust. It demonstrates good faith in the future. It demonstrates commitment to employee success. For those of us who value growth, it’s a promise that helps us keep striving to reach our full potential.
Key Takeaway: Be Mindful and Meaningful
The larger lesson is this: Every individual is motivated by something. For recognition that really matters, managers should consider what each employee values most, and tailor recognition accordingly.
But don’t just take my word for it. Check the ideas below from this week’s guests and #TChat events. There’s inspiration and advice for employers and employees, alike!
#TChat Radio:Stan and Max joined our hosts, Meghan M. Biro and Kevin W. Grossman for a 30-minute deep dive into issues and opportunities surrounding recognition and organizational culture, while #TChat-ters chimed in on the Twitter backchannel.
WED 5/22
Related Post: Career management blogger, Ritika Trikha, offered different point-of-view, with advice for employees who aren’t getting the recognition they deserve, in “Where’s the Love? Recognition DIY.”
#TChat Twitter: The highlight of every week! With Stan and Max leading the way, hundreds of community members gathered around the #TChat feed for an open, thoughtful exchange about workplace recognition. The conversation was so popular that we trended on Twitter again. (It’s becoming a habit!) Were you along for the ride? If not (or if you want a refresh), see highlights in the slideshow below:
#TChat Twitter Highlights Slideshow: “The Business Wisdom of Recognition”
NOTE TO BLOGGERS: Did this week’s events prompt you to write about workforce recognition? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week — if you are fascinated by social business practices (who among us isn’t?), you won’t want to miss this! We’re exploring enterprise community management, with special guests, Maria Ogneva, Director of Product Marketing at Salesforce Chatter Communities, and Jeff Willinger, Director of Collaboration, Social Computing and Intranets at Rightpoint.
Until then, as always, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The lights are always on at TalentCulture, and your ideas and opinions are always welcome.
Enjoy your Memorial Day weekend…and we’ll see you on the stream!
(Author Profile: Ana Mijailovic is a student at Boston University studying Economics and Business Administration. Her experiences in the classroom and in the workplace have taught her the importance of teamwork, collaboration and leadership in organizations. She is one of four bright, community-savvy interns who are contributing to the TalentCulture mission this summer.)
https://talentculture.com/wp-content/uploads/2013/05/1339521_38971392.jpg351700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-05-23 14:38:092020-05-25 17:18:48Recognition: Meaning and Motivation #TChat Recap
You’re working your fingers to the bone – extra hours, extra projects, extra everything. And yet no extra appreciation is coming back your way. No one seems to notice your hard work. What to do?
No matter why or how you found yourself in this situation, you can turn it around. It’s time to take back control.
As Roxanne Peplow of Computer Systems Institute notes, “You cannot seek praise from others—it has to come from within.” Rather than waiting to be recognized and praised by others, choose to be proud of your accomplishments in their own right. Give yourself the credit you deserve. Shed light on your achievements when appropriate. And look for ways to acknowledge the efforts of others who contribute to your success — those on your team.
“If you feel that you are doing more than what is expected of you and it isn’t being recognized, you are making yourself a victim. When you victimize yourself, it’s impossible to be positive,” Peplow says.
Try these 5 steps to find the recognition you deserve:
1. Look Closer — Then Speak Up
If it seems like you’re swamped, first reexamine your workload. You may benefit from smarter ways to prioritize and minimize work. If that’s not enough, don’t be a hero. Talk with your boss.
“Many employees mistakenly believe their job is at stake if they say they can’t handle one more project. More projects equal less focus and lower quality,” says Steve Duffy, president of ListHere.com. Like many other managers, Duffy would rather have an employee deliver great results than take on too much and fall short.
Tell your manager. He wants to know. After all, his success depends on your ability to perform.
Firstborn Creative Director Adam Rubin is also a children’s book author. He told Fast Co.Create that having a side project is not only personally gratifying, but also translates positively back to his work. For him, writing children’s books as a sideline “is an excellent exercise in simplicity and rhythm. It has helped me improve the brevity, clarity and pace of my writing.”
3. Stop Taking On Extra Work From Slackers
If you’re overworked because you’re picking up slack from one or more colleagues, enough is enough. Don’t wait until you’ve reached a boiling point, says Joseph Grenny, co-author of New York Times bestseller “Crucial Confrontations.”
Grenny led a study that suggests 93% of employees work with others who don’t pull their weight — yet only 1 in 10 of us actually confronts underperforming colleagues. If you feel uncomfortable speaking directly to offenders, you have two alternatives: 1) Just say no to helping in the future, or 2) Discuss it with your boss (see suggestion #1).
4. Get Enough Sleep
When you’re overworked, sleep is probably the first thing to go. “Work can keep us up at night, worrying about what is next or staying up because work still needs to be accomplished,” says Chris Ohlendorf, Partner at Versique Search and Consulting.
Realize that the more sleep you lose, the closer you are to burnout. And burnout won’t advance your career.
5. If All Else Fails, Start Searching For The Next Job
If your boss is simply not budging, you have no time to balance your life, and you’re surrounded by slackers, it may be time to reward yourself by jumping ship. Just make sure you’re not job hunting on company time, warns Lida Citroen, personal branding and reputation management expert at LIDA360.
Her advice: “Networking — online and in person — and studying industries, companies and business leaders will help you become more proactive in your career.”
Chalk It Up to a Lesson Learned
ListHere.com’s Duffy also offers some final words of wisdom for those who have reached the point of no return – treat any company the way it is treating you. “Remember that a company only hires you because you can add value to their bottom line.”
If you’re no longer moving forward in your career, accept the lessons learned from this experience, and find a new employer. But avoid repeating past mistakes. In interviews, be sure to ask questions that will help you determine whether or not that company will be a better fit:
How would you describe your management style?
How did this position become available?
What kind of recognition system is utilized here?
Can you tell me about the growth opportunities available to employees?
Take back control. Embrace and celebrate your achievements, while helping others see your value and respect your contributions. You have nothing to lose!
(Author Profile: Ritika Trikha is a writer for CareerBliss, an online career community dedicated to helping people find happiness in the workplace. When Ritika’s not writing, she’s obsessing over social media (and listening to Jay Z!). Connect with Ritika on Twitter!)
https://talentculture.com/wp-content/uploads/2013/05/httpwww.sxc_.huphoto525598.jpg15121760Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-05-22 15:03:592020-05-25 17:18:35Where's The Love? Recognition DIY
You’re working your fingers to the bone – extra hours, extra projects, extra everything. And yet no extra appreciation is coming back your way. No one seems to notice your hard work. What to do?
No matter why or how you found yourself in this situation, you can turn it around. It’s time to take back control.
As Roxanne Peplow of Computer Systems Institute notes, “You cannot seek praise from others—it has to come from within.” Rather than waiting to be recognized and praised by others, choose to be proud of your accomplishments in their own right. Give yourself the credit you deserve. Shed light on your achievements when appropriate. And look for ways to acknowledge the efforts of others who contribute to your success — those on your team.
“If you feel that you are doing more than what is expected of you and it isn’t being recognized, you are making yourself a victim. When you victimize yourself, it’s impossible to be positive,” Peplow says.
Try these 5 steps to find the recognition you deserve:
1. Look Closer — Then Speak Up
If it seems like you’re swamped, first reexamine your workload. You may benefit from smarter ways to prioritize and minimize work. If that’s not enough, don’t be a hero. Talk with your boss.
“Many employees mistakenly believe their job is at stake if they say they can’t handle one more project. More projects equal less focus and lower quality,” says Steve Duffy, president of ListHere.com. Like many other managers, Duffy would rather have an employee deliver great results than take on too much and fall short.
Tell your manager. He wants to know. After all, his success depends on your ability to perform.
Firstborn Creative Director Adam Rubin is also a children’s book author. He told Fast Co.Create that having a side project is not only personally gratifying, but also translates positively back to his work. For him, writing children’s books as a sideline “is an excellent exercise in simplicity and rhythm. It has helped me improve the brevity, clarity and pace of my writing.”
3. Stop Taking On Extra Work From Slackers
If you’re overworked because you’re picking up slack from one or more colleagues, enough is enough. Don’t wait until you’ve reached a boiling point, says Joseph Grenny, co-author of New York Times bestseller “Crucial Confrontations.”
Grenny led a study that suggests 93% of employees work with others who don’t pull their weight — yet only 1 in 10 of us actually confronts underperforming colleagues. If you feel uncomfortable speaking directly to offenders, you have two alternatives: 1) Just say no to helping in the future, or 2) Discuss it with your boss (see suggestion #1).
4. Get Enough Sleep
When you’re overworked, sleep is probably the first thing to go. “Work can keep us up at night, worrying about what is next or staying up because work still needs to be accomplished,” says Chris Ohlendorf, Partner at Versique Search and Consulting.
Realize that the more sleep you lose, the closer you are to burnout. And burnout won’t advance your career.
5. If All Else Fails, Start Searching For The Next Job
If your boss is simply not budging, you have no time to balance your life, and you’re surrounded by slackers, it may be time to reward yourself by jumping ship. Just make sure you’re not job hunting on company time, warns Lida Citroen, personal branding and reputation management expert at LIDA360.
Her advice: “Networking — online and in person — and studying industries, companies and business leaders will help you become more proactive in your career.”
Chalk It Up to a Lesson Learned
ListHere.com’s Duffy also offers some final words of wisdom for those who have reached the point of no return – treat any company the way it is treating you. “Remember that a company only hires you because you can add value to their bottom line.”
If you’re no longer moving forward in your career, accept the lessons learned from this experience, and find a new employer. But avoid repeating past mistakes. In interviews, be sure to ask questions that will help you determine whether or not that company will be a better fit:
How would you describe your management style?
How did this position become available?
What kind of recognition system is utilized here?
Can you tell me about the growth opportunities available to employees?
Take back control. Embrace and celebrate your achievements, while helping others see your value and respect your contributions. You have nothing to lose!
(Author Profile: Ritika Trikha is a writer for CareerBliss, an online career community dedicated to helping people find happiness in the workplace. When Ritika’s not writing, she’s obsessing over social media (and listening to Jay Z!). Connect with Ritika on Twitter!)
https://talentculture.com/wp-content/uploads/2013/05/httpwww.sxc_.huphoto525598.jpg15121760TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-05-22 15:03:592020-05-25 17:16:33Where’s The Love? Recognition DIY
If you could pick your dream employer, where would you work?
Patagonia? Facebook? Google? It’s no mystery why so many people find these companies attractive — employee satisfaction is off the charts. Great organizations offer members of their workforce many reasons to love their jobs. And studies show it’s a worthwhile investment. High employee engagement is directly tied to tangible business benefits — improved productivity, increased retention and higher profits.
Recognition: Secret Sauce?
Perhaps the most vital factor in the engagement equation is recognition. But recognizing employees is apparently easier said than done. Can we learn from best practices? It seems like a great place to start. That’s why we’re focusing on “Recognition Done Right” this week at TalentCulture #TChat forums. Leading the way are two experts on employee recognition:
Max briefly joined me for a G+ Hangout to outline the role of recognition in today’s workplace:
And then Stan offered a glimpse of why and how recognition is so important:
#TChat Events: Recognizing How to Recognize
Listen to the #TChat Radio show
This aspect of employee engagement has such tremendous potential. So why do organizations and leaders often seem to struggle to get recognition right? How important should this be on a leader’s list of priorities? What are your thoughts, as professionals who focus on the “human” side of business?
Let’s talk about it and learn from one another!
#TChat Radio — Tuesday, May 21 at 7:30pmET / 4:30pmPT —Stan and Max join our hosts, Meghan M. Biro and Kevin W. Grossman for a 30-minute deep dive into issues and opportunities surrounding recognition and organizational culture.
#TChat Twitter — Wednesday, May 22 at 7:00pmET / 4:00pmPT — Calling all #TChatters to join us on Twitter, as Stan and Max return to drive an open online crowdsourcing conversation. Check out the questions and weigh in with the crowd!
Q1: How important is employee recognition as it relates to performance?
Q2: How often should companies recognize employee achievement, and why?
Q3: How can recognition be tied to the overall values of an organization?
Q4: What are creative ways you’ve seen business leaders leverage recognition?
Q5: How can technology improve employee recognition and engagement?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!
https://talentculture.com/wp-content/uploads/2013/05/StanandMax.jpg349700Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-05-19 15:53:132020-05-25 17:16:08The Business Wisdom of Recognition #TChat Preview
On the 9 INCH journey to the heart of your employees, the 4th INCH involves RECOGNITION.
“You matter. These two words can change your mood, change your mind, and have the power to change lives and the world if we understand and leverage them in the right way.” –Angela Maiers, TED Talk, June 2011
Recognition fuels a sense of worth and belonging in individuals. No rocket science here. As humans we crave acceptance. Dale Carnegie spoke of the importance of recognition nearly 80 years ago, in his landmark guidebook, “How to Win Friends and Influence People:”
“Be lavish in your praise and hearty in your approbation. A drop of honey gathers more bees than a gallon of vinegar.”
Recognition Resonates
In a recent survey, 35% of workers and 30% of chief financial officers said frequent recognition of accomplishments is the most effective non-monetary reward. Thanking people for their hard work and commitment is key to making them feel appreciated.
Shifting a Mindset
Most managers take an, “if, then” approach to recognition. Positive psychology expert, Shawn Achor believes this paradigm needs to change, “…from thinking that encouragement and recognition should be used as rewards for high performance as opposed to thinking that encouragement and recognition are drivers of high performance.”
9 Examples: Recognition Done Right
Let’s look at 9 companies who give a little extra when it comes to employee recognition:
Kudos and Shout-Outs
Every week The Nerdery agency compiles a video of shout-outs, with employees publicly praising their fellow nerds for going above-and-beyond. Five shout-out recipients are chosen for free lunches the following week. The weekly shout-out video is played for all at the Friday afternoon Bottlecap Talk, where the agency celebrates the successful launch of a recent project with a show-and-tell demo led by the rockstar developers who made it happen.
Custom Awards
Rackspace created a special award for employees who are fanatical about serving customers. It’s simply called The Jacket. It signifies fanaticism and hence is a straightjacket. Only one employee wins the jacket at a time.
Decision Lens awards top-performing salespeople with custom-made action figures designed to resemble the employee. According to Co-Founder John Saaty:
“It’s a humorous way to acknowledge the great efforts of our sales team, and something that’s more memorable than the usual plaque or something like that.”
Executives at Zappos pick a monthly “hero” and award them with a parade, covered parking spot for a month, a $150 Zappos gift card, and a cape.
Immediate Recognition
American Express has a Prize Patrol. A group of four or five leaders get together and surprise their coworkers with flowers or a gift in front of their colleagues to celebrate their accomplishments.
Take Note: The Best Things In Life Are Free
A recent study confirmed that the cost of recognition awards has only minimal impact on employee perception of appreciation. 57% reported that the most meaningful recognition is free. Just look at some of these quotes to judge the impact:
Former CEO of the Campbell Soup Company, Doug Conant, is a big proponent of the power of handwritten notes. In Doug’s words,
“Look for opportunities to celebrate. My executive assistants and I would spend a good 30 to 60 minutes a day scanning my mail and our internal website looking for news of people who have made a difference at Campbell’s. Get out your pen. Believe it or not, I have sent roughly 30,000 handwritten notes to employees over the last decade, from maintenance people to senior executives. I let them know that I am personally paying attention and celebrating their accomplishments. (I send handwritten notes too because well over half of our associates don’t use a computer). I also jump on any opportunities to write to people who partner with our company any time I meet with them. It’s the least you can do for people who do things to help your company and industry. On the face of it, writing handwritten notes may seem like a waste of time. But in my experience, they build goodwill and lead to higher productivity.”
Long before he became CEO of iProspect, back as an analyst at Bain Capital and KPMG, Robert J. Murray had an idea on how you should run a services business.
“One thing that always surprised me in prior work experiences is when your assets walk out the door each day, why aren’t companies doing more to value the people doing the business?”
Mr. Murray thinks he’s found the answer to that, and many of his employees agree. His formula: hire competitive people, promote early and often, and give constant feedback — including notes of encouragement he calls “iProps.”
Recognizing Milestones
The tenure program at Sweetgreen called Shades of Green has blown up into a competition and become a status symbol among employees. Every teammate gets a free shirt — the longer you’re with Sweetgreen, the darker your shirt. Who knew a free t-shirt could help shape company culture? After you’ve been with Sweetgreen for a year, you also get a pair of green high-top Converse sneakers. At two years, you get a t-shirt and a neon green iPod Nano Touch. After three years, you get a lime-green Sweetgreen bike.
The diamond program Brady, Chapman, Holland encourages generosity in daily work life. When a BCH employee does something exceptionally well for a client, a fellow employee or the community, an acrylic diamond is tossed in a jar. When the jar is full, they celebrate by playing a game or going to a sports bar.
Do these ideas inspire you to think creatively about recognition in your organization? How could recognition be more meaningful where you work?
(Author Profile:Stan Phelps is the Founder of 9 INCH Marketing, an organization that inspires leaders to think differently about business — challenging them to value customer experience as a competitive differentiator and the importance of employee engagement in building a strong corporate culture. Stan helps brands explore new opportunities, showing them how to be more successful in tomorrow’s changing world, and working with clients to create experiences that are memorable, meaningful and on-brand. Driven by client objectives and inspired by bold vision, Stan and his team get results through programs that win big. Visit Amazon.com to learn more about his books “What’s Your Green Goldfish?” (employee engagement insights) and “What’s Your Purple Goldfish?” (customer engagement insights).
https://talentculture.com/wp-content/uploads/2013/05/httppixabay.comensigns-green-red-reward-travel-108062.jpg351700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-05-18 12:54:052020-05-25 17:15:57Recognition Done Right: 9 Points of Light
Recently on a trip to Seattle, I had an opportunity to visit Amazon.com headquarters — one of the many remarkable corporate campuses located in that region. I’d never explored a “corporate campus” before. But I’ve always been extremely eager to get a first-hand experience after reading many articles about the concept. This was my shot.
Needless to say, I was impressed! But it isn’t just the size of this sprawling facility that blew me away. I was also struck by the branding that is present throughout the environment. It made me think about the whole “employer branding” thing.
Branding From the Inside Out
I know HR practitioners struggle to implement a strong public brand that will attract and recruit top-notch external candidates. It’s one of HR’s primary functions in today’s world of work. But what about the internal brand? It’s also vital to retain talent that is already onboard. What are we doing to keep existing employees engaged and loyal to our organizations? Competitive compensation isn’t the only way to stop an employee from walking.
You may not be an enormous company like Amazon, Google, or LinkedIn. You may not have deep pockets for internal branding initiatives. But you certainly can be inspired by the way the “big boys” cultivate their brands, their work environments, and their corporate cultures. What’s more, you can leverage and adapt some of those heavy-hitter concepts to fit your organization’s circumstances.
Four Key Questions
1) What’s the vibe in your workspace?When I think about world-class employer campuses, one of the most notable characteristics is that many workspace options are available. Yes, I said OPTIONS. Their offices are not set up with jail-like cubicle rows, and an occasional office or conference room here or there. They have open spaces, co-working options, lounge areas, and unique personalities. Perhaps you don’t have the space or budget to create luxurious common areas, but there are plenty of ways to create an open environment that seems welcoming and non-restrictive.
2) Are you committed to internal recruitment marketing? While riding in one of Amazon’s elevators, I noticed a vibrant poster promoting a department that is recruiting Software Engineers. One side of the poster showed a man sitting at a computer with the saying, “This is what it looks like to work on my team.” The other side showed an imaginative, creative, fun scene surrounding the man at the computer with the saying, “This is what it FEELS like to work on my team.” Below that, removable tags featured contact information for the team manager. I absolutely love that. Amazon is huge, so internal communications like that can make it easy to recruit for internal candidates who wouldn’t otherwise know about your team. Makes sense for a company that large, right? Here’s the kicker — even in small organizations, employees say that they aren’t aware of other jobs or openings. This can be a huge issue, especially since many employees leave their company because they feel like they have no internal mobility options. That situation might not be true — their perception may simply come from lack of information.
3) Are you too scared to adapt? I understand the phrase, “If it’s not broke, don’t fix it.” And that phrase is perfectly reasonable. If your company is functioning fine, there is no reason to fix it. But what about offering more options? Compensation isn’t the only thing that can retain your employees. Sometimes other options can be the deciding factor: telecommuting; flex work; tuition reimbursement; on-going training; co-working; employee engagement initiatives, and so on. Your competitors are coming out with really cool options to retain their employees. Don’t let them beat you out because you were too scared to adapt to the changing world of work.
4) Is it a place of hierarchy or community? There most definitely needs to be order within an organization, but top down communication doesn’t really work as well as it did in the past. Employees want their voices to be heard — they want to make suggestions, they want to contribute, and they want to build relationships. I have worked in an organization where the president and directors are extremely open to two-way communication. They make it very easy to initiate a conversation — even to the point where interns aren’t scared to make suggestions or casually chat with one of the company’s leaders. It has created a strong sense of community — which has helped position the company as a progressive work environment.
Your employer brand isn’t just about convincing external candidates that your organization is a great place to work. It’s also about making sure your current employees love working there — so much so that no other company or job offer seems more attractive.
https://talentculture.com/wp-content/uploads/2013/05/httppixabay.comenyellow-purple-light-orange-dark-48858-001.jpg348700Ashley Lauren Perezhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngAshley Lauren Perez2013-05-15 11:25:502020-05-25 17:13:06Employer Brands: Big-Company Ideas for The Rest of Us
Recognition is a key component of Employee Success. What gets recognized get repeated. Recognizing employees for hitting targets and exemplifying corporate values reinforces behavior that impacts the bottom line. According to recent research by Aon Hewitt, organizations with high engagement rates are 78% more productive than disengaged organizations. The powerful combination of engaged employees and brilliant performance is critical to business success.
But it’s not that easy. As with any major organizational initiative, there are obstacles to integrating recognition into company culture. Securing buy-in and participation is always challenging, especially when the program seems “touchy-feely.” But from what I’ve seen, recognition is a critical business tool.
It can seem perilous to mess with established customs, but creating a strategy around recognition makes recognition—and business—more effective. To guide you through the process and ensure you come out a winner, our team put together this infographic.
In general, we see companies encountering six main hurdles on their journey:
Employee participation
Making time
Securing executive buy-in
Engaging managers
Budget
Measuring success
Each one presents a unique challenge, but none are insurmountable. As with any obstacle course, the proper training, preparation, and team work will get you over the finish line and improve your bottom line. Check out the infographic for a guide to making your company a recognition winner.
(Legal Note: Employee Success is a trademark of Achievers Corp.)
For geeks in the TalentCulture community, this was a red-letter week. We saw an impressive spectrum of innovative technology solutions roll through the HRO Today Forum in Philadelphia.
As planned, TalentCulture founders, Meghan Biro and Kevin Grossman were on-hand each day — sharing photos, updates and color commentary, live on the #TChat stream. It was like opening a virtual window into the state of HR innovation — and along with it, a perfect springboard to discuss promising “world of work” technologies and best practices.
I dialed-in from a distance, and couldn’t help feeling drawn to the energy of the iTalent innovation showdown (which Connect6° won, by the way), as well as the enthusiasm of #TChat-ters who openly exchanged ideas about HR tech at our Wednesday Twitter discussion. (See complete highlights in the Storify slideshow near the end of this post.)
Key Takeaway: Seek Balance
So, did we reach consensus about technology’s role in acquiring and nurturing talent? Did we agree on what matters most — high tech or high touch?
Wait. That’s not the right question. This isn’t a zero-sum game. Instead, shouldn’t we ask something more useful? Try this:
How well are we balancing the natural tension between “high tech” and “high touch,” for best results in our organization?
Truth is, there will never be a “final answer.” In an ever-changing business environment, we’ll always be seeking true north. A commitment to continuous improvement can help. But even with constant recalibration, it’s easy to miss the mark. So, for future reference, maybe we should tuck this tiny nugget of #TChat advice into the back of our minds:
Watch Tim’s G+ Hangout videos in his #TChat Preview
Meghan on Monday: To start the week, Meghan expanded on her Forbes commentary in a message to the TalentCulture community: “HR Tech as High Art and Deep Science.”
#TChat Preview: Our community manager, Tim McDonald, outlined the theme and key questions in a preview post: “Live From the Edge of HR Innovation,” featuring brief video interviews with four of the five finalists in this year’s HRO Today Forum iTalent Competition.
#TChat Twitter: Our expanding community gathered around the #TChat Twitter stream, as Achievers Community Manager, Katie Paterson, led us in a real-time exchange of ideas about innovation in HR practices and technology. The feed lit-up with great ideas and interaction throughout the hour. Watch highlights below:
#TChat Twitter Highlights Slideshow: “Live From the Edge of HR Innovation”
SPECIAL THANKS: Again, thanks to the HROToday Forum social media team for sharing their perspectives live from the conference, and thanks to Achievers Social Community Manager, Katie Paterson, for spearheading this week’s #TChat Twitter conversation. You brought insight, humor and energy that everyone could feel.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about HR Innovation or related issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, education and social learning advocate, Angela Maiers, returns to talk about how our nation can prepare today’s students to become tomorrow’s business and technology leaders. Stay tuned for a “sneak peek” video in our preview this weekend!
Until then, as always, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The lights are always on at TalentCulture, and your ideas and opinions are always welcome.
And the best way to maximize employee engagement and performance is by empowering managers to lead their teams with intelligence.
To create success, managers require smart, appropriate tools. In a recent report — Empowering Managers to Drive Employee Success — information technology analysts at Aberdeen Group took a close look at the manager’s role in employee engagement. In that report, Aberdeen found that the best way to optimize talent and improve business results is to deliver solutions that help managers understand activity within their team and highlight areas to manage.
However, most talent management solutions are fragmented, offering very little useful data or insight. Aberdeen’s report points to three important tools that empower managers — analytics, integration and transparency.
1) Analytics
With current technology, executives can keep tabs on major company data points on a nearly constant basis. This information helps inform decisions on specific programs and larger corporate direction. With access to appropriate analytics, managers can make informed decisions based on relevant individual and team performance indicators.
2) Integration
When various human resource information systems (HRIS) don’t talk with one another, there is a much greater risk of redundant work as well as errors from entering the same information into separate programs. Integration streamlines that effort and ensures that managers get the most out of all of HRIS programs, connecting talent and workforce management.
3) Transparency
Transparency makes it much easier for managers to align with corporate goals, and better monitor team activity. When everyone is “on the same page,” and relying on clear indicators of progress, managers are empowered to move the business forward. Applying this visibility across all corporate initiatives addresses talent and business challenges like the need to manage corporate-wide employee referral programs, increase workforce loyalty, and facilitate knowledge transfer between groups.
Business Success may start with Employee Success, but Employee Success starts with empowered managers. Learn how to give your managers the right tools to drive success. Download a copy of the full Aberdeen Group report now.
What dashboard data does your company provide to managers? Let me know in the comments below…
(Editor’s Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome. Learn more…)
Here at TalentCulture, we exist to elevate the human side of business — and we believe that community is the best way to reach that goal. In short, the more hearts and minds we involve in this conversation, the more likely we are to influence the future of work.
We’re passionate advocates who exchange ideas, knowledge and resources — all in the interest of cultivating more productive, rewarding workplace cultures.
And now, in the spirit of that philosophy, we’re thrilled to announce our first “world of work” partnership — with Achievers.
Get to Know Achievers
Visit Achievers Employee Success blog
Achievers creates Employee Success software that helps companies around the world recognize and reward positive workforce behaviors on a daily basis. This translates into higher employee engagement and better business results.
There is strong synergy between our organizations. Like Achievers, TalentCulture.com and #TChat forums are all about continuous learning and inclusive engagement that add value in today’s globally connected, social workplace. And that starts with all of our smart, loyal #TChat-ters!
Looking Ahead
What does this partnership mean to you? Look for TalentCulture and Achievers to:
Evangelize on behalf of each other’s engagement mission;
Share ongoing thought leadership and expertise with our respective communities.
This promises to add a whole new level of depth and vibrancy to the conversation, going forward. We hope you’ll join us each day, across our combined social channels, as we explore and discuss business and workplace topics that affect us all.
(Editor’s Note: Meet Achievers tonight (Wednesday, May 1) at the weekly #TChat Twitter forum, where Achievers Social Media Community Manager, Katie Paterson, moderates! Read details in tonight’s Preview: “Live from the edge of HR Innovation.”)
It’s a huge week ahead in Philadelphia at the HRO Today Forum — not just for #TChat-ters, but also for some of the most innovative vendors in the HR space.
As we mentioned several weeks ago, TalentCulture co-founders Meghan Biro and Kevin Grossman will be front-and-center throughout the conference, where they’ll do triple duty:
Working the aisles and sharing insights on the #TChat Twitter feed and through other social channels
Meghan equates the iTalent competition to a reality show like “The Voice” (or, as she explained last year, “The X Factor”) — a live “show-and-tell” experience for HR professionals who obsess over innovative ideas and technologies. But I think anyone who likes to stay ahead of business and technology trends will find it fascinating.
You can get a taste of the “iTalent Five” right now by watching my sneak-peek interviews with representatives from several of these organizations:
John Younger, President, CEO and Mojo Master at Accolo HireMojo, talks his organization’s vision and ability to dramatically accelerate the hiring process:
Christopher Hohman, Co-Founder of Connect6°, explains how this powerful recruiting platform leverages social networks to connect companies and candidates more easily and effectively:
Ed Newman, Vice President of Strategy at iMomentous, talks about how and why it’s vital to find and engage talent through mobile channels:
Mark Talaba, EVP and a Principal at The Gabriel Institute, discusses Teamability — a new way to help business understand and measure how people work together:
#TChat Events
Inspired by advancements from organizations like these, we’ll be putting HR innovation in the spotlight throughout the week in #TChat events. Whether your’re at the HRO Today Forum in person — or connecting from a distance — it should be a great way to learn about what’s hot in talent-related technology. So join the TalentCulture conversation, and let’s explore the possibilities:
Everyone is welcome at our open, online Twitter forum, where executives from Achievers (employee recognition software innovators) will lead us in a real-time exchange of ideas about these key questions:
Q1: What leading-edge HR processes are truly best practices? Why? Q2: What innovations in HR technology are helping business grow? Why? Q3: How can HR leaders drive revenue growth in their organizations? Why? Q4: How can HR leaders better develop and manage multiple talent ecosystems? Why? Q5: “Employee engagement” gets buzz in today’s world of work. Is it legit? Why/not?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
https://talentculture.com/wp-content/uploads/2013/04/httppixabay.comenhand-silhouettes-network-media-68952.jpg10351600Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-04-29 09:39:292020-05-25 16:49:57Live From the Edge of HR Innovation #TChat Preview
Change. We all feel it. It’s become a relentless business reality — and the pace just continues to accelerate.
Now, however, the structure of work itself is changing. This means HR processes and programs are also shifting in fundamental ways.
The evidence is all around us. HR organizations are becoming flatter, more flexible and more agile — as we discussed several weeks ago when exploring “Talent in the Cloud.” And increasingly, talent strategies are driven by insights from relevant research and data analysis.
What does this suggest for the next chapter on the human resources management front? What issues and opportunities should be foremost on HR practitioners’ minds?
These are the questions that the HRO Today Forum will tackle in Philadelphia, April 30-May 2. And that’s what we’ll also discuss throughout the coming week in the TalentCulture community.
Tune into #TChat Radio – Live on Tuesday or on-demand after
Join us this week, as our TalentCulture community examines what it means to create and sustain a world-class workforce:
#TChat Radio — Tuesday, April 16 at 7:30pmET / 4:30pmPT Elliot joins hosts Kevin W. Grossman and Meghan M. Biro to tackle key issues facing today’s HR practitioners, and how data is increasingly being used to shape talent planning, acquisition and management.
#TChat Twitter – Wednesday, April 17 at 7pm ET / 4pm PT Everyone is welcome to join our open, online Twitter forum, as talent-minded professionals exchange ideas in real-time about these key questions:
Q1: What are the primary elements of today’s world-class workforce? Why? Q2: Can gamification really help us recruit, engage and retain employees? Why/why not? Q3: The contingent workforce continues to grow; how can companies truly integrate with FT employment? Q4: Why are manager and employee self-service technologies so important to the enterprise? Q5: Will mobile workforce communication/collaboration circumvent other forms? Why/why not?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!
https://talentculture.com/wp-content/uploads/2013/04/ChangeAhead_TimThumb.png.jpg440883Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-04-13 16:25:592020-05-25 16:38:58Building a World-Class Workforce #TChat Preview + Video
Let’s demystify “brand humanization.” It’s a nice-sounding term, fluffy and a little sweet, but we need to figure out what it stands for and how to make brand humanization happen.
Social media facilitates the humanization of brands, making them seem more accessible to customers and candidates alike, but things can get messy fast, and the result doesn’t necessarily equal brand humanization. It’s just, well, a marketing mess.
When combining these ingredients can we breathe life into brands? This week, we’re going to look into what that looks like and build the case for giving brands vibrancy and a human dimension. Following are our questions:
Q1: What is brand humanization? What does it mean to breathe life into brands?
Q2: Where does brand humanization begin, and who starts it, leaders or someone else? Why?
Q3: How does social media facilitate brand humanization? Is there other technology that helps? What?
Q4: Is brand humanization possible without technology or, especially, social media? Why or why not?
Q5: What are some innovative examples of brand humanization that you’ve encountered? What did you like?
Click to see the show preview & and to listen live on Feb 19
Then please tune-in to #TChat Radio Tuesday Feb. 19 at 7:30pm ET / 4:30pm PT when Jamie will join yours truly (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman) to dive into a discussion of brand humanization.
And as always, don’t forget to join us on the Twitter stream for an all-hands #TChat Twitter conversation, on Wednesday, Feb. 20, from 7-8 pm ET. Jamie Notter will be on hand, along with his Humanize co-author, Maddie Grant (@MaddieGrant). We look forward to exchanging ideas about this topic with the entire TalentCulture community – so come on over and let’s chat!
The more we use social media, the more our personal interactions are crossing over into the workplace. While it makes sense to be authentic in the digital realm, this new level of transparency can touch some major pain points in your corporate culture, and challenge processes that don’t accommodate this new type of open communication.
What does it all mean for organizations as well as individuals? These are the issues we’ll address this week in the TalentCulture community.
To kick-off the conversation, I spoke with Jamie Notter, co-author of the book, Humanize (How People-Centric Organizations Succeed in a Social World). Jamie will be a featured guest on #TChat Radio, Tuesday Feb 19 at 7:30pmET, and he’ll join #TChat Twitter Chat as a moderator on Wednesday Feb 20, at 7pm ET.
Here’s a quick look at how Jamie defines brand humanization – and why he feels it’s important for everyone to understand it better:
Click to watch “Humanize” co-author Jamie Notter in this #TChat sneak peek interview
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-02-16 17:17:592020-05-25 16:19:45When Brands & Humans Meet: #TChat Video
You know the story. Once upon a time, companies courted new talent with the promise of a lifelong relationship. “Work” meant employment and job security for years, if not decades. But the romance has died, for better or worse. According to the Bureau of Labor Statistics, an estimated 40 percent of all U.S. workers currently operate on a part-time or contract basis. And, as Bersin by Deloitte says:
The contingent workforce is now a permanent fixture, so many elements of talent management, recruiting and engagement are being extended to these mobile ‘free agents.’
Really? Just how well are companies rising to the occasion in this highly scalable new world order they’ve created? Are contractors still considered second-class citizens in most corporate settings? What’s being done by leading-edge companies to ensure that contingent workers fit into the culture and engage with the organization? Without funding from hiring companies for professional development, is the future of the contingent workforce at risk? And what does this mean for business innovation and competitiveness, overall?
Here are the questions we’re asking at TalentCulture World of Work events this week:
Q1: Do all these shifts in the employee-employer relationship mean they’ve broken up for good? Why?
Q2: Do you see a world of work where the employee & employer ever get back together, like it used to be? Why?
Q3: Contractors & part-timers are “pan-opportunists.” Is this what they want? Does it help or hinder innovation?
Q4: Social media leads employees & contractors into other orgs’ arms. How can leaders use it to foster fidelity?
Q5: What are some specific strategies for employers to rekindle the romance with their employees?
Click on the image to see the preview at #TChat Radio and, on the day of the show, to listen and participate.
Just a reminder — we do the #TChat dance twice every week now. So, join us first on Tuesday, Feb. 5, for #TChat Radio from 7:30pm ET / 4:30pm PT. Then, on Wednesday, Feb. 6 — from 7-8 pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are) — we’ll revisit the employment romance, on #TChat Twitter.
Joining us as guests for both the chat and radio show will be Greta Roberts (@gretaroberts), CEO at Talent Analytics Corp. — a company using analytics to link raw talent with business performance — and Dawn Rasmussen (@dawnrasmussen), founder of Pathfinder Writing and Careers, a boutique resume writing and career management company.
It’s a Valentine’s Month–themed #TChat this week, so let’s check in for some World of Work relationship counseling. Is the employment romance really, truly over? Or can the employer and employee — full-time, former, part-time, contractor or other — really still be friends?
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-02-04 20:50:322020-05-25 16:15:56Is the Employment Romance Really Over? #TChat Preview
Good vibrations. Could you feel them all around yesterday? It’s not just because the holidays are upon us, but because it was 12-12-12 – a day of harmonic convergence. Astrologers proclaimed peace across the universe. The Concert for Sandy Relief rocked Madison Square Garden. And the TalentCulture “world of work” community joined virtual hands around the Twitter stream to align the social responsibility stars.
Live from New York, #TChat moderator Meghan M. Biro, and community manager, Tim McDonald, steered the flow of conversation while sharing holiday cheer with the innovative folks at NYC’s Internet Media Labs. It was a great capstone in a week at TalentCulture that focused on corporate responsibility, social impact and the spirit of the holiday season.
TUE 12/11 Google+ Hangout video: Meghan Peters, Community Manager at Mashable, talked with Tim McDonald about simple ways that companies can make a difference.
#TChat Radio program: Meghan Peters and Brian Sirgutz, SVP of Social Impact at The Huffington Post, discussed issues and opportunities in social responsibility with hosts Meghan M. Biro and Kevin W. Grossman.
WED 12/12 #TChat: The Wednesday night chat crew took the Twitter stream by storm for a spirited discussion about organizational giving and the greater good.
Listen to the recorded show now…
So, what have we learned from all this interaction? Did we discover more about why and how business should give back to employees and the community at large? Were we inspired to do more in our organizations and communities?
As I mentioned during last night’s chat wrap, the energy was fun and inspiring, quirky and cynical. Just like a slice of society – all in one happy fruitcake. That’s #TChat! Here are a few takeaways to review and pass along. (Remember – sharing is caring!)
To see full highlights from yesterday’s #TChat session, watch the Storify slideshow at the end of this post.
On the meaning and value of corporate responsibility:
“I almost hate the term ‘social good.’ Just do good. Always. To everyone.” jocelynaucoin
“#Socialgood has become far too trendy + hip leaving it as an obligation for most orgs” MillennialTweet
“I want someone’s definition of #socialgood? A holiday party, Christmas cards, community giving?” megburkett
On commitment to giving:
“Giving at Christmas shows you have the holiday spirit. Giving year around shows you have a giving spirit.” Beverly_Davis
“If you feel like you *have* to give thanks during the holiday season, you’re doing it wrong.” brentskinner
“In many cases the need is greater outside the holiday season, when people aren’t thinking about it as much.” pamelamaeross
On demonstrating gratitude to employees:
“Here’s a thought: integrate gratitude into everything you do every day with everyone.” DawnRasmussen
“Are we making this too complicated? I received a box of Christmas cookies today… and I’ve been smiling all day.” YouTernMark
“Gratitude: Send a email to employee and cc in your +1 – thanking them for specific accomplishments” levyrecruits
“Recognize that 1 size does not fit all. Know ur folks- u’ll know how to express gratitude that does them justice.” MillennialTweet
On leading by example in the community:
“No one should wait for permission, or a title on a business card, to lead/inspire others to do to good.” YouTernMark
“Projecting an image is called marketing…doing is called being a professional…” levyrecruits
“Leaders fall short when they promote #socialgood activities but only on employees own time” AlliPolin
“Matching contributions to charitable organizations of ees choice is a way to encourage good and it is not forced.” TomBolt
“Gr8 examples of enterprise contribution yr rnd: gatesfoundation & many offshoots, initiatives by dell, ge & many others” justcoachit
Click to hear this week’s #TChat Radio interview
For me, the top takeaway this week came from The Huffington Post’s Brian Sirgutz. He asked a simple question that is essential to socially conscious individuals and organizations, alike:
“How do people ‘catch’ empathy?”
If we understand how to reach individuals in ways that move them to change themselves for the better, then we can plant a seed that will eventually change the world. And someday perhaps the old phrase, “I already gave at the office” will slip into oblivion – for good.
# # #
NOTE: To see specific highlights from yesterday’s “work life balance” #TChat session, watch the Storify slideshow at the end of this post.
# # #
Closing Notes & Highlights Slideshow
SPECIAL THANKS from TalentCulture to Meghan Peters, Community Manager at Mashable and Brian Sirgutz, SVP of Social Impact at The Huffington Post – guests of this week’s Google+ Hangout and BlogTalkRadio shows. Your depth of knowledge and community leadership is inspiring.
NOTE TO BLOGGERS: If this #TChat session inspired you to write about corporate responsibility and social good, we’re happy to share your thoughts. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: Join us next week, as we look ahead to the New Year by looking “Back to the Future.” Specifically, we’ll look at last year’s predictions about human capital management, hr and learning technologies to determine how far we’ve come. And then we’ll peek at the road ahead! Tune in to #TChat Radio on Tuesday, Dec 18 at 7:30pm ET. Then join the #TChat Twitter discussion on Wednesday, Dec 19, 7-8pm ET to share your ideas and opinions. Look for a full preview early next week via @TalentCulture and #TChat. Thanks!
Storified by TalentCulture World of Work · Thu, Dec 13 2012 06:40:42
Who’s ready to kick off #TChat ? The one and only @MeghanMBiro at #TheLabNYC http://pic.twitter.com/qFPd9NKQTim McDonald
“@jocelynaucoin: And then the heavens parted for #TChat http://pic.twitter.com/msLepuYW” AHH I can hear the sounds effectsMegan Rene Burkett
Q1: Devil’s advocate: Does it even matter to stakeholders for an org to express the season’s sharing spirit? Why? #TChatMeghan M. Biro
+1 “@melissa_lamson1: A1 Of course stakeholders should. If we connect Social Responsibility & the Bottom Line they’ll care. #TChat”Claire Crossley
A1: Expressing the season’s sharing spirit is a great way to bring artificial barrier btw work and life down #tchatSusan Mazza
A1: Depends on how the organization shows their appreciation. If you send me a Holiday Card Fake Signature~Save your $$$ #TchatLisa Fields
@MeghanMBiro A1: it shows the human side of the organziation & how the employees are treated. When morale is low, so is production. #TChatOrnella Grosz, CFEd®
A1: #CompanyCulture #tchatprettypinkponies
A1. I believe leaders fall short by not showing up for events or taking time to humanize a bit with all employees #TCHATChris Fields, MLHR
A1: Also, is your company, or the organizations you support a good fit for yourself? #tchatprettypinkponies
A1. Leaders don’t project an image of doing #socialgood. They just do it. #TChatTalent Generation
A1: Paying attention to what leadership values helps us become informed consumers, stakeholders, investors, et cetera… #tchatprettypinkponies
keep the great answers coming & don’t forget to use A1, A2 etc. when responding to the questions! #TChatTalentCulture
MT @MarcyLField: When a core value, actions are fr heart of the org & occur thru out the yr making a diff. for all stakeholders. #tchat A1Susan Mazza
A1: As we move forward purpose=profit because orgs will have to contribute in new ways to drive engagement & sales. #tchatIrene Becker
A1: Stakeholders will care when the work directly benefits them. Good leadership connects and elevates the needs of followers. #TChatAndrew Henck
A1. Sharing is caring and caring is the secret sauce for transforming the bottom-line (and everything else.) #tchatMichael Clark
A1. it can give employees a nice break which can boost morale and spirits (and it doesn’t have be overly expensive to do so) #tchatAshley Lauren Perez
A1: Social good isn’t seasonal – it’s year round #tchatJen Olney
A1: If it’s a Small Business perhaps the group could determine a non-profit that could use some Holiday help. Bonus Team building #TchatLisa Fields
A1: Sharing a post I wrote, Goodness to Greatness Leadership 7 Steps from Me to We http://bit.ly/JjMQBH Hope u enjoy it #tchatIrene Becker
@meghanmbiro A1: It builds goodwill with both customers and employees. It should definitely matter to them. #TChatCream.hr
A1: Knowing which charities an organization invest in helps me diversify my own volunteer activites & contributions. #tchatprettypinkponies
A1: I’d rather be given a Kiva gift cert than pizza & a white elephant for 60 minutes #tchatAlli Polin
A1. Organization’s can use the holiday spirit as a catalyst for giving employees what they want the most: recognition for hard work. #tchatMichael Clark
#tchat A1: It matters b/c orgs must put their values into action to be credible and enduringMichael Leiter
When a core value, actions are from the heart of the org & occur throughout the year making a difference for all stakeholders. #tchat A1Marcy Field
A1: Spirit matters and we know the diff between fake sharing and sharing for real heartfelt reasons. #TChatJanis Stacy
A1) how you deal with charity all year speaks volumes about your corp culture. People are not naive #tchatJim Ducharme
A1: No, it doesn’t matter, unless there’s an open bar at the — ahem — “holiday” party. Now *that* is sharing. #TChatBrent Skinner
A1: Employees that are genuinely celebrated feel it every day & esp around the holidays & reflect the feeling to customers #tchatAlli Polin
Yes! “@talemetry: A1: The companies that get it right don’t wait until the holidays to share the spirit of giving and good will. #TChat”Claire Crossley
A1 The way we want to be appreciated is so Different. Does the organ or Leader Customize their Holiday Cheer #TchatLisa Fields
A1 – Too many biz ‘save up’ charity for this time of year. That fact alone nearly eliminates the sense of goodwill. #tchatJonathan Barrick
A1. Expressing a sharing spirit is an individual moment-to-moment choice (just like the rest of the year.) #tchatMichael Clark
A1: Holiday sharing makes good biz sense. It shouldn’t be all about profits, IMHO #tchatDaisy Wright
A1: Some orgs use giving to cover up naughty behavior during the year. You have to be consistent in your actions for it to count #tchatJen Olney
+1 “@melissa_lamson1: A1 Of course stakeholders should. If we connect Social Responsibility & the Bottom Line they’ll care. #TChat”Claire Crossley
A1: If an organization invests in causes I support, I’d probably be more loyal to the org. How about yourselves? #tchatprettypinkponies
A1: Expressing the season’s sharing spirit is a great way to bring artificial barrier btw work and life down #tchatSusan Mazza
A1: It should matter because happy, engaged employees greatly impact the bottom line and the stakeholders investment #tchatKathy Herndon, GPHR
Agree if we include 12 months 2 MT @RRojo619: A1: Should matter, if employees R content and feel appreciated theyre more productive. #TchatLisa Fields
A1: The companies that get it right don’t wait until the holidays to share the spirit of giving and good will. #TChatTalent Generation
A1: Well, no one really likes a grinch! #tchatEarly Careerists
A1: I think it most important for corps to culturally match with stakeholders, so depends on stakeholders. Yes in USA at least. #tchatJanis Stacy
A1 Of course stakeholders should. If we connect Social Responsibility & the Bottom Line they’ll care. #TChatMelissa Lamson
A1. Expressing a sharing spirit happens individually, in teams, departments, across organizations, with customers. #tchatMichael Clark
A1: It matters to me, baby. Merry Frickin’ Christmas. #TChatKevin W. Grossman
A1: Sharing and celebration is always good for the soul – it fuels the kind of passion that sources the extraordinary #tchatSusan Mazza
A1: What matters to customers/clients should matter to the stakeholders…and customers/clients value sharing ALL YEAR #TChatNancy Barry-Jansson
A1: Not so much in some of the orgs I’ve worked for. It was have a mug, some candy & get back to work #tchatAlli Polin
A1: Should matter, if employees are content and feel appreciated they’re more productive. #TChatRobert Rojo
A1. It should matter stakeholders help mold and shape org culture and cultural sensitivity and tolerance is part of the season #tchatChris Fields, MLHR
MT @gingerconsult: A1: The holidays are a chance to show an org is human but it shouldnt just happen during the holiday… #tchatJennifer King
A1. Expression of the season’s sharing spirit is an individual choice moment-to-moment (just like the rest of the
year.) #tchatMichael Clark
A1: Depends on how the organization shows their appreciation. If you send me a Holiday Card Fake Signature~Save your $$$ #TchatLisa Fields
A1 It would hope it matters; if I’m a stakeholder in an org, I hope I am because our ‘philosophies’ jive #TChatClaire Crossley
A1. random or planned events (holiday related or not) can just increase engagement throughout the organization as a whole #tchatAshley Lauren Perez
A1 meh…”We wish all Goodwill and a Happy Holidays” – then they mess with ya the next 11 months #tchat’Steve Levy
A1)Great leaders know the true value of sharing (all times of the year)..this means stakeholders. Yes it should certainly matter now. #tchatRed Zone Resources
A1) You can get to know a lot about a company’s culture during the holiday season #justsayin #TChatnancyrubin
A1 – It sure should, but not limited to just this time of year. Successful biz’s should give back to communities that helped them. #tchatJonathan Barrick
A1. Charity begins at home – in your community! #TChatDave Ryan, SPHR
A1: Many investors support organizations that support their own values. #tchatprettypinkponies
A1. We have internal and external stakeholders in organizations. #tchatMichael Clark
@TalentCulture A1. The only season that should matter to stakeholders are quarterly earnings calls. #TChatMatt Charney
A1: The holidays are a change to show an org is human but it shouldn’t just happen during the holiday – should be year round #tchatJen Olney
A1 It matters ~ showing you are REAL people caring about REAL things #tchatCASUDI
A1. Sharing during the holiday season harms on one, #Tchat 4 that matter it doesn’t hurt anything year round!Dave Ryan, SPHR
A1. Depends upon whom we consider to be stakeholders. #tchatMichael Clark
A1: Yes. It demonstrates to investors who you are and what you value. #Connection #tchatprettypinkponies
A1: I would hope the values of the “holiday season” would be found in an org culture year round. #TChatAndrew Henck
A1 Don’t think it matters unless perhaps the company is doing poorly. #TChatMelissa Lamson
A1 Yes, I think it’s important. Not expressing holiday spirit demonstrates coldness, bordering on egocentricity. #TChatEnzo Guardino
A1: It depends on what the stakeholder gets out of it. #tchatRob McGahen
A1 No, I don’t really think it matters unless perhaps the company is doing poorly. #TChatMelissa Lamson
Q2: Where do #leaders fall short in projecting an image of doing #socialgood during the season or at any time? #TChatMeghan M. Biro
A2. Dear leaders: It’s more about connecting and caring than the $$$ holiday bonus. #tchatMichael Clark
A2 They also fall short when they miss opps to model giving behaviors. #TchatMarla Gottschalk PhD
A2 Orgs fall short if not integrated into vision, strategic direction. Social good culture isn’t formed by one-offs #TChatClaire Crossley
A2. Get it straight: The more you give the more you get, one way or the other. #tchatMichael Clark
A2 Leaders should lead by example – not expect to dictate it down – if they lead the others will follow #TChatPaul Hebert
A2: When you homogenize gratitude it loses its meaning and value — embed in culture not thru a program #tchatSusan Mazza
A2: Let’s face it. Most employees DO not feel valued + do not work in csr focused orgs. This will change-big orgs can model the way #tchatIrene Becker
Another reason why I left a corp job. “@TomBolt: A2: If employees feel like somebody is “keeping score”, leadership has failed. #TChat”billallemon
A2: We have enough problems evaluating employee performance in a timely manner much less add arbitrary “social conscience” measure #TChatTom Bolt
A2. Dear leaders: It’s more about connecting and caring than the $$$ holiday bonus. #tchatMichael Clark
A2: CSR initiatives also speak to employee engagement, constituent engagement and loyalty…they are the way forward #tchatIrene Becker
A2 They also fall short when they miss opps to model giving behaviors. #TchatMarla Gottschalk PhD
A2. Leaders underestimate the power of a positive words, gestures and actions. #tchatMichael Clark
A2: America has always shined at giving! American corporations can now lead the way. CSR speaks to a better future #tchatIrene Becker
A2: Leaders fall short when they promote #socialgood activities but only on employees own time #tchatAlli Polin
A2: They fall short when they latch on to the word “or” in the question. #TChatBrent Skinner
A2. We have a tendency to internalize our positive emotions towards others and externalize our negative reactions towards others. #tchatMichael Clark
A2: In ON Canada volunteerism is now mandated as part of high sch. curriculumn. Wonderful results that extend to orgs too #tchatIrene Becker
A2 An organization’s holiday social good effort should meet tangible & intangible needs. #tchatJoe Sanchez
A2: The delta between what the company does between Jan-Nov shouldn’t be that much smaller than what they do during Dec #TChatPaul Hebert
A2: Leaders fall short when they are the “show horse” rather than the “work horse.” #TChatJon M
A2: If employees feel like somebody is “keeping score” on them, leadership has failed. #TChatTom Bolt
A2: A leader I know started a community giving task force so he could put it in the newsletter. One soup kitchen & done #sad #tchatAlli Polin
#tchat #A2 Leaders fall short when they have competing priorities. Balance is a tough disciplineMichael Leiter
A2: i.e. contributing to causes that support ‘x’ yet have practices that speak to the contrary.re: Agreed. @CareerTips2Go #tchatprettypinkponies
A2: Actions speak louder than words #TChat and I go back to if you are authentic @ReCenterMoment (sip EggNog) people KNOW and FEEL itLori~TranslationLady
A2. When it comes to engaging, sharing, caring, a little goes a long way. #tchatMichael Clark
A2) Fall short every time they ‘try’ to project #socialgood. Heartfelt sentiment is something that you shouldn’t have to ‘try’ to do. #TchatPhil Komarny
A2: Social good has to be genuine or it’s sniffed out a mile away, seasonal or not. #tchat #tchatAlex Theis
A2: Leaders fall short when they do not include volunteering as part of the program just cutting a check doesn’t cut it #tchatJen Olney
A2: I believe that orgs will also start to include more volunteerism, or reward it as part of corp culture ane emp. engagement #tchatIrene Becker
A2 – many leaders are sociopaths – don’t understand the idea of giving without getting – don’t comprehend charity and caring #TChatPaul Hebert
A2. Expand the definition of #socialgood to include kind words, emotional connections and positive choice making. #tchatMichael Clark
A2: Gr8 examples of enterprise contribution yr rnd: @gatesfoundation and many offshoots, initiatives by @dell @ge and many others #tchatIrene Becker
A2 Leaders fall short when their behavior does not match the “spirit” of those within the organization. #TchatMarla Gottschalk PhD
A2: When they don’t do any #socialgood during the holiday season or year round. #TChatKevin W. Grossman
A2: Org’s fail when they try to turn expressions of gratitude into a “program” or only focus on it once a year #tchatSusan Mazza
A2: Actions that don’t align with CSR-related words do more harm to employee engagement than not mentioning it in the first place! #tchatCassie LP
A2) Fall short when there is no follow up to a big corp announcement that “good is being done.” Show results of time, donation, etc. #tchatinTalent Co
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A2 – #Leaders fall short when they focus 2 much on the “bottom line” & 4get that their customers are people, not products! #TChatDr. Antoine D. Moss
A2 Orgs fall short if not integrated into vision, strategic direction. Social good culture isn’t formed by one-offs #TChatClaire Crossley
A2: Leaders need to be authentic in their giving & avoid making it a spectacle. People see through this fast. #tchatEarly Careerists
A2: Many leaders don’t tell the story of why or motivation so the sharing seems mechanical/ political. We believe passionate! #TChatJanis Stacy
A2: Leaders fall short when they do not walk the talk. Some only pay lip service. #tchatDaisy Wright
A2 leaders fail at doing #socialgood if it’s just a once a year thing. It should be a value, not an annual task. #tchatJennifer King
Even if motives are displaced it’s always good to do good. Sometimes actions have to lead our hearts. A2 #tchatJocelyn Aucoin
A2. Leaders fall short by not taking the time to get to know those under their charge, and how these times affect each individual. #tchatChance Casas
A2 I keep thinking “Undercover Boss” – “social good” has little meaning unless there’s a change that folks can see #tchat’Steve Levy
A2. Many leaders (and everyone else) fear the transparency created when we authentically reflect another’s greatness. #tchatMichael Clark
A2: #Leaders fall short in projecting #socialgood when it is only about the #image and #onceayear season
A2: Years ago dozens of my co’s employees bonded over Christmas in April. Leaders & newbies hip to hip #socialgood #tchatAlli Polin
A2: Ask the question: does (fill in the blank w/ the social good effort) meet tangible needs? #TChatAndrew Henck
A2. Is it ok to use EGO and LEADERSHIP in the same sentence? #TChatDave Ryan, SPHR
A2 This year we are giving your Xmas bonus to OUR favorite charity! #tchatCASUDI
A2: Inconsistency. #tchatprettypinkponies
A2: It rings a bit hollow when you only do it once a year instead of all year round, doesn’t it? #tchatRob McGahen
A2)”Portion of proceeds” promotions always make me wonder. Why not just say what the portion is….or give a lump/significant amount. #tchatRed Zone Resources
A2: If you act like the Grinch all year long and only show your heart at the holidays your motives may be questioned #tchatSusan Mazza
@meghanmbiro A2: I think it’s a matter of donating time vs. money. Employees who are encouraged to do volunteer work excel. #TChatCream.hr
A2: They fall short when the employees know they are not sincere! #TChatRobert Rojo
A2: Leaders fall short when they are inconsistent in what they do or words don’t match actions. #TChatJon M
A2: When #socialgood is mandated and is a photo-op for leadership instead of out of the desire to do/give #tchatAlli Polin
A2: Sorry, but I’d hope leaders wouldn’t be “projecting” an image of doing good, but influencing others to live it. #TChatAndrew Henck
A2 – when someone asks what’ #TChatPaul Hebert
A2 Social good has to be Authentic. Cheap, nasty and second-thought celebrating is often too evident. #TChatEnzo Guardino
A2: Leaders fall short when they make it about themselves and not about the cause they support #tchatJen Olney
A2 Projecting an image is called marketing…doing is called being a professional… #tchat’Steve Levy
A2: When they make token efforts at the holiday season to ‘reward’ employees. #tchatRob McGahen
keep the great answers coming & don’t forget to use A1, A2 etc. when responding to the questions! #TChatTalentCulture
A2) Leaders lead by example and not by intention or motivational posters :) #tchatJim Ducharme
Q3: What can #leaders do year ‘round to give credibility to end-of-year, seasonal shows of #socialgood & sharing? #TChatMeghan M. Biro
A3) sounds like doing good is really not as important as being good in a corporate karma sense ;) #tchatJim Ducharme
A3: Making #socialgood a team building project – promote it as a way to bring employees together and do good in the process #tchatJen Olney
A3: Reward and recognize others who give back. #tchatprettypinkponies
re: Agreed. Recognition and rewards. A3: @DarkMatterCon @jmass #Tchatprettypinkponies
A3. We can all do a better job of receiving. Strengthen that. #tchatMichael Clark
A3 – Leaders should be authentic all year long…it should be in their DNA to promote #socialgood regularly. #tchatDr. Antoine D. Moss
A3: I appreciate that my financial advisor asks clients what charities matter to them & gives. Works @ work too #tchatAlli Polin
A3: Organizations don’t have #feelings. #tchatprettypinkponies
A3. You’re all leaders, look how much you’re giving here now without any expectation of return. #tchatMichael Clark
A3: I like it when a company has a charity or social movement that it focuses on throughout the year, instead of just vol around xmas #TChatTheJobChaser
+100 @kathyherndon @Beverly_Davis: A3. Giving at Christmas shows you have holiday spirit. Giving yr around shows u have giving spirit #tchatSusan Mazza
“@AshLaurenPerez A3 why does “social good” have to be so stuffy? don’t make it seem like obligation-make it seem like social occasion #tchatSusan Mazza
A3 the problem with only focusing on #socialgood at this time of year is the need is year round. Needs to be culture #TChatPam Ross
A3: Leadership sets the tone – if leaders aren’t authentically concerned the org won’t be either. #tchatKathy Herndon, GPHR
A3. We can all catch an positive energetic boost during the holidays and end of the year. #tchatMichael Clark
No, not much, I agree! “@ReCenterMoment: A3 Not much worse than insincere emotional expressions of appreciation. #tchat”Claire Crossley
A3: Ask employees what matters to them instead of dictating the only way of giving #socialgood #tchatAlli Polin
A3 leaders need to lead a culture of social good within the workplace and community. @jodysteinhauer does this really well! #TChatPam Ross
A3. Recognize people for recognizing people. #tchatMichael Clark
@pamelamaeross Hi Pam! A3) sharing the message of #social good all year round and recognizing employees who demostrate this. #tchat #tchatJennifer King
A3: Make it possible for people to bring passions to work even if uncomfortable (old org wouldn’t let AIDS Care come speak) #tchatAlli Polin
A3) Greed and short sightedness ultimately erodes everything…history is very clear. #tchatIrene Becker
A3 Not much worse than insincere emotional expressions of appreciation. #tchatMichael Clark
A3) I disagree CSR is an oxymoron. Purpose = Profit. Sustainability is creating value for others. Current recession result of greed #tchatIrene Becker
A3. why does “social good” have to be so stuffy? don’t make it seem like an obligation- make it seem like a social occasion #tchatAshley Lauren Perez
Agreed @ClaireSMBB A3 Leaders/orgs shd celebrate/give in small ways all year long, end the year celebrating all of those & more! #TChatMarcy Field
A3: Three C’s: care, connect, compensate well #tchatAlex Theis
A3: It’s too easy to plaster your logo on collateral. Engage those NPO’s around you, learn their needs + do what you can to meet them #TChatAndrew Henck
A3. Giving at Christmas is shows you have the holiday spirit. Giving year around shows you have a giving spirit. #tchatBeverly Davis
A3: Give (even praise) to those who deserve it all year and giving more at the EOY is icing on the cake #TChatLori~TranslationLady
A3. Too often, the
season’s giving within organizations happens in a one night party with dinner and open bar ( if you’re lucky.) #tchatMichael Clark
A3: Rising to the Challenge Before Us http://bit.ly/LtSwAc America can lead the way in csr. Time to lead forward #tchatIrene Becker
‘@Redzonejobs: A3) Pick a cause, visibly give time, money, etc consistently all yr round culminating in more giving/show real impact #tchatSusan Mazza
A3: Matching contributions to charitable organizations of employee’s choice is a way to encourage doing good and it is not forced. #TChatTom Bolt
A3. invite others to do social good with you- make it a company outting… keep it fun #tchatAshley Lauren Perez
A3 #tchat So much comes down to believing in your values enough to live themMichael Leiter
re: A3: How can an organization demonstrate appreciation for others’ behaviors? @jmass #tchatprettypinkponies
A3 leaders need to BE the moral compass of their group, division, company – it’s binary: Either they are or they aren’t #tchat’Steve Levy
A3) Provide opportunities for employees to volunteer in ways meaningful to them and share ways to participate in corp projects #TChatnancyrubin
A3. set an example and let your employees rise to the occasion #tchatAshley Lauren Perez
A3 – and a questions – how many companies crowdsource their socail resp. with their employees? Cool way to get buy in #TChatPaul Hebert
A3: Encourage employees to give back during the season or year-round. Allow them to take a day to volunteer. #TchatMark Van Baale
A3: Create an internal/external culture + reputation of social engagement + community stakeholders will give you credibility in Dec. #TChatAndrew Henck
A3: Let people talk about their community #socialgood activities at work. It’s not a time sink, it’s a value add #tchatAlli Polin
A3: Empower employees to give back while at work. #tchatKathy Herndon, GPHR
A3: The actualization of change in relation to csr starts with one change done consistently that will + impact the entire sys. #tchatIrene Becker
A3: Scrap phoney United Way campaigns and other fake charity drives for the appearance of good. #TChatTom Bolt
A3: Create opportunities year round for employees to give back to the community and reward their efforts #tchatJen Olney
A3: Leaders can recognize people that give at work and to the community. #tchatAlli Polin
A3: Give time in the hols to cause they’ve given air-and-volunteer time to over the year – consistency, value & authenticity is key! #tchatCassie LP
A3) Leaders should get in the trenches of social giving and not just endorse/deliver the company checks during the year. #TchatinTalent Consulting
A3. If leadership doesn’t create a consistent culture of recognition and caring, employees will not believe #tchatMichael Clark
A3. Set goals at the beginning of the year/ provide updates throughout/ and results toward the end. Consistency #tchatChris Fields, MLHR
A3 Leaders/orgs should celebrate/give in small ways all year long, end the year celebrating all of those and more! #TChatClaire Crossley
A3. Do things quietly & enjoy the personal rewards. Ethics & Integrity r what u do when no one is watching #TchatDave Ryan, SPHR
A3: Taking care of your EMPLOYEES year round is also #socialgood !!! #TChatNancy Barry-Jansson
A3: Leaders can donate their time and invite people to join them #tchatAlli Polin
EVENING all :-) A3 The year end discussions are not interrogations but idea integration #tchatJohn Kosic
A3: Great leaders can know their employees and work with them year round on important social issues. #TChatJanis Stacy
A3: The Q answers itself. Be giving & give thanks all year long; theoretically, u won’t even have 2 @ Christmas. #TChatBrent Skinner
A3: Aren’t there ppl (or deps) that focus on community giving & sharing in most big orgs? Small orgs could do it, too #TChatNancy Barry-Jansson
A3 Quarterly reminders emphasizing a project. #TChatMelissa Lamson
A3) sharing the message of #social good all year round and recognizing employees who demostrate this. #tchatJennifer King
A3) Pick a cause and visibly give time, money, etc to it consistently all year round culminating in more giving & showing real impact #tchatRed Zone Resources
a3: Walk-the-talk all year and people will see you’re genuine during the holidays. #tchatSalary School
A3 – Donate time. If you want to save your big $ giving for the holidays, then donate time & volunteer throughout the year. #tchatJonathan Barrick
A3) sounds like doing good is really not as important as being good in a corporate karma sense ;) #tchatJim Ducharme
A3 – social consciousness must be part of the everyday before it can be highlighted in the season. #TChatPaul Hebert
A3: Leaders should be consistent in their generosity and message. The ‘missionary of the minute’ leader is always pegged as fake. #TChatTom Bolt
A3: Instead of a token year-end effort, make it a year-round thing. #tchatRob McGahen
A3. Leaders must track internal and external #socialgood just as meticulously as the financials. #tchatMichael Clark
A3: Celebrate people who commit acts of social good and sharing for who they are and what they are providing, not just their actions #tchatSusan Mazza
A3 Social good has to be consistent 24/7, and, where & when possible, cover the cultural spectrum. #TChatEnzo Guardino
A3. encourage employees to do #socialgood – maybe even tie them with contests to keep employees motivated to do it on their own #tchatAshley Lauren Perez
A3: Do more than sponsor an event or write a check. Send your folks out of the office during the workday. #TChatAndrew Henck
A3: Be consistent…Always! #tchatEarly Careerists
a3) Delgate responsibility, set main goal with waypoints and recognize and encourage effort. #tchatJim Ducharme
A3: Reward and recognize others who give back. #tchatprettypinkponies
A3 Make sharing and #socialgood an everyday event #tchatCASUDI
A3: Be consistent with social messaging year round. #tchatKathy Herndon, GPHR
A3: Making #socialgood a team building project – promote it as a way to bring employees together and do good in the process #tchatJen Olney
A3. Do the same thing all year that they do at the end of year. #TchatDave Ryan, SPHR
A3 – connect the day-to-day to the seasonal events – make it part of the Corp DNA #TChatPaul Hebert
A3: How about do #socialgood year round? #tchatRob McGahen
A3: Partner with organizations and groups and engage in Social Good efforts throughout the year. #tchatAmy Vernon
A3: Make sure they take care of their employees as well as they take care of themselves. After all, it’s bonus time. #TChatTalent Generation
BOOM! Q4: What are traditional vs. innovative ways for #leaders to express gratitude? What’s a good mix? #socialgood #121212concert #TChatMeghan M. Biro
A4) Pay for employees days off when volunteering time. Encourage social sharing of charitable messages. Neither cost $ to employee #TChatTim McDonald
A4: There are no cute tricks to expressing gratitude, but a few new channels for its delivery. Thank you, tech. #TChatBrent Skinner
A4: Make it personal. Keep it real. Show you care. Let them know they matter. — never about the form, always about the impact #tchatSusan Mazza
A4, time is more valuable than pay (to a degree) #tchatTom Spiglanin
A4. Forget titles and positions, lose your fear of engaging people. #tchatMichael Clark
A4 Nearly 40% of e’ees don’t feel they are recognized enough. Recognition, recognition, recognition. Continuous! #tchatJustin Angsuwat
A4: Give people what THEY want, not just what
YOU want… find out what matters #connect #tchatAlli Polin
A4. Everyone must be given fundamental insights into the cycles and rhythm of human performance. #tchatMichael Clark
A4: Seem traditional was thanks, handshake and a “good job”, now not being layed off is showing “gratitude”. We can do better. #TChatJanis Stacy
A4: Saying I appreciate you should not be reserved for the end of the year.Be genuine & be generous with appreciation #tchatAlli Polin
A4. Choosing to be a positive force is the great equalizer of human performance. #tchatMichael Clark
“@MillennialTweet A4: Recgnze that 1 size does not fit all. Know ur folks- u’ll know how to express gratitude that does them justice. #TChatSusan Mazza
A4. Stop holding yourself back. The moment you see good, speak UP. #tchatMichael Clark
Yes! “@ReCenterMoment: A4. Like great teachers, leaders should always be watching for and recognizing positive performance. #tchat”Erin Colleen Goodell
A4: Seem traditional was thanks, handshake and a “good job”, now it seems not being layed off is the show of “gratitude”. #TChatJanis Stacy
A4. Engage one-to-one, moment-to-moment, in real-time IRL. #tchatMichael Clark
A4: Please preserve the sanctity of “sharing” – and make it a gamification-free zone ;) #tchatExpertus
A4: A good, old fashioned “thank you” always works. #tchatBright.com
A4: Make it personal. Keep it real. Show you care. Let them know they matter. — never about the form, always about the impact #tchatSusan Mazza
A4: Let team members nominate each other for recognition from leadership… a lunch, coffee or time spent w/leader #tchatAlli Polin
A4. Where and how are you concentrating your moment-to-moment attention and energy? #tchatMichael Clark
A4: Recognize that one size does not fit all. Know your folks + you’ll know how to express gratitude that does them justice. #TChatAndrew Henck
A4 All research points to frequent feedback & recognition. New social technologies enable us to do it right! #tchatJustin Angsuwat
A4. What you put your attention on grows. What you remove your attention from shrinks. #tchatMichael Clark
A4. Like great teachers, leaders should always be watching for and recognizing positive performance. #tchatMichael Clark
A4: I went to a catering meeting for our holiday party & gave our fabulous admin @EliseGilmore33 a gift card to the store upon return #TChatLori~TranslationLady
Down with job titles! MT @markvanbaale: A4: dont let ur title make you prideful. Personally thank ur employees. #tchatJocelyn Aucoin
#Tchat A4 Orgs who produce good will in their local community showcase their genuine nature offline: Gratitude is amplified by social mediaALEX BOTTOM
A4: Every ee has a goal, why don’t you find that goal and help them achieve it. #TChat i.e. higher ed, sales, networking, etcRabih Najjar
A4 When planning employee engagement events, see if there’s a link to social good – like volunteering as team at food bank #TChatPam Ross
A4: There’s no formula (i.e., no “right mix”) 2 expressing gratitude. Do it whenever u mean it. Use lotsa channels. #TChatBrent Skinner
A4: Don’t just give $$ – make sure they know why they matter & are appreciated #tchatAlli Polin
A4: I’d assume that “innovative ideas” aren’t widely executed, right? Doesn’t the latter = tradition? #TChatAndrew Henck
A4)Bring those impacted by company volunteerism in to meet those who cared enough to help/contribute. Make it human. #connect #tchatinTalent Consulting
A4: If you’re a CEO or president of a company, don’t let ur title make you prideful. Personally thank ur employees. #TChatMark Van Baale
A4: How do you know you have a good mix? Watch and listen – do people around you incl you feel appreciated? #tchatSusan Mazza
A4: Be mindful of those around you. See how they live/work + what needs they have. Respond accordingly w/ gratitude. #TChatAndrew Henck
A4 – send a note that says “you’ve still got a job” – the anti layoff #TChatPaul Hebert
A4 – Want an innovative way to appreciate? Give them something nostalgic. Connect to childhood. Means you need to learn about them. #TChatJonathan Barrick
A4) Pay for employees days off when volunteering time. Encourage social sharing of charitable messages. Neither cost $ to employee #TChatTim McDonald
A4: Make time for 1×1 time that starts with: I appreciate you because… #tchatAlli Polin
A4: Show up. Be present. #tchatprettypinkponies
A4: Traditionally: a crackin’ Christmas party and a positive outlook on the New Year. #TChatTheJobChaser
A4: The best know that personal touches, handwritten and from the heart leave their mark on others #tchatJen Olney
A4. Leaders must create and engage a strategic plan for becoming a positive force of recognition and #gratitude. #tchatMichael Clark
A4: Don’t know about the mix, but a pat on the back and a ‘thank you’ means a lot to most ppl. #TChatTom Bolt
A4 take a moment and listen observe and respond to those not at shareholder level @tamcdonald @MeghanMBiro #tchatJohn Kosic
A4: Find ways to involve everyone vs. use a committee to “put on a show” #tchatSusan Mazza
A4: Be more original than handing out gift cards – make it personal and leave a lasting impression #tchatJen Olney
A4 Look at all of your partners/vendors. good example – check out @Zoealliance #socialgood #tchatPam Ross
A4: Gratitude should certainly go beyond financial reward #TchatScott M. Hutcheson
A4: I could submit people on my team & their story to the CEO/President & they got a personal note of thanks #tchatAlli Polin
A4: Innovative or not, just make it heartfelt and honest. Appreciation is not just for the holidays. #tchatPhil Komarny
A4) Getting on vid or PA system in office is traditional/tired, as is mass thx email. Leaders GO where emp actually sit and say thx! #tchatRed Zone Resources
A4. The most innovative way for #leadership to give back is to engage-connect-share-care with each and every employee. #tchatMichael Clark
A4 no reason to be fancy but your boss can always write you a nice LinkedIn recommendation -even if it makes u more recruitable #tchat’Steve Levy
A4. Saying Thanks a job well done publicly and privately #TChatDave Ryan, SPHR
A4: A specific thank you for a specific accomplishment – shows the leader is engaged and aware of contributions. #tchatKathy Herndon, GPHR
A4: Authentic expressions of gratitude are as contagious as laughter – use social technology to fuel the contagion #tchatSusan Mazza
A4: Let your “world of work” express its holiday self, within reason of course. I want a “Rock of Ages” Nativity scene on my desk. #TChatKevin W. Grossman
A4: Give options beyond $$. Set boundaries & ask what’s important to them #tchatAlli Polin
A4: Get creative by shining a light on employees. Used to print a cookbook with employee recipes. Sent to every client. #tchat #twoferBryan Chaney
A4 Traditional would be plaques, award ceremonies, ‘an exercise’ imo. Innovative, for me, can be as simple as an unexpected thank you #TChatClaire Crossley
A4: There are no cute tricks to expressing gratitude, but a few new channels for its delivery. Thank you, tech. #TChatBrent Skinner
A4: Does my heart good to see an executive serving at the local food bank! #tchatKathy Herndon, GPHR
A4 Gratitude: Send a email to employee and cc in your +1 – thanking them for specific accomplishments #tchat’Steve
Levy
A4: Meaningful expressions of gratitude opens hearts in any form – traditional or innovative – choose whatever is natural for you #tchatSusan Mazza
#Tchat #121212concert A4 say a heartfelt thank you!alinalara
A4 – just pay it forward – in any way that makes sense #TChatPaul Hebert
A4: Send a thank you note to your staff members family noting how proud they should be. #tchatEarly Careerists
A4) never give your staff fruitcake! #tchatJim Ducharme
A4: “Thank you” never goes out of style. #TChatTalent Generation
A4 – who are we expressing gratitude for? to whom? Emps? Others? Vendors? Clients? the world? #TChatPaul Hebert
A4 Tech and Tradition can mix. Orgs have to demonstrate gratitude in line with normal operating standards & possibly exceed them. #TChatEnzo Guardino
>> Anyone? LOL >> Q5: How is technology helping orgs to express gratitude? What are the pros and cons? #TChatMeghan M. Biro
A5 tech helps spread messages way faster (pro). A con is tech can be overused & become impersonal if not balanced w/ face-to-face! #tchatJeff Waldman
A5. Look at us here now engaging-connecting-supporting across the world. #tchatMichael Clark
A5: Given a choice? Pick up the phone, walk to someone’s desk. Tell them thanks & you matter. Tech is fast, IRL connects #tchatAlli Polin
A5: Beware of over-relying on technology. Make sure u express gratitude in a way that creates meaningful connection #tchatSusan Mazza
A5. Strengthening our capacity to receive, expands our desire to give. #tchatMichael Clark
A5: Good witch/bad witch – social channels amplify stories & msgs of “good” works. But can cross-over to forced/contrived self-promo #tchatExpertus
a5) seen today, email appreciation to a team from VP, copied to all cognizant parties including all team members’ line mgt. #class #tchatTom Spiglanin
A5 a con w/ tech is if it’s used for someone who is not comfortable being recognized publicly – need to fit the channel w/ the person #tchatJeff Waldman
A5: “Technology” has connected me to countless causes, needs and orgs to channel gratitude + support (i.e. @Kiva @WorldVision @IJMHQ) #TChatAndrew Henck
A5: We have the ability to reach out and touch more with the platforms, for that we can all be grateful #tchatJen Olney
A5: A note of thanks on email can be saved & shared easily. CC used well! #tchatAlli Polin
A5 Can develop an online form to nominate other employees. Recognition from fellow employees means a lot to workers. #TchatHeather Rothbauer
A5: Ecards make it easy and cheap… get it? “cheap!” #tchatNeil MacGregor
A5)Overall technology is good but can make the interaction/expressions of gratitude seem less personal. Again..connection is good. #tchatinTalent Consulting
A5) If you’re real tech is your timeline of goodwill through the year. Create a culture page on your site – show em some soul. #tchatJim Ducharme
A5. Oh, the wonderful places we will go united via #tech #tchatMichael Clark
A5: Employee appreciate via #SocialMedia is a great way to recognize good deeds. #tchatKathy Herndon, GPHR
A5: Personal use Tech gifts are cool!! IPad? Also tech helps expand awareness. But showing gratitude needs be personal. #TChatJanis Stacy
A5: Those with smart phones can text donations – but not everyone has a smart phone (newsflash) #TChatNancy Barry-Jansson
A5: Tech can help us express gratitude real-time. On a biz trip & can IM my team member to recognize good I heard about #tchatAlli Polin
A5) network-based technology increases agility to recognize achievement; challenge is keeping it personal, need to be genuine #tchatTom Spiglanin
A5: A nice, simple note of personal thanks from a leader/manager via email to employees can be done w/today’s tech. #TChatMark Van Baale
A5 Some good info like the NYC cop buyt the boots gets sent around the world quickly #TchatDave Ryan, SPHR
A5: Tech makes gratitude easier, but less personal and authentic. #TchatScott M. Hutcheson
A5 tech gives ppl more options to recognize but is only 1 option of many! #tchatJeff Waldman
A5 – tech has made it too easy – reduces the “personal.” Made it efficient at the cost of effective #TChatPaul Hebert
A5) Technology helps gratitude go viral for one thing! :) #tchatRed Zone Resources
A5 tech can help share recognition broadly, publicly – BUT can’t be the only way – doesn’t replace IRL genuine Thank You #TChatPam Ross
A5 tech helps spread messages way faster (pro). A con is tech can be overused & become impersonal if not balanced w/ face-to-face! #tchatJeff Waldman
A5: (insert cliche comment on the “human touch” that is needed) #TChatAndrew Henck
A5. Look at us here now engaging-connecting-supporting across the world. #tchatMichael Clark
A5 Too much tech is distancing Orgs and gratitude has less value than before. Done tastefully, the pros outweigh cons #TChatEnzo Guardino
A5 #Tchat Paper greeting cards thru snail mail are unlikely to be a spam scam but ecards . . .Michael Leiter
A5: #Tech speeds up communication and engagement #tchatKathy Herndon, GPHR
A5: Just more opps to do so. But do tech right, or you’ll be right back @ seeming inauthentic again. #TChatBrent Skinner
A5 Tech flattens an org, but not the holiday spirit. Real comms, and real feelings across the org are made easier by tech. #tchatNeil MacGregor
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-12-13 19:08:382020-05-25 16:01:17Business and the Spirit of Sharing: #TChat Recap
Is it just me, or is the term “employee engagement” rapidly becoming a buzzword – popular as workplace window dressing, and perhaps sexy to say, but lacking in substance? If so, I think it would be a mistake to let the spin doctors snatch it without a good fight. After all, there’s plenty of industrial-strength ammo available for a winning battle.
For example, hundreds of talent-minded professionals came together yesterday for a #TChat session focused on the “what, why and how” of employee engagement. The quantity and quality of interactions demonstrated significant depth, meaning and conviction surrounding this concept. Ideas were both grounded and inspiring – far from buzzword territory. (To see event highlights, watch the Storify slideshow at the end of this post.)
Engagement By The Numbers
But #TChat-ters aren’t the only ones who care about engagement. In a recent Aberdeen Group survey of 1300 global business leaders, employee engagement emerged as one of the top five business priorities. That really shouldn’t be a surprise. After all, engaged employees are productive employees – and productive employees drive business performance.
So, we know that company leaders think engagement counts. But that raises two related questions:
1) Is the term “engagement” universally understood? In a word, no. And that’s a problem, as TalentCulture’s Meghan Biro indicated in a recent Forbes commentary, outlining the “5 Whys” of Employee Engagement.
At best-in-class companies, 72% of employees rate themselves as “highly engaged.” That means, even under the best conditions, almost 30% of the workforce IS NOT highly engaged.
What To Do?
Clearly, there’s room for improvement. That’s where advice from the #TChat archives can help! Taste some of the tidbits I saw in the mix. Then for a deeper dive, check out the Storify slideshow below for full highlights. You’ll walk away with better understanding of engagement’s business value. And you might discover some useful “how to” advice along the way.
“Engagement is 11 words: ‘What do you think?’ ‘How can I help.’ ‘I trust you.'” @ValaAfshar
“…Allow failure (or forgive failure)…As long as there’s growth.” @KevinWGrossman
“Engagement is a global measure. How we do it is individualized. That’s why mgrs are CRITICAL to engagement.” @IncentIntel
“What is NOT engagement? Suggestion boxes, faceless surveys and once-per-year reviews.” @YouTernMark
“I’m not a huge fan of engagement surveys. They are mostly wasted exercise because no real study or follow through.” @afraymond
“Engagement is intellectual, emotional and physical.” @ReCenterMoment
“Engaged leaders pick up the phone when members of their teams call.” @brentskinner
“Engagement is tougher w/distributed teams. Social tools help, but we can’t rely on ‘engagement by osmosis’ anymore” @TalemetryJen
“Engagement=degree to which employees feel invested in & aligned with THEIR day-to-day experience as part of the organization.” @JsarahwatsHR
That’s #TChat. Collective insights from some of the best minds in the talent and HR community – all in one place. Freely available for the taking. The lights are always on at TalentCulture.com, so come on back whenever you need another engagement fix!
Let’s Keep The Conversation Alive
If you joined last night’s forum, which ideas mattered most to you? How will you apply them? Add comments below — or if you blog about engagement let us know by posting a Twitter link with the #TChat hashtag. We’d like to share your ideas with the TalentCulture community here and via @TalentCulture.
Coming Up on #TChat
Join us next week (Wednesday at 7pmET/4pmPT), as we continue to explore the “World of Work.” Look for a full preview next Monday via @TalentCulture and #TChat. Thanks again for your interest and your contributions!
#TChat INSIGHTS: Employee Engagement or Lack Thereof?
Storified by TalentCulture · Wed, Oct 17 2012 23:49:02
My coffee is ready for #tchat http://pic.twitter.com/mTbA5We6gingerconsult
@MeghanMBiro here’s one I took a while ago while trying to work on a research paper. Yum! Margarita! #tchat http://pic.twitter.com/QZ3kLMfGsterling_amanda
#TChat one of my favorite team pics! http://pic.twitter.com/LtAmbYXpMZProhov
Q1: We hear so much about lack of #employeeengagement but what exactly is “engagement” and why? #TChatMeghan M. Biro
A1 Some people simply show up to a job and some jump in to do the work.It’s not all up to positional leaders #tchat We all can lead!Susan Mazza
#tchat A1. engagement is the weak sibling to empowerment.Mary Ann Reilly
A1: Positive contributors to org success,Motivation about the goals, and morally purposeful #TChatNissrine Ghannoum
A1 It may begin w/toxic leadership (what a term!), but engagement is an iterative cycle, can be broken @ many pts. #TChatMiriam Brosseau
A1: Empowerment drives engagement. Great things are possible when everyone is accountable to get things done #tchatAlli Polin
A1. Engagement is talent without training wheels #tchatSalima Nathoo
A1: Engagement happens when the employee and corp have a relationship where both work for each other’s future. #TChatJanis Stacy
A1 Engagement> hierarchy and stuffiness makes for poor engagement. More openess can make work fun & more efficient #TChatEnzo Guardino
A1. Engagement is the motivation to perform and the safety to express ones true self at work #tchatAmanda Sterling
A1: engagement is employee buy in. If they have not bought into the mission/vision…it will be difficult to retain or train them #TChatStewart Pratt
@MeghanMBiro A1. Engagement is people from all levels of an organization interacting and being invested in success. #TChatJason Ebbing
A1: I would define #employeeengagement as aligned organizational purpose: transparent, empowered & measurable. #TchatDavid Kovacovich
A1: Engagement is showing up fully in mind, body and spirit, bringing the best of you to your work #tchatSusan Mazza
A1 Disengagement is ultimately damaging to the ees and the organization. #TChatMarla Gottschalk PhD
A1: Engagement is part immersion & part influence. Employees feel a part of what’s going on, but can also affect what goes on. #tchatTL Frasqueri-Molina
A1. I am glad to hear engagement discussed/considered in the work place, another aspect of the real world we need to educate stds on #tchatGuy Davis
A1: Engaged employees act as if they started your company. #tchatBrent Skinner
a1. Engagement begins inside #tchatMichael Clark
A1 Employee engagement happens when businesses realize that co’s are people; some orgs take longer than others to realize #tchatClaire Crossley
A1: Engaged is being invested in the outcome for the sake of the org’s/team’s success not just for personal gain #tchatSusan Mazza
A1: Employee engagement is basically whether they give a damn or want to go home. Whether their efforts feel worth it. #tchatLisa Haggis
A1 Engaged employees care about other employees and the company they work for. #tchatAl Smith
A1 engagement is treating people like grownups and expecting them to treat you the same #TChatPaul Hebert
A1. Engaged employees feel valued and critical to an organization. #tchatTerri Klass
A1 Engagement is an emotional, values-based alignment. #tchatStephen Abbott
A1) Engagement = community #tchatnancyrubin
A1: Often there is an engagement gap because employees do not understand objectives, or the why behind what they are doing #tchatIrene Becker
A1: We’ve all been insanely busy, but not wanting to be there. #Engagement’s that, but interacting & wanting to be there. #tchatBrent Skinner
A1: Engagement makes people want to hold themselves accountable to being and doing their best #tchatAlli Polin
A1: Engaged employees care just as much about the outcome of the organization as you do. #TChatSpark Hire
A1: Engagement is giving our full attention to our teams and our employees #tchatJen Olney
A1: Engaged by heart&Mind:Loyalty, Saying good things about the org,Striving Innovation,Commitment to quality mission,Motivation #TChatNissrine Ghannoum
A1. Engagement means an alignment with employees feeling authentically connected to an org and its values. #tchatTerri Klass
A1: You’re paying attention, and you’re enjoying that. #tchatBrent Skinner
A1. Great question..its the process of keeping workers connected to the org’s goals, mission and vision. #tchatChris Fields
@JsarahwatsHRA1. Engagement=degree to which employees feel invested in & aligned with THEIR day-to-day experience as part of the .. #TchatSai Krishna D.
#tchat A1 Employee engagement is also about enabling everyone to love their mission enough to play an active role in it.Bruno Coelho
A1: Engagement is allowing others to have a voice, creativity and freedom of expression, and giving them permission to crush it! #tchatSusan Avello
A1 EE demonstrates via behavior, performance & attitude:desire-loyalty-excitement-interest-passion-commitment-enthusiasm 4 job/career #TChatDonna Rogers, SPHR
A1: Meaning I dig my work, my crew and even the mother ship. I’m all in (or mostly). #tchatKevin W. Grossman
a1. Forget professional, personal, internal, external; just engage. #tchatMichael Clark
A1: Employees understanding how their particular task affects the outcome of the business, and keeping them excited about it. #tchatJoshua Barger
#tchat A1 if you truly work as a team each member is so engaged each day or project a different member may emerge as the leader.Sage Bramhall
A1. with college students engagement means activity beyond the classroom, working on campus, volunteering, student orgs, tutoring etc #tchatGuy Davis
A1: Someone who is engaged cares and shows it in everything they do as well as their way of being with others #tchatSusan Mazza
A1 – knowing why i’m here and being able to make an impact #TChatPaul Hebert
A1 Engagement is a people strategy that keeps the right employees engaged in the right position for the long haul #TChatLeAnna J. Carey
A1 Too much focus on buy-in for vision/mission & not enuf on ppl’s daily experience. Engagmnt a daily battle, not 1-time sales pitch #TchatJane Watson
A1: Engagement is connection & passion for the work & org that make people want to go the extra mile #tchatAlli Polin
A1 Engagement is an emotional commitment to your work – #TChatMarla Gottschalk PhD
A1: engagement is going beyond- a feeling of empowerment and pride in what one does. Fuels passion and curiosity #tchatMegan Rene Burkett
A1. intrinsic employee motivation, loyalty and promotion. The higher the engagement the more an ee becomes a magnet for talent #tchatJen PhillipsKirkwood
A1. Engagement=degree to which employees feel invested in & aligned with THEIR day-to-day experience as part of the organization #TchatJane Watson
#tchat A1 Employee engagement is about everyone knowing the reason why they exist and why does it matter.Bruno Coelho
A1: a way to manage talent retention, hold off attrition and boost productivity and job satisfaction << SMILES? #TChatMeghan M. Biro
A1: An engaged
employee is passionate, involved in, and knowledgeable about the business – inside and out of their own realm #tchatJoshua Barger
A1 Engagement is a soft word – many meanings – dependent on context – too easy to gloss over real meaning #TChatPaul Hebert
A1: Engagement is the intangible desire to go “above and beyond” for your work #TChatAlex Raymond
A1: Engaged leaders pick up the phone when members of their teams call. #TChatBrent Skinner
Q2: Is it simply toxic #leadership that affects culture and engagement, or more than that? #TChatMeghan M. Biro
A2 Two kinds of contract: Employment and Psychological. When Psych contract gets broken engagement tanks. #tchatKeith Punches
A2: Hiring ppl that aren’t passionate about what they do, and what you do, affects engagement for all – whether they’re mgmt or not. #tchatBright.com
A2 the trad construct of jobs that separates ppl into “boxes” is antithetical to engaging-shift focus to what connects vs. separates #tchatSusan Mazza
A2: Toxic leaders are usually just lazy. Positive, motivated leaders are not toxic by default #tchatTamera RousseauVesta
a2 It goes beyond toxic leadership. Right people for the right job. Keeping people engaged. Work that is rewarding. #tchatShawn LaCroix
a2. Look people in the eye and communicate. #tchatMichael Clark
A2: It’s not the title that leads, it’s the person and if you are in a position to influence with toxic behavior you spread others #tchatJen Olney
A2: Toxic leaders come in several varieties. The leaders themselves might be the disengaged ones. #tchatBrent Skinner
A2: Folks making it sound like employees are un-empowered, scaredy cats. Toxic leaders are devastating if we let them be. #tchatTL Frasqueri-Molina
a2. Stop trying to tell people not be negative. #tchatMichael Clark
A2 So how hard is it to say – “You matter” – #TChatMarla Gottschalk PhD
A2: Engagement happens in the trenches. Great leaders empower transparency – others stay out of the way and let culture form #tchatDavid Kovacovich
a2. Dear leadership: Please be open and honest, tell employees the truth #tchatMichael Clark
A2. Toxic leaders should be banned from organizations. #tchatTerri Klass
A2—Orgs are as problematic/awesome as their people—but toxic #leadership can spread disease like dirty water if everyone drinks. #TChat (RP)Shawna Kelly
A2 It’s a lack of ability and/or commitment to make sure people know how and why they matter HERE AND NOW #tchatSusan Mazza
A2: When people are connected to clients, colleagues, inspiring work – the damage from a toxic leader is less but not gone #tchatAlli Polin
A2. No, that no the only thing…internal and external forces are kill engagement…hiring practices and compensation packages .#tchatChris Fields
A2 Leaders of culture selfless, they acknowledge that it doesn’t matter who gets the credit, and teach this to their followers. #tchatMark Clements
A2 Toxicity needs to be neutralized at the training stage otherwise the venom grows stronger with age #TChatEnzo Guardino
A2: Toxic #leadership isn’t the only thing which affects culture & engagement but may be enough for killing both. #TChatJanis Stacy
a2. People must learn how to transform toxicity into enhanced engagement, performance and productivity. #tchatMichael Clark
A2 In toxic environments, it’s impossible to challenge orthodoxies – which is a characteristic of healthy organizations #TChatLeAnna J. Carey
A2: The rotten apple in the barrel syndrome. One toxic leader among other leaders can bring the org down. #TChatTom Bolt
A2. Trickle down effect. If the leader cannot even be engaged or positive, how can employees? Lead by example. #TchatLexie Forman Ortiz
A2: A toxic culture is more devastating than a toxic leader. The nearer to the top of the org chart the more harmful to engagement. #TChatTom Bolt
A2. we look up to leaders, it’s never a good sign if your leader isn’t engaged. it’s all about the energy #tchatAshley Lauren Perez
A2 I believe it’s more, you can have great leadership but despite that, a team & peers that suck the life out of you #tchatClaire Crossley
A2: No way! You can make toxic hires too. Used to run large call center. Only takes a few to infect others w/ sinister attitudes. #TChatStephen Van Vreede
A2 A lack of alignment with engagement, organizationally, as well. Rewards, etc. #TChatMarla Gottschalk PhD
A2: Toxic “employeeship” sometimes causes the lack of #engagement. #tchatBrent Skinner
A2: One good leader can’t fix culture and engagement on their own. They need cooperation within the org for any change to stick #tchatRebecca Jo Luke
A2: Any number of factors can break down engagement in the ecosystem that is your culture. Leadership is a big one. #tchatLisa Haggis
A2: I’ve seen how a group of committed, engaged employees overcome toxic leader, so it’s just not the leadership that is influential #tchatTL Frasqueri-Molina
a2. Typically, the higher you climb in an organization, the less likely you are to think you’re wrong about anything. #tchatMichael Clark
A2: Toxic leadership hurts but so does lack of career path, unclear vision, lack of community… #tchatAlli Polin
A2: The expectations of excellence and commitment start at the top #tchatJen Olney
A2. I do think we can have idealized, unrealistic view of engagement. Not possible for everyone, everyday to be engaged. TPS reports? #TchatJane Watson
A2. #Leadership can affect culture but so can toxic employees, I have seen both #tchatGuy Davis
A2: Toxic leaders can certainly derail engagement and the company as a whole, but even good leaders can have disengaged employees. #tchatSabrina Baker
A2: Toxic leadership is the #1 problem in business. Gr8 cultures can’t exist within such environments. #TChatJohn R. Bell
A2: it’s self awareness, it’s being a fit- alignment with the role and culture, it’s stimulating dialogue. Many factors in ee #tchatMegan Rene Burkett
A2 Either toxic leadership, or weak leadership that allows toxic activity within the organization. Either way, it’s about leadership. #tchatStephen Abbott
A2: Toxicity can leech into our engagement supply from all over the frickin’ place. #tchatKevin W. Grossman
A2: It’s toxicity at all, regardless of where it comes from – leadership or folks on the line – we’re all a part of the ecosystem #tchatTL Frasqueri-Molina
A2: The top leaders set the tone and their level of engagement is palatable throughout their organizations. #tchatJen Olney
A2. it plays a part, especially if leadership kills any chances for employees to be engaged on their own #tchatAshley Lauren Perez
a2. I call employee break rooms toxic waste dumps #tchatMichael Clark
a2. Every person must become responsible for toxic words, emotional states and reactions. #tchatMichael Clark
A2. Definitely a big factor, but org structural issues (excess bureaucracy, limited communication/collaboration) major culprits too #TchatJane Watson
A2: Everything moves from the top down. Toxic leaders derail engagement, but ther are other factors also. #tchatIrene Becker
A2: Toxic leadership / toxic coworkers can shrivel employee engagement. If it isn’t pleasant, nobody’s gonna be excited 2 b there! #tchatDawn Rasmussen
A2 engagement is a choice – not a reaction #TChatPaul Hebert
#tchat A2 Leadership is the one thing that affects everything. Leaders help answer the question: why should I put my Heart+Soul into this?Bruno Coelho
A2 leadership only one part of culture- other part is the empls – they have responsibilit
y too #TChatPaul Hebert
A2: Toxic leadership is definitely a huge contributor, as leaders set the tone, but EE apathy can make it spiral out of control #tchatJoshua Barger
A2 Two kinds of contract: Employment and Psychological. When Psych contract gets broken engagement tanks. #tchatKeith Punches
A2 Broken unspoken employment contract between comps and ees created the prob IMHO #TChatPaul Hebert
Q3 Are stretch assignments and risk-taking important to employee engagement? Why or why not? #TChatMeghan M. Biro
@MeghanMBiro #tchat A3: idle hands are the devils playgroundBurke Allen
A3. May depend on who you are classing as employees – all those who work on behalf of an org, or just those on the perm payroll? #tchatBelinda Johnson
A3 if you are there 40+ hours a week you might as well do a good job and help others #tchatShawn LaCroix
A3. Choose stretch assignments in partnership with employee and boss. #tchatTerri Klass
A3: The nine box model has room for risk takers & stretchers but still embraces others that are engaged & contributing #tchatAlli Polin
A3: Yes -your top employees want to continue to grow & it’s to your business’ benefit to let them. Calculated risks are a good thing. #tchatBright.com
A3 Stretchable = Flexible. Employees are like reeds in the wind just don’t blow too hard #tchatEnzo Guardino
A3: Blocking Social Media at work shows lack of trust, = a HUGE engagement killer! It can be so powerful in workplace! #tchatSusan Avello
a3. Engagement and growth are two sides of the same experience #tchatMichael Clark
A3. Stretch assignments made me a better pro, but I have supervised people that could handle nothing beyond the formal job descp, sad #tchatGuy Davis
A3: There is a need to celebrate even small wins, while also modeling and teaching the skill of failing fwd #tchatIrene Becker
A3 Not everyone wants “enriched” work – and that’s ok. #TChatMarla Gottschalk PhD
A3 Yes! Helps gives employees a sense of ownership & builds trust. Employers can see employees full potential as well. #TChatAmy Do
A3 but it’s balance. Do you really WANT to build a cadre of Entrepreneurs? Better lock your IP down (some would say) #tchatKeith Punches
A3 Risk taking is key to growth personally & organizationally – equipping employees w/skills results in engagement #TChatLeAnna J. Carey
A3 stretch goals require a partnership between the person asking and the person doing – when both engage success is inevitable #tChatSusan Mazza
A3: engaging organizational initiatives start with a person and a belief in positive change. No one cares if no one tries. #tchatDavid Kovacovich
A3. Stagnation leads to disengagement. #tchatTerri Klass
A3: Absolutely, challenges at work are an excellent vehicle for personal & professional growth #TChatSean Charles
A3 What doesn’t bend, breaks. (To quote Ani in an unexpected setting…) #TChatMiriam Brosseau
a3. If an employee does not feel like they can stretch and grow, they’re gone. #tchatMichael Clark
A3 if you’re not growing you’re……………………………….. #tchatKeith Punches
A3: A “stretch” assignment would need to mean that you know the #strengths + abilities of your folks. Important thing to remember. #TChatAndrew Henck
A3: Stretch assignments won’t spark a *culture* of engagement org-wide, but they might engage one disengaged employee. #tchatBrent Skinner
A3 How do you find the right stretch assignment for you or your ees? #TChatMarla Gottschalk PhD
A3: Let employees show us what they can do instead of assuming they’re not ready or able #tchatAlli Polin
A3 “stretches” will be viewed with disdain if failures outnumber successes #tchatSteve
A3 stretch assignments are a great way to hold people accountable for being and doing their best #tchat ppl doing great work are engagedSusan Mazza
A3: They’re important to a) employee development which is important to b) employee engagement. If no a), then fire b). #tchatKevin W. Grossman
A3. Risk taking can be just what the doctor ordered if an individual and their boss partner together. #tchatTerri Klass
A3 stretch assignments are first and foremost opportunities to make the entire company better #tchatSteve
A3: it depends on the employee and what is going to help each individual get the best results. #TChatSpark Hire
A3. A stretch assignment helps talent grow into their leadership skin. #tchatSalima Nathoo
A3 It’s always very positive to find out that you can do (be) way more than you ever thought possible ~ stretch & risk > #tchatCASUDI
A3 Huge believer in the stretch assignment – how else to you challenge what you have “under the hood”? #TChatMarla Gottschalk PhD
A3 if I’m not challenged it’s not a good day. #tchatKeith Punches
A3: Risk taking is important in cultures where failure is accepted… otherwise, fear will rule & engagement even lower #tchatAlli Polin
A3: Employees who want to be challenged will accept it, but careful not to impose the assignments – they have to be willing to engage #tchatJen Olney
A3. Stretch assignments can really motivate people to perform at a higher level and grow in their career. #tchatTerri Klass
A3 Any org culture that is focused on learning + growth will encourage + equip folks to take risks (new role/project/etc.). #TChatAndrew Henck
A3. playing it safe is not progression. we are human- we progress. our needs to be engaged change. we need to risk to discover. #tchatAshley Lauren Perez
A3. Yes, in that they’re features of orgs that trust employees, are not overly rigid, place value on employee learning & innovation #TchatJane Watson
A3: Challenging employees to go outside of their comfort zone increases engagement but not tossing in the deep end of the pool 2 swim #TChatTom Bolt
A3: Stretch assignments and risk taking are important for some, not others but does let mgmt know the character of the employee! #TChatJanis Stacy
A3: YES! Employees want to be challenged and grow. Nobody likes dead ends #tchatAlli Polin
A3 Stretching employees that are willing and eager to develop is fantastic. The challenge is stretching complacent employees #tchatShawn LaCroix
A3 risk taking is required for learning and growth – seeing progress is #1 thing for engagement #TChatPaul Hebert
A3: IMO it’s a good indicator of engagement if an EE is willing to go outside their comfort zone for what they believe (the company) #tchatJoshua Barger
A3 stretch assignments signal trust and value #TChatPaul Hebert
Q4: What can employees do to improve their own mindful engagement investment? What about leaders? #TChat #TChatMark Babbitt
A4 want to mindfully engage? get CURIOUS, especially about the people you work with — they are always so much more than u see.#tchatSusan Mazza
a4. Do you know how to show love for someone in a professional manner? #tchatMichael Clark
A4: In addition to offering suggestions outside of your area, taking the initiative and being involved in the project #tchatJoshua Barger
a4. People easily engage with people that care. #tchatMichael Clark
A4: Approach your leader as if he or she is partially a partner. Good leaders will welcome this. #tchatBrent Skinner
a4. Listening demands internal silence. Do you know how to stop thoughts? #tchatMichael Clark
A4: Message to Leaders (especially CEOs): Like life, there’s more to business than just making money. #TchatJohn R. Bell
A4 employees can choose to do work that they enjoy and that matters to them to begin with – don;t just settle for a job #tchatSusan Mazza
A4. constantly ask ma
nagers about opportunities to learn/shadow. They can point you in the right direction #tchatAshley Lauren Perez
A4. leaders need to communicate openly and honestly, the single mom with 3 kids may be as engaged as she can at that point in time #tchatGuy Davis
A4: Leaders must lead from within. …within the team, not outside it. #tchatBrent Skinner
a4. Consciously engage moment-to-moment, day-to-day, week-to-week, year-to-year life-long #tchatMichael Clark
Amen! “@SocialMediaSean: A4: Avoid workplace drama at all costs and invest time in positive relationships #TChat”Miriam Brosseau
A4 it’s easier if you OWN your piece of the process. Find ways to improve it, tinker with doing things better. “Polish your Peace”.. #tchatKeith Punches
A4. don’t let anyone make you feel like you feel like you are stuck. fight to grow and learn- everyday #tchatAshley Lauren Perez
A4: Leaders need to lose the “my way or the highway” mentality & employees need to let their voices be heard #tchatAlli Polin
a4. Learn, practice and experience power tools and real-time strategies for transforming engagement . #tchatMichael Clark
A4 technique: List your EOY goals so you can see them every day and write down each day’s progress towards these #GrowthChart #tchatSteve
A4: Offer solutions not just complaints #tchatJen Olney
A4 Listen. Actively listen. #TchatAmy Do
A4. Keep an open mind and heart. #tchatTerri Klass
A4: Employees can continue their education/learn new skills. Leaders can help them put that to use. #tchatBright.com
A4: Be a 360 degree leader – extend beyond your official title. #tchatKathy Herndon, GPHR
A4: Employees can drive results. Share ideas & solutions. Seek out opportunities. Does require strong #leadership to support #tchatErin Colleen Goodell
A4 Invest in yourself (leader or employee) by continually Learning. #tchatCASUDI
A4. First step for employees is to access if they are in the right position 4growth-if not, seek stretch position #TChatLeAnna J. Carey
A4: Be the wind beneath the wings of the team. Communicate with ALL. Sometimes the cheerleader is responsible for points scored. #tchatBeverly Davis
a4. Effective engagement does not happen by accident or good intentions #tchatMichael Clark
A4: Avoid workplace drama at all costs and invest time in positive relationships #TChatSean Charles
A4. Leaders need to set tone – ask people for their opinions (& listen to what they say); be open to alternate ways of reaching goals #TchatJane Watson
a4. Physical engagement: transforming negative reactions into creative choices, reducing stress and enhancing well being. #tchatMichael Clark
A4. take initiative. try to learn more about the company other than what their role restricts them to. network, innovate, grow. #tchatAshley Lauren Perez
#tchat A4 Just because you’re an employee doesn’t mean you’re not a leader. Who’s leading your Life? Use everything to become ALL you can beBruno Coelho
A4 at some level all employees have to think like consultants-ask “why?” often, practice #LateralThinking, spend time with customers #tchatSteve
A4. Expect more of yourself and meet it before scheduling a meeting with your manager to transfer responsibility. #tchatSalima Nathoo
a4. Emotional engagement: improving how we experience, manage, transform and communicate emotional states. #tchatMichael Clark
A4: Leaders need to ask more questions and wait for answers before filling the silence #tchatAlli Polin
A4: See question #3 — stretch assignments and risk taking. #tchatKevin W. Grossman
A4 employees Be open minded. Leaders should ask questions and listen. A lot. #tchatAl Smith
a4. Intellectual engagement: improving how we think and speak. #tchatMichael Clark
A4: Take accountability for their work,pride in their own individual leadership w/in and be willing to step up when the time presents #tchatJen Olney
a4. Everyone can learn how to effectively engage intellectually, emotionally and physically #tchatMichael Clark
A4 Open up the “engagement” conversation with yourself (then your boss.) #TChatMarla Gottschalk PhD
A4: Make the time for relationships & communication – not just cranking out the work #tchatAlli Polin
A4 if toxic environment shift focus away from pleasing management to just doing the best job YOU can do. #tchatKeith Punches
A4. Leaders need to encourage continual learning for their teams to feel engaged. #tchatTerri Klass
A4. Employees should explore how their role fits into larger org; seek out expert colleagues & learn from them; shake up routine! #TchatJane Watson
A4: Question status quo, be respectful, offer alternatives. #TChatTom Bolt
A4: Focus on personal development regardless of work culture #tchatKathy Herndon, GPHR
A4) Form a support group or start a twitter chat (just kidding….I think) #tchatnancyrubin
A4 take an active role in career and job planning – not wait for reviews and mgrs to tell what to do #TChatPaul Hebert
A4 look at your paycheck…look at the unemployment numbers…look in the mirror #tchatSteve
A4 decide what they want – what they like – where they want to be #TChatPaul Hebert
A4: Practice mindfulness before heading to work. Yes, really. #tchatBrent Skinner
A4. Employees must see learning and growing as a way of work life. #tchatTerri Klass
A4: Asking good questions is a sign of mindful engagement. #TChatAndrew Henck
A4: Employees and leaders are not always different people :) #tchatTL Frasqueri-Molina
A4: Keep lines of communication open. For ideas to be heard you have to listen first… Two way street. #TChatTom Bolt
Q5: How can technology facilitate and improve employee engagement? How can it hurt? #TChat #TChatMark Babbitt
A5: Without tech, there’d be no #TChat. But there’d still be a world of work. :-)Brent Skinner
A5: For this Engineer, Technology IS the biggest reason to be engaged at work! #TChatJanis Stacy
Precisely! @TerriKlass A5. We need to use both technology and relationship building side by side to engage. #tchatErin Colleen Goodell
A5 At this moment I’m using tech as a tool to engage. Love it. Feel connected, free to share. Tech can enhance connection, commitment #tchatExpertus
a5. People detest change and cling to comfort zones, tech is a brave new world changing by the second. #tchatMichael Clark
a5. People are more afraid of being social than understanding how to integrate tech. #tchatMichael Clark
#TChat a5: tech can limit engagement too- leaving some employees feeling overwhelmed and silencedMegan Rene Burkett
A5 Need to use the tool that fits the job- social media, tangible tech, f2f. We have them all at our disposal, must use wisely. #TChatMiriam Brosseau
A5: Saw some Yammer success stories. In my old org? It was quiet… silent… except for HR/Mktg >no engament #tchatAlli Polin
A5: Technology helps geographically dispersed teams remain engaged. That’s all I got on this one tonight. :-( #tchatBrent Skinner
A5 I would MUCH rather have a Fireside or Brown Bag Chat with the CEO than a tech solution. #tchatKeith Punches
When your attention goes to the technology not the people using the technology = watch out ~ A5 #tchatCASUDI
A5 focus on increasing connection and meaning reagardless of the tool or medium – high tech can be high touch too #tchatSusan Mazza
A5.w/o tech i’d feel like i was on an island- we even have contests (this week will be pumpkin carving)-we post pics on internal site #tchatAshley Lauren Perez<
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a5. Organizations will have to create culture and space for employees to fail and learn with customers in real-time #tchatMichael Clark
A5 Technology keeps people networked even across great distances but nothing beats eye to eye think tanking…which engagement needs #tchatEnzo Guardino
A5: a) Transparency b) Transparency ~ Careful technology is a loaded weapon #TChatSean Charles
A5 Technology allows employees near and far to connect. Downfall – focus can be lost when face-to-face due to multi-tasking. #tchatAmy Do
a5. How to effectively engage real-time via teach cannot be taught in an online course, manual or book. #tchatMichael Clark
A5: Tech should not be a place where ideas grow until leaders weigh in & brainstorming dies #tchatAlli Polin
a5. Organizations must train employees how to successfully engage customers real-time, a tremendous challenge. #tchatMichael Clark
A5. We need to use both technology and relationship building side by side to engage. #tchatTerri Klass
A5. Then there’s the ‘Engagement survey’ – can technology, data analysis make it more valuable; impactful to engagement initiatives? #TchatJane Watson
a5. Engaging via tech is a subtle art that is difficult for even the best communicators. #tchatMichael Clark
A5: My org is HUGE! But employees use Yammer to share stories, crowd source solutions – connecting like that using tech is amazing. #tchatTL Frasqueri-Molina
A5. tech helps my company communicate/stay engaged/be involved since most of us work from remote locations #tchatAshley Lauren Perez
A5 TECH Helps w scope & speed (tools) of comm & collab BUT does not replace IRL ~ if U think it does = HURT #tchatCASUDI
#tchat A5 some will use it a a vehicle to learn and produce. Someone very shy may find it easier to engage through technology but can’t hideSage Bramhall
A5: Low tech works miracles too. Remember the handshake and press the flesh. #TChatTom Bolt
A5 There are some great platforms that help facilitate, profile sharing & team building out there. (Jostle) #TChatMarla Gottschalk PhD
A5. tech can present engagement opporunities in a non-threatening way, but can also be impersonal #tchatGuy Davis
A5: Real-time collaboration & building on ideas enhances engagement through tech or not #tchatAlli Polin
a5. People face tremendous challenges communicating IRL, much less engaging via tech #tchatMichael Clark
A5: Technology can be a gr8 (tool)
A5 Used well it can connect, support knowledge sharing, collaboration. Used poorly, it can further insulate employees from each other #TchatJane Watson
A5: Tech offers tools—they only build #engagement as much as leaders/empls are willing to use them to connect, share info & listen. #TChatShawna Kelly
A5: Technology is merely a vehicle to serve our communication, it’s the technology that engages, it’s the people who use it #tchatJen Olney
A5 Excellent online support and capability can be more engaging than a poor supervisor. #TChatIan Welsh
A5: #Technology can bridge time zones, cultures, generations… #tchatKathy Herndon, GPHR
A5: Correct application of technology enhances engagement. Technology for technology’s sake misses the purpose. #TChatTom Bolt
a5. What happens in tech, stays in tech, visible forever. #tchatMichael Clark
A5: If used incorrectly, it could hurt it, but generally speaking I think it’s a great tool to keep everyone involved and connected #tchatJoshua Barger
A5. Technology can open up a world of information and people to each of us. It can be amazing! #tchatTerri Klass
A5: Technology is not the message. It is the vehicle to deliver the message. #TChatTom Bolt
A5 Technology can greatly facilitate engagement by giving employees the best equipment and trust in usage. #TChatIan Welsh
Engage this picture: Post #TChat Sunset, Mission Beach, San Diego, CA http://pic.twitter.com/C2MW4T69Michael Clark
One thing it know is true about the world of work: All business leaders say they want to engage with employees. They know it’s a way to retain talent, hold off attrition, boost productivity and support job satisfaction. However, they don’t know why engagement really matters, because they don’t know really what engagement is.
Most leaders sense that engagement is a soft skill – a skill they don’t have. You’d think that leaders in HR and other disciplines would come with soft skills built into their DNA, but that’s not the case. Many people come to HR from the risk–compliance management spectrum; not all have equal strengths, intuition or training in psychology, motivational leadership or cognitive sciences to count mindfulness as a core skill. Yet this soft skill set is needed to be an expert in employee engagement.
When you’re a direct report—even dotted line—to executive management, you’re dealing with spreadsheets, numbers, percentages and formulas. Engagement is an abstract notion and tough to measure using a formula or process analysis. It’s fine to be analytical: I am; most introverts are. But you also must have antennae up all the time for the nuances of human interchange: the averted glance, the nervous tic, the anxious re-arrangement of articles on a desk, the bold stare with irregular blinks, the pinking of complexion that reveal what a person is really feeling, really thinking. All are cues that tell a state of mind, and all tells for engagement or lack thereof.
This week on #TChat Twitter we’re going to examine employee engagement—i.e., the lack of it, the skills needed for it, the mindful state required to understand the very notion of it. It’s a controversial topic. Some of us are data-driven, and some are emotion-driven. But we all need to discuss, and attempt to understand, what drives employee engagement. So here are this week’s questions:
Q1: We hear so much about lack of employee engagement, but what exactly is “engagement” and why?
Q2: Is it simply toxic leadership that affects culture and engagement, or more than that?
Q3: Are stretch assignments and risk-taking important to employee engagement? Why or why not?
Q4: What can employees do to improve their own mindful engagement investment? What about leaders?
Q5: How can technology facilitate and improve employee engagement? How can it hurt?
Are your pumpkins out on the front step yet? Please join us Wednesday, Oct. 17, from 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are) to explore employee engagement—the roles that leaders and employees alike must fill, and those that employers must be responsible for, as organizations. Peppering our conversation will be discussion of the roles that new (and old) technologies play, as well, in facilitating employee engagement.
I will moderate (look for me @MeghanMBiro). Joining us will be Kevin W. Grossman (@KevinWGrossman), the rest of the #TChat gang and, most importantly, you. Please bring your thoughts, tips and guidance to the show. Perhaps we can, together, learn a bit more about how to foster employee engagement. It’s a worthy topic.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-10-16 12:58:442020-05-22 14:49:20Employee Engagement or Lack Thereof? #TChat Preview
It’s no secret that social media has become a game-changing influence on customer-facing business functions. The immediacy and transparency of social business requires a whole new level of flexibility and responsiveness from marketing and sales. But along with that shift, organizations are feeling an associated pull to integrate social tools and processes into other business functions, as well.
This is both a tremendous challenge and opportunity — with potential to transform every aspect of business life. So naturally, there are profound implications for Human Resources. But as TalentCulture‘s Meghan M. Biro noted in a recent Forbes.com post (5 Ways to Rockstar HR Leadership), common sense can be a powerful guiding principle — especially when innovation is in the air.
This shift isn’t just about socializing HR operations with new technology. At a deeper level, it’s about the cultural shift that HR can choose to model and champion for others. When disruption is a way of business life, resiliency is its closest ally. Therefore, as change becomes the only constant, HR leaders can play a critical role in moving their organizations toward more adaptive, agile cultural norms.
Talent 2.0 — No Turning Back
This was the focus of yesterday’s #TChat discussion “HR Rockstars – Moving at the Speed of Business,” prompting 340 contributors to step into the spotlight and breathe life into the agenda with a nonstop stream of ideas that echoed across Twitter. In only one hour, 2,100 tweets generated 11.7 million impressions. That loud collective voice, scrolling by at breakneck speed, is a living example of social HR rock stars in action!
The hour was marked with many high notes — most of which are captured in the Storify slideshow at the end of this post (see below). So, rather than trying to recap overall sentiment, the smartest way to honor the session might simply be to get out of the way, and let the highlights speak for themselves.
But before I step aside, I’d like to share several items that resonated with me:
“The speed of business is the speed of the slowest decision…” @IncentIntel
Implication: HR serves the larger organization — it does not control pace, flow or direction. However, it can influence those factors. This is where HR can add value, with proactive guidance.
“In a complex work environment, capacity to negotiate agreements & hold each other accountable is key. Speed can’t depend on hierarchy” @SusanMazza
Implication: By forging relationships based on mutual interests and trust, HR can create a framework that decentralizes decision-making, while minimizing friction and inertia.
“The best talent is not looking for work, but they’re social. Successful HR is networking to recruit talent.” @ValaAfshar
Implication: The strongest candidates are already working at the speed of business. HR must keep pace and catch them in that stream — or face the consequences of letting socially adept talent pass by.
Implication: As illustrated in Jesse Lyn’s post about NASA’s Apollo project, “Where” is important, but “Why” is even more vital — especially in complex, uncertain, fast-moving environments.
The Road Ahead – Are We There Yet?
With so many thoughtful, relevant ideas about how to move HR to the next level, I wonder: How many organizations have arrived or are even close to achieving a 2.0 vision? And how long will it take before it becomes a reality for the rest of us?
Let’s Keep the Conversation Alive! If you joined last night’s forum, which ideas were most meaningful for you? How will you apply them? Please tell us! Add comments below — or if you blog about it let us know by posting a Twitter link with the #TChat hashtag. We’d like to share your ideas with the TalentCulture community here and via @TalentCulture.
Coming Up on #TChat
Join us next week (Wednesday at 7pmET/4pmPT), as we dive more deeply into the concept of Employee Engagement. Look for a full preview next Monday via @TalentCulture and #TChat. Thanks again for your interest and your contributions!
Storified by TalentCulture · Wed, Oct 10 2012 20:45:18
TONIGHT! #TChat is jammin at 7pmET. Grab a front-row seat for “#HR Moving Speed of Biz” Qs https://talentculture.wpengine.com/culture/tchat-preview-hr-rock-stars-business-speed/ http://pic.twitter.com/4eXcQoDa @kkruseSocialMediaSean
BOOM! >> Q1: What exactly is the “speed of business” Why do we penalize HR for not moving at it? #TChatMeghan M. Biro
A1 In a lot of corps, HR responds to shortages rather than proactively identifying potential shortcomings.So, slower. #TChatJanis Stacy
A1: Sometimes the speed of business must be tempered, esp when the tools haven’t caught up to the concepts. #tchatSalary School
A1: HR is often an afterthought when key decisions are made #tchatAlli Polin
A1: HR not seen as an asset looked at as overhead and treated accordingly, not kept informed or asked for input. #TChatRobert Rojo
A1. Doesn’t this all boil down to HR getting a ring seat when decisions are made? #tchatTerri Klass
A1 – hr needs to push out admin to the fringes to focus on the core needs of the org… that will increase response/speed #tchatPaul Hebert
@gingerconsult A1: Are HR pegged as being behind the times because they are? or because its perceived? <== BOTH IMO! #tchatCASUDI
A1. Sometimes HR hears about things much later than the rest of the organization. Problem with that. #tchatTerri Klass
A1: Shipping versions avoids news to wait for perfection…which never happens anyway. The business wants that. #tchatBill Cushard
A1 So, what drives HR? Innovation – compliance? Enlighten me… #TChatMarla Gottschalk PhD
A1 Perhaps it’s a perspectives thing. Business focuses on meeting customer needs and HR focuses on the corp itself. #TChatJanis Stacy
A1: HR needs to think more like software developers and product mgrs…and ship services in versions… #tchatBill Cushard
A1: Must blame someone for reason our business is not moving as fast as we say it is. #HR good target #TChatSean Charles
A1: The customer (biz) determines the speed and HR has to understand & adjust. Innovation is an HR competency! #tchatLaTonya Wilkins
A1:How fast the processes are executed, some of which we have no control or say in. #TChatRobert Rojo
#Leaders – Tough to escape? @MRGottschalk: A1 Is it the speed of innovation? What sets the speed? #TChatMeghan M. Biro
A1: HR is often too busy w/admin to focus on #innovation or business change #tchatAlli Polin
A1 – most decisions in business are made on front lines – HR is back at field HQ – can’t keep up if not in the fray no? #tchatPaul Hebert
A1: The speed of business oughtta be the speed of humans, and nothing else. #TChatBrent Skinner
A1. “Speed of Business” the rate at which human potential converts into performance/profit. Orgs focus on outcome before input (HR). #tchatSalima Nathoo
A1: If you don’t move fast enough, you end up like MySpace or AltaVista and you don’t even know what hit you. #tchatBill Cushard
A1. Not sure about penalizing HR, BUT business must keep pace w/market & support systems must keep stride. #tchatSheree Van Vreede
A1 Is it the speed of innovation? What sets the speed? #TChatMarla Gottschalk PhD
Love! And Welcome Ian! @ianclive: A1 Speed of business is illusion – HR has to keep relevant and on time! #TChatMeghan M. Biro
A1 – confusing activity with productivity – speed with responsiveness? #tchatPaul Hebert
A1. HR has to reconsider a lot of things when change occurs: compensation, career paths, job descriptions, culture, etc – its a lot #tchatAshley Lauren Perez
A1. Trying to keep up with all the constant changes but HR can get bogged down in legal junk. #tchatTerri Klass
A1 Speed of business is illusion – HR has to keep relevant and on time! #TChatIan Welsh
A1: speed skills. #tchatBill Cushard
A1: In the past, HR has been too focused on compliance & therefore didn’t move “at the speed of business.” #tchatBob Lehto
A1: The speed of biz is the speed of tech, but why must it be? Would ppl mgmt be better moving @ speed of humans? #tchatBrent Skinner
#TChat – A1 – Speed of your business can be defined by your client/customer needs. In today’s market, you had better be fast.Michael!
A1..the “speed of business” is knowing that if you slow down, competitors behind you will quickly pass you!! #tchatTrevor Acedne
A1. HR might fall behind bc it’s one of the few depts that encompass EVERYTHING and EVERYONE. gotta wait for everyone to be on board #tchatAshley Lauren Perez
A1. Speed that leaders say is needed to support a competitive strategy. HR is rightfully cautious on human commitments. #tchatThinkCEO
A1: Business moves based on a 1000 decisions a day & HR not always kept in the loop until it’s radical change #tchatAlli Polin
A1: To be agile with the market — but, someone’s gotta help watch those messy, pesky humans. #tchatKevin W. Grossman
A1: hr (i think) is oushing hard to move butoften lacks a seat at the table with CXO to get momentum #tchatJen PhillipsKirkwood
A1: Moving ahead of the pack, yet HR gets pegged as being antiquated and behind the times #tchatJen Olney
A1 – speed of business is the speed of the slowest decision – for HR that means many slower depts. impede HR #tchatPaul Hebert
A1: “Speed of business” is instant today. #HR often gets penalized because it’s often a culture of compliance + transactions. #TChatAndrew Henck
A1: Speed of business for HR is “adoption AFTER industry wide verification” (& for good reason). They’ll never be Buzz Lightyear. #tchatKeith Punches
A1) isn’t that code for “doing more with less” after a round of downsizing? #tchatRich Grant
>> Q2: “If it wasn’t for those pesky humans”: Why do we need HR to regulate ourselves? #TChatMeghan M. Biro
A2: “Who” says we need #HR to regulate ourselves? Think about that for a minute. #TChatBrent Skinner
A2: Like the idea in theory, in practice HR would need more power/responsibility in certain inds 2 meet the compliance dept halfway #tchatSunny Shao
I’ve seen HR override mgrs. Haven’t you? MT @shawnlacroix A2 I dislike idea of HR as police/regulators. Ultimately action is from mgr #TChatExpertus
A2: We don’t need #HR to regulate ourselves; we need it to facilitate our “selves.” #TChatBrent Skinner
A2. Maybe HR needs to lead with presence and humanity. The regulations will follow and protect. #tchatTerri Klass
A2: In entrepreneurial companies, don’t have formal HR. Try to lead with good practices, build culture, keep some consistency. #TChatJon M
A2 – is HR in a codependent relationship with management – allowing them to NOT do their job with their employees? #tchatPaul Hebert
A2. HR changes the speed of business execution to the speed of business effectiveness. #tchatThinkCEO
A2 I dislike the idea that HR is the police or regulators. Ultimately any action comes from the manager Employees don’t work for hr #tchatShawn LaCroix
A2. HR helps protect employees from themselves and others. HR helps protect the business from themselves and hot-messed employees #tchatAshley Lauren Perez
A2 HR is needed to regulate as
management will not regulate themselves – a worsening situation! #TChatIan Welsh
A2: HR too often is the voice of reason when biz forgets that the bottom line is people impact #tchatAlli Polin
A2: I think a fear of risk & trend toward #mgmt “taking things off the plate”—once functions are moved, there’s a disconnect. #TChat #HRShawna Kelly
A2: Self-Discipline is not effectively taught in the workplace therefore we must manage it #TChatSean Charles
A2: HR keep the chaos to a minimum and brings process to the workplace #tchatJen Olney
A2. HR establishes the guidelines that keep us from overstepping the line. We’re only human, we make mistakes. #TChatGabrielle Kur
A2 Good point about #HR bringing the “consistency” ingredient (missed who tweeted this?) #tchatCASUDI
A2. Sometimes these regulations help create a foundation to build an innovative workforce for the future. #tchatAshley Lauren Perez
A2 HR have to be the fastest thinkers in a reactive crisis driven environment! As fast as anyone else #TChatIan Welsh
A2: Do we? HR should be measured on employee relations results. More engaged employees=fewer issues. Freedom & seat at table are key #tchatLaTonya Wilkins
A2 HR role should enable not regulate #tchatMorag Barrett
A2: We need an effective people function that we can align ourselves to (culture/values/mission). #TChatAndrew Henck
A2. HR is a special brand of leadership and we need it to regulate business to stay human in practice not on paper. #tchatSalima Nathoo
A2: Hey, it would be great if “HR” could stay focused on attraction, recruiting, hiring, developing and retaining, right? #tchatKevin W. Grossman
A2: HR is often order among chaos! #tchatKiara Robinson
A2: Without the human, wouldn’t HR just be IT? #TChatJanis Stacy
A2. HR helps limit workplace chaos and helps ensure we have a consistent answer when we’re questioned why we do certain things #tchatAshley Lauren Perez
A2: Que The Human League “I’m only human. Of flesh and blood i’m made. Born to make mistakes” #tchatKeith Punches
A2. Honestly- somedays I feel like it’s too regulated but i know that it is this way to ensure everything is fair #tchatAshley Lauren Perez
A2: The muscles between non-HR brains, mouths and fingertips are usually fast-twitch. HR..slow twitch. #tchatKeith Punches
A2. (HR knows that) not everything that can be counted matters, & not everything that matters can be counted. Einstein #tchatThinkCEO
Q3 How can leadership (including HR) help reduce need to self-regulate & create cultures of trust & productivity? #TChatMeghan M. Biro
A3: Hiring, being cognizant about what kinds of people & actions you want in that trusting enviro—then build/remodel accordingly. #TChat #HRShawna Kelly
A3: Have expectations and hold people accountable! #tchatRob McGahen
A3: We need thermostats to efficiently control our energy/heat, do you think Human behavior is easier and may not need regulation? #TChatJanis Stacy
A3: in complex wk envirnmnt capacity to negotiate agreements and hold each other accountable is key – speed cant depend on hierarchy #tchatSusan Mazza
A3: Regulate not too much, not too little, smartly & not myopically. Then, trust the free people market. #tchatBrent Skinner
A3: Lead by example, hold everyone accountable and reward excellence. Be an encourager. #TchatLori~TranslationLady
A3. we’re all adults in the workforce (mostly)- lay down the expectations and let people rise to the occasion- they may WOW you #tchatAshley Lauren Perez
A3: If your people function wants to trust your folks, let them run w/ that bold idea and take a risk. #TChatAndrew Henck
A3: By respecting each individual’s ability to be productive and re-inforcing expectations positively. #tchat #HRTess C. Taylor, PHR
A3: Empower employees to take personal accountability for successes & failures of their team #TChatSean Charles
A3. Publicly align & include HR in strategy initiatives; show the value people play in growth. #tchatThinkCEO
A3: Let the front lines lead too! Everyone plays a part & needs to be accountable #tchatAlli Polin
A3. In a way, don’t we all need a model to look to for an example of what to do/not to do? #tchatGabrielle Kur
#Tchat A3: develop strong practices for #accountability and a culture that facilitates people holding each other accountableSusan Mazza
A3: We **still** need to find ways to measure data and stay human as leaders #TChatMeghan M. Biro
A3. HR needs to be *consistently* taken seriously as a business partner that impacts the bottom line in a positive way. #tchatSalima Nathoo
A3. by giving people the resources, mentoring, feedback, and space to prove their trustworthiness and productivity #tchatAshley Lauren Perez
A3 put ownership of employee issues/decisions on managers. Lead with integrity. #tchatShawn LaCroix
A3 leaders have to start by trusting the employees and themselves to always make the best decisions on their own (walk the talk) #TChatDonna Rogers, SPHR
A3: Throw out the time clock. Ask your people how they work best. Adapt + empower. #TChatAndrew Henck
A3: Social skills and impulse control development from early education on. #tchatKevin W. Grossman
A3 HR professionals should be allowed to show and use their facilitation skills, instead of regulatory. #TChatMelissa Lamson
A3: Being accessible, guiding without dictating – people will rise to meet the expectations of them #tchatAlli Polin
A3. Through consistent, clear, and honest COMMUNICATION across all levels and channels of the organization. #TChat #HR #SocialBusinessSamantha Sallovitz
Bam! @marksalke: A3: By placing trust in empowered people & trusting them to do right thing. People in appropriate roles will excel. #tchatSean Charles
A3: Reward leaders for good people management practices (retention, succession, engagement, etc.) #tchatLaTonya Wilkins
A3: We always need to “self regulate”. Better question(?) “how do we help employees increase their emotional maturity” #tchatKeith Punches
A3 Hire RIGHT in first place with people/individuals that fit & can contribute to culture long term. #tchatCASUDI
A3: By placing trust in empowered people and trusting them to do the right thing. People in appropriate roles will excel. #tchatMark Salke
Model trust by trusting and treating employees like the adults they are. Lead by example. #duh A3 #TChatJocelyn Aucoin
A3. Leadership needs to create a culture of accountability and concern for one another. #tchatTerri Klass
A3: Bold #leadership that is forward thinking and knows they hired people for a reason, equipping them for success. #TChatAndrew Henck
A3: Psychological and workplace simulation screening. What? Don’t look at me that way. #tchatKevin W. Grossman
A3. Is HR considered leadership? #tchatSheree Van Vreede
A3: By setting up guidelines and giving mgrs tools to be effective, HR can facilitate efficient business. #tchatSalary School
A3 – reinforce those doing it right – get rid of those not – pretty simple. Assumes co’s think ppl mgtmnt is a core mgr skill #tchatPaul Hebert
Q4: What metrics should leadership (including HR) focus on to move at the speed of business & why? #TChatMeghan M. Biro
A4 Biometrics – Happy and healthy staff will row the company better than sad, frustrated people. #tchatEnzo Guardino
A4: Sorry, but I think most employees don’t trust HR metric input, so I don’t know how relevant those metrics are. #TChatJanis Stacy
A4- and cros
s aggregate co data with other biz market intelligence to predict trends and proactively change direction of co vision #tchatJen PhillipsKirkwood
A4 Dispute resolution, grievances, litigation, satisfaction data #TChatIan Welsh
A4: Use same business levers and translate to fit HR; apply metrics that are quantifiable and not “HR centric.” #tchatLaTonya Wilkins
A4: The data proves out the results seen in the bottom line that the leadership brings in the intangibles they bring to the table #tchatJen Olney
A4: Whatever is needed in your industry to grow profits and customer satisfaction. #tchatRob McGahen
A4. HR metrics have to tie/translate to EBITDA growth; plenty companies have gone under w/happy employees. #tchatThinkCEO
A4 Cost per lost employee – #TChatMarla Gottschalk PhD
A4 Bottom line(?) resulting from up-tic employees v employee turnover(?) from down-tic employees #tchatCASUDI
A4: When was the last “town hall/office hours” with your CEO? Folks in agile orgs believe in the CEO’s vision + move with them. #TChatAndrew Henck
A4.There’s often an over-dependence by leadership on metrics.Data can be misconstrued+attitude,integrity+commitment are hard2measure #tchatRichard Brody
@brentskinner A4: IMO engagement surveys tell the story but not why the results are the way they are. How do you dig deeper? #tchatAmanda Sterling
A4: Cost per hire, retention, profit per employee #TChatSean Charles
A4 – Retention and increased revenues are key indicators of moving at the speed of business. #tchat #hrTess C. Taylor, PHR
A4: Is there a glimmer of excitement and engagement in the eyes of your team members? An eye test of leadership. #TChatJon M
A4 Creating the conditions for flexible work structures & agile business processes are critical, too! #TCHatMelissa Lamson
A4 – as a manager my only concern was were my staff getting promoted, better or leaving (sometimes that is the best thing) #tchatPaul Hebert
@AlliPolin @MeghanMBiro A4: like your point about staying AND thriving no point having dead weight #tchatAmanda Sterling
A4. Turnover stats are critical and is there a culture of happiness and growth. #tchatTerri Klass
A4: Metrics that help optimize structure and control organization costs, while maximizing productivity =good for HR #tchatSalary School
A4: Engagement metrics prob tell a big story. If they’re down, maybe you’re moving too fast for your talent engage. #tchatBrent Skinner
A4: employee engagement for starters + track new ideas created/submitted by employees. If # is high, they’re on board. #tchatTony Vengrove
A4: Pockets of vol & invol turn over tell a story that matters to the #culture and people #tchatAlli Polin
A4: Another question for your people function: “How supportive were folks w/ the last change initiative?” #TChatAndrew Henck
A4 #Globalexpansion & #global image should be assessed & measured. What are people saying about you around the world? #TChatMelissa Lamson
A4: Retention, years of service and recruitment data are key performance indicators for leadership for HR to review #tchatJen Olney
@KeithPunches A4. How about measuring employee capability progress – e.g. newbie >> rockstar? #tchatBob Lehto
A4: Top line revenue, profit/loss, accounts receivable/payable, cash on hand #TChatSean Charles
A4: Focus on the key performance indicators for your company! Happy employees and happy customers doesn’t hurt either. #tchatKiara Robinson
A4: Although there are tangible items, the intangibles matter, like how engage ppl are & level of innovation happening. #TChatJon M
A4. Retention * Productivity / EBITDA = 1 Big Happy Family #tchatThinkCEO
A4. Progression and performance metrics- we want to retain quality talent- how are we ensuring that they aren’t outgrowing us? #tchatAshley Lauren Perez
A4: Recruiting AND Retention data! Are your employees *staying* and thriving? #TChatMeghan M. Biro
A4 profit, growth and leaders/experts developed/ promoted and/or lost/turned. Cost of bad hire. #tchatShawn LaCroix
A4. All about value creation ultimately, so revenue/employee? #tchatBob Lehto
A4: Skills, competencies … who has them, where are they, how does it match w/future demand #tchatAlli Polin
A4 whatever metrics that are important in that industry – business must partner head to head with HR and vice versa. #TChatDonna Rogers, SPHR
A4: Retention, attrition, average years of service. These will show pockets where HR growth needs to happen. #tchatKeith Punches
A4 – whatever the companies metrics for success are… #tchatPaul Hebert
A4: Metric questions for your people function: What’s your turnover like? When was your last hire? How engaged are your folks? #TChatAndrew Henck
A4. when HR/Leaders hire someone, they should be forward thinking. How could this employee develop and progress in the co? #hiresmart #tchatAshley Lauren Perez
A4. Less metrics, please! #tchatSheree Van Vreede
A4. I think a lot that HR should consider should come straight from the employees- they make the business #tchatAshley Lauren Perez
Q5: Tech only moves @ the speed of biz if humans do too, so what kind of tech helps us meet in the middle? #TChatMeghan M. Biro
A5. Keep it simple, and keep it human. #tchatBob Lehto
A5: You have to give your people something they can actually use effectively, some are just to intimidated by the hi tech tools! #TChatRobert Rojo
@MeghanMBiro A5: Unified Communications including view of availability of SMEs, vdi, collaboration #TchatHope
A5. tech is awesome and efficient but there needs to be some HUMAN to it. otherwise #hrtech will automate us all out of HR jobs :) #tchatAshley Lauren Perez
@TranslationLady A5: Best when it’s a mix of old school and tech. Makes HR uhh, Human and Relating hehe. #TChatJanis Stacy
A5: Lo-tech should be the new hi-tech #tchatJen Olney
A5.the last thing you want to do is frustrate your employees with tech they don’t understand or don’t know how using it benefits them #tchatAshley Lauren Perez
A5: Email reminders for weekly “TalkWalk”—write 3 ?s needing deep thought—then get colleagues away from desks to walk/think together. #TChatShawna Kelly
A5: Focus on tools that invite collaboration, align with business goals and met the needs of the teams. Productivity shd be forefront #tchatJen Olney
A5: @JanisSpirit Great to use what is effective Old School combined with New School = GREAT! #TChatLori~TranslationLady
A5 tools that represent your brand well to internal/external clients. #tchatShawn LaCroix
A5: The right tech fits the org culture but should increase collaboration & real-time info #tchatAlli Polin
A5: A good ol’ fashioned face-to-face hallway conversation that solves a problem or sparks an idea. #TChatJon M
A5. tools that are relevant to the business, the mission, aligned with HR goals, and is user friendly for all people in the biz #tchatAshley Lauren Perez
A5 – telephone #tchatPaul Hebert
A5: Tools that are work with the needs of the business not for the sake of being the latest and greatest fad #tchatJen Olney
A5: Socialize your expectations of the value to be realized from social technology and engagement #TChatMeghan M. Biro
A5 Tech can move faster than anyone to handle a crisis and slower than HR working on a project #TChatIan Welsh
A5: Technology that connects people to customers, to ea
ch other, and to the business. Aligned, efficient, productive…. #TChatJon M
A5. The best tech is low tech: talk to people & listen. That’ll get you moving faster than any spreadsheet or report. #tchatThinkCEO
A5. Social tech because conversation and collective intelligence is the ultimate platform for workplace communication. #tchatSalima Nathoo
A5 Implement the tech that fits the employee focus/needs ~ be flex it changes:-) #tchatCASUDI
A5: Old school tech might help for a start. Business lunches or coffee with employees maybe? #TChatJanis Stacy
A5: Good judgment for balancing tech/people to meet your needs is invaluable. #TChatAndrew Henck
A5 Siri #tchat #lolShawn LaCroix
A5: In order for technology to move @ the speed of business, it must honor the human element #tchat #hrtechTess C. Taylor, PHR
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-10-11 12:07:532020-05-22 14:49:06HR Shifts to the Fast Lane: #TChat Recap
Companies spend a huge chunk of time, marketing investment and human capital in building a brand. For people building personal brands the investment ratios might be different, but for both employer and individual, brand is an asset, a form of intellectual capital. In the HR, talent management and leadership realm we often are first to see fault lines emerging between employers and employees, and what’s becoming apparent is the possibility for conflict between employer and personal brands.
Before it happens — before employers feel cheated by employees building personal brands on the clock, before employers lose followers to employees who feel their brand is more important than the company’s, and before employees feel coerced into the role of brand advocate — it’s time to have an adult discussion about how to create an environment where employer and personal brands can coexist and complement each other.
This week, the TalentCulture community will explore the boundaries separating and areas of overlap between employer and personal brands. We’ll review the essence of employer brand and propose best–practices for promoting and protecting employer brands. As well, we’ll look at how technology has changed the landscape for employee and employer brands alike.
I often don’t think it’s hard to determine when employer brand trumps personal brand, but for some it’s an open question, so we’ll add that to the discussion. My goal is to unearth insight into how personal and employer brands can coexist to mutual benefit. It’s possible, too, that a toxic workplace may be revealed by employees active in social media, so we’ll discuss strategies for identifying bad vibes and containing the damage (and learning from the experience.)
Let’s build our brands! It’s fun.
Here are this week’s questions for the #TChat forum:
Q1: What is the essence of an employer brand?
Q2: How have innovations in technologies altered employees’ relationships with their employers’ brands?
Q3: Which needs the other more, employee personal brands or the employer brand? Why?
Q4: What does it look like when employers’ brands exist dynamically & positively with employees’ personal brands?
Q5: How can leadership right an employer brand when employees’ personal brands reveal a toxic workplace culture?
We’re happy and honored to have Susan leading the #TChat tweets on Wednesday, Aug. 29, from 7-8pm ET (6-7pm CT, 4-5pm PT, or wherever you are), to talk shop with us about employer brands and personal brands doing the tango.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-08-28 07:58:112020-05-22 14:46:08Employer and Personal Brands Tango: #TChat Preview
If it wasn’t for those pesky, messy, meddling humans, the world of work would actually work flawlessly. We’d work together happily and collaboratively, without deceit, harassment or discrimination. We’d all be accountable and personally responsible and have each other’s backs, we’d have reciprocal respect with our leaders, and reality TV would not be a reality.
We can dream, can’t we?
Consider this: More than 40 companies paid out more than $60 million in settlements or unfavorable court judgments after the EEOC brought systemic discrimination cases in 2011. But there are those who say this kind of law enforcement hampers business growth with burdensome regulations and policies.
Right. And lest we forget the true reality TV of a group of really smart people who wiped billions of financial assets off the face of the earth only a few years ago. My point is that accountability isn’t baked into our DNA, but basic survival is, and unfortunately we’ll do everything we can to fire the pleasure centers in our brains. Screw the pain, baby. Nobody wants that. This is why so much neuroscience research of late shows us why good people make really crappy decisions.
Like hitting on your new employee because she’s been so friendly to you and it feels good to do it. Or leaving racist notes in your co-worker’s locker because you feel he’s been getting preferential treatment, and it feels good to do it.
This is why we have formal onboarding processes in business. This is why we assess and why we screen backgrounds. This is why we throw the employee handbook at employees. This is why we have rules and regulations. This is why we have social media policies. This is why we have sexual harassment and discrimination seminars and workshops and acknowledgement forms to sign off on (and that really don’t help anyway, but it feels good to do it).
I really wish it didn’t have to be this way, that we could onboard employees in companies big and small more freely and effectively, applying agile development techniques, buddy and mentor programs, business cross-training and immediate immersion into the workplace culture that promotes connection, communication, collaboration and business success.
It’s too bad, because it feels so good to do all of the above. And no amount of technology efficiencies make the bad behavior any better (and sometimes not even the good). Thankfully there are those business leaders, HR and recruiting practitioners, and individual contributors who work tirelessly every day to make the bad better.
Amen for those pesky, messy, meddling humans who make it better at work from day one.
Did anyone miss the preview of yesterday’s #TChat? Click on that link. And thank you, Dr. Marla Gottschalk (@MRGottschalk / The Office Blend), for your splendid guest moderation. The tweets came fast and furiously. Below is a slide show of them. We’ll see you all next week.
#TChat INSIGHTS: The Painful Formalities of Informal Onboarding
Storified by TalentCulture · Wed, Aug 22 2012 21:07:01
RT @SocialMediaSean: Favorite tweet of the week by @DaveTheHRCzar: Shopping Sam’s Club thinking of u http://twitpic.com/al1pcx #Bam #TChatDave Ryan, SPHR
Q1: Data shows that informal learning is the best way to know, so why do we throw the “employee handbook” at folks? #tchatMarla Gottschalk PhD
A1: CYA, handbooks seem to be an easy way for companies to cover themselves. #tchatJen Olney
A1: ‘Because that’s the way we’ve always done it.’ – AKA worst reason ever. #tchatRob McGahen
A1: A navigable format is extremely useful. Some think that people read everything that is sent electronically.#tchatCatherine Chambers
I find biz saying “we are social” yet if U don’t adhere to the strict rules U R out= dont understand social biz :-) A1 #tchatCASUDI
A1: handbooks are the ole standby, comp culture isn’t easily defined. #tchatPlatinum Resource
A1. Org’s need to develop a new on-boarding process to engage employees straight out of the gate. Sets good first impressions. #tchatCdna_OrgDev
A1 Most HB are now online so they can be changed without killing trees. #TChatMary E. Wright
A1. Make it fun, visually appealing, and engaging. Otherwise, your message will be lost bc your employees zoned out. #tchatAshley Lauren Perez
A1: An infographic of the onboarding process would be very cool and fresh. Helps create nice visual aid for reference. #tchatFord Careers
A1: An infographic of the onboarding process would be very cool and fresh. Helps create nice visual aid for reference. #tchatEmilie Mecklenborg
A1 – Trial by fire and hands on learning is always the best approach. We learn when we get our hands dirty and make mistakes. #tchatRutterNetworkingTech
A1: Why do we still have books, period? I jest, but the Siren’s song of formality blunts much employee engagement. #TChatBrent Skinner
A1. Employees need to speak with their boss and mentor before they start. Different philosophy #tchatTerri Klass
A1 Someone wrote me about a 600 page handbook. Really? #tchatMarla Gottschalk PhD
A1: they get really interesting when Contractor and FTE manuals get blended #tchatKeith Punches
A1. The onboarding process has to begin way before the first day. #tchatTerri Klass
A1: Lack resources. Handbook should act as just a guide for a proper onboarding employee development program #TChatSean Charles
A1 The culture of the organization should be reflected in all onboarding materials. Missed opportunities… #tchatMarla Gottschalk PhD
A1 A Handbook is an attempt to proactively create a record of what we hope was done in a particular instance. #TChatMary E. Wright
A1: Information is often times outdated if not maintained, informal helps fill in the gaps from updates and revisions. #tchatFord Careers
A1: Information is often times outdated if not maintained, informal helps fill in the gaps from updates and revisions. #tchatEmilie Mecklenborg
A1 How many of your companies have the “handbook” in searchable on-line form? #tchatSteve Woodruff
A1: Good for establishing a foundation but are often subjective & has generalities that informal discussion helps interpret #tchatFord Careers
A1: Good for establishing a foundation but are often subjective & has generalities that informal discussion helps interpret #tchatEmilie Mecklenborg
@RemoteEmploy I agree with that A1 #tchat. We do have to CYA but balance is important as well.Lori King
A1 Consistency. Consistency in application of expectations, benefits and discipline. #TChatMary E. Wright
A1 Valve took a different view of the standard employee handbook! Amazing… #tchatMarla Gottschalk PhD
A1: An employee handbook should be available in an MP3 format and used in conjunction with other learning & communication tools.#tchatCatherine Chambers
A1. I think the employee handbook should be given to the new hires before they start to get basics out of the way. #tchatTerri Klass
A1: It’s larger companies that struggle with agile employee development, but it feels like a renaissance is coming… #tchatKevin W. Grossman
A1 My personal biggest gripe with HR handbook is that it does not account for level of employee Nor their functional job or Team #tchatObjectiveli
A1. EE’s can get the handbook to “cover our arses” to read on their own time. Onboarding can be completely different. #TChatSabrina Baker
A1: Standardization of knowledge. That’s important for building a company culture #tchatYouTern
A1: To put all the employees on the same page #TChatNissrine Ghannoum
A1: CYA, handbooks seem to be an easy way for companies to cover themselves. #tchatJen Olney
A1: Blended learning is best. Formal & informal, static text & visual content.Consult with learning practitioners to get results #tchatCatherine Chambers
A1 Employee handbooks are for liability mostly and probably laziness… #TChatMelissa Lamson
A1 don’t throw book at ’em. Highlight great things about org n how they can navigate.leave the Manual for themTo read n acknowledge #tchatJohn Hudson
A1: Make the #employee handbook FUN at least – Where’s the creativity in the C-Suite? So key….. #TChatMeghan M. Biro
A1: During their “informal training” employees may be exposed to a lot of “its how its always been done” talk – this helps fix that #TChatBarb Buckner
#Tchat A1 Sometimes companies fall back on handbook as the onboarding tool, when in actuality; it’s simply a reference tool.Cyndy Trivella
A1: We expect everyone do their own work. And they should… BUTttttt, they don’t #tchatRayanne
A1: it’s strictly a cover their legal asses (oops! can I say that) but not eff. at all for onboarding – in case something goes wrong #tchatRichard S Pearson
A1 I think structure and data is necessary, informal is key for getting Tacit Knowledge, no handbook has that #tchatObjectiveli
A1: In entrepreneurial companies, the handbook isn’t throw at new employees; new projects are. Better experience! #TChatJon M
A1. It’s easier and faster. The “I’m too busy” excuse certainly plays in onboarding. Plus, who wants to build relationships:) #TChatSabrina Baker
A1: Using the employee handbook as a standalone strategy is fairly common in orgs that do not value people or learning.#tchatCatherine Chambers
A1: to cover our butts! #tchat I think most of the time it’s a formalityCatie Maillard
A1: Some employers still have not grasped the power of social media and its immediacy to interact with employees. #tchatRobert Rojo
A1. We aren’t prepared to offer an alternative process and worried about policies. #tchatTerri Klass
A1 Quicker/easier to just give out handbook? (& old habits die hard) #tchat #workplace #HRGood Business
A1. Employee handbooks are like grilled cheese. Comfort food of the onboarding process. #tchatJocelyn Aucoin
#Tchat A1 The handbook must contain pertinent information on company “Do’s & Don’ts” It should not be distributed as “here read this.” #failCyndy Trivella
A1: For all the company’s policy and regulatory reads that are required. #tchatMelissa Bowden
A1: to cover legal “booty” as long as it’s in writing, shoved at them, can’t be held l
iable. yawn. missed opportunity for engagement #tchatPlatinum Resource
A1: Employee Handbooks help give a consistent message which supports the informal delivery. #tchatFord Careers
A1: Employee Handbooks help give a consistent message which supports the informal delivery. #tchatEmilie Mecklenborg
A1: Employees still need to know guidelines and limits…informal training comes from the job itself – that’s more policy #TChatBarb Buckner
A1: I let them review/sign off on the handbook on their own time. To mitigate some legal risks, I do touch on a few key policies #tchatJoshua Barger
#Tchat A1 Lots of available data 2 support generational differences 4 how ppl prefer 2 receive instructions i.e., technology vs. classroom.Cyndy Trivella
@MRGottschalk A1: in some industries: Compliance. Must show that xyz info has been “imparted” #tchatSteve Woodruff
A1: It is a necessity to cover some policies/procedures if it is possible that failing to abide by them could disrupt the work flow #tchatBright.com
A1: To mitigate the risk of an employee saying they weren’t told some random policy or rule, since they were given the handbook #TChatJess ‘Babs’ Bahr
A1 Lawyers #TchatDave Ryan, SPHR
A1: Too much of a CYA culture, that’s why we default to handbooks instead of relying on common sense #TChatAlex Raymond
#Tchat A1 Sometimes companies don’t take employee preferences into consideration for how individuals prefer training and learning opptys.Cyndy Trivella
A1. Probably so HR feels that they covered their bases by “letting employees know the no-nos” on policies/procedures #tchatAshley Lauren Perez
A1: Because “that’s the way we’ve always done it…” And we are lazy… #tchatRayanne
Q2: How do we embed the behind-the-scenes, impromptu workplace cultural experiences into the onboarding process? #tchatMarla Gottschalk PhD
Awesome. For sure. Let’s expand on @swoodruff: A2: Storytelling is one great avenue #tchatMeghan M. Biro
A2 A co’s “About Us” website link should also provide the co’s history & its *lineage* communicated via rich multimedia. #TchatJoe Sanchez
A2: Got me! There’s always downtime during on-boarding, people need a break & well-thought out reading material can fill a void. #tchatSteve Sisko
VERY Geeky #Culture +1 @jobhunt411: A2 how about QR codes that take you to video snippets, Q&A, etc.? Geeky I know.. #TChatculture_jammer
A2. Preboard them; assign a motivated sponsor from the time they hear “you are hired.” The sponsor interacts and answers questions. #TChatClark Wells
A2 Taught cooking class, ran video of bag of flour dropped & exploding on me. Laugh at self-expose mistakes-humanity shows culture. #TChatMary E. Wright
MT @prgwest A2 group lunches..are a great way to show culture & easy to include newbies #tchat < The power of "breaking bread!"Joe Sanchez
A2: Handbooks should be tailored to each business & Culture. One size doesn’t fit all #tchatNissrine Ghannoum
A2 Interview current employees on a video about job satisfaction and culture. #TChatMary E. Wright
A2: Zen approach may be in order. Identify where impromptu moments take place & make room for them; don’t formalize. #TChatBrent Skinner
A2: Try to stuff them with history and perspective (from top and bottom staff) of last 12-18 months (unless that’s a bad idea) #tchatSteve Sisko
A2: group lunches, traditions are a great way to show culture and easy to include newbies (who’ll think work is a pretty cool place) #tchatPlatinum Resource
BOOM @gingerconsult @JessaBahr: A2 Embed them with different folks from different departments and functions #TChatTalentCulture
A2: Show them where to find things on the intranet that are the FAQs and “how to’s” for the company. #tchatFord Careers
A2: Show them where to find things on the intranet that are the FAQs and “how to’s” for the company. #tchatEmilie Mecklenborg
A2. Depending on your hiring process, they may already have a good idea of culture. #TChatSabrina Baker
A2 Embed them with different folks from different departments and functions #TChatJess ‘Babs’ Bahr
A2: By just getting out there and talking with those in the know, and learning firsthand. #tchatRob McGahen
A2: New employees are nervous enough on their first day – set the right tone by introducing them & letting them mingle to learn #TChatBarb Buckner
A2: One way we want to improve onboarding is letting employees exchange workplace tips (ie, best cafe nearby) before they come on. #tchatTeamalaya
A2 Onboarding also important as your ees move through the organization – critical. This does impact performance. #tchatMarla Gottschalk PhD
A2 – get them out to lunch w/ rest of staff to make them feel part of the org. to informally meet the others #tchatRichard S Pearson
A2: Seems stodgy but give a slew of “CEO Letters to staff,” Award Announcements, & other ‘info material’ ready to read on downtime. #tchatSteve Sisko
VERY Geeky #Culture +1 @jobhunt411: A2 how about QR codes that take you to video snippets, Q&A, etc.? Geeky I know.. #TChatMeghan M. Biro
A2: Start off right with introducing them to the group. Make sure they have the tools needed to start, ie. logins, PC, laptop, etc. #tchatFord Careers
A2: Start off right with introducing them to the group. Make sure they have the tools needed to start, ie. logins, PC, laptop, etc. #tchatEmilie Mecklenborg
MRT @CyndyTrivella: A2 Communication is at the heart of every GR8 onboarding program. Unfortunately, many dont have GR8 com skills. #TChatBarb Buckner
A2 how about QR codes that take you to video snippets, Q&A, etc.? Geeky I know.. #tchatKeith Punches
A2: First impressions are lasting ones…and they actually have monetary value! #tchatEarly Careerists
#Tchat A2 Communication is at the heart of every GR8 onboarding program. Unfortunately, many ppl don’t have GR8 communication skills.Cyndy Trivella
A2 culture can’t be covered in a day. Don’t try to push that or accomplish that. They will get a good sense when back w/ their team #tchatJohn Hudson
Yes-Stay HUMAN @viralheat Why? @TerriKlass: A2. Worst thing is for new hire to not connect with the boss in the first day. #TChatMeghan M. Biro
A2: I’ve also heard that at Nordstrom, the employee handbook is 75 words. It fits on a 8 by 5 inch card. #tchatCatherine Chambers
A2 How about a 2 or 3 minute video of snaps from events, presentations, meetings? #TChatMary E. Wright
A2: For new employees could be done during initial orientation/ in-processing for existing employees during annual briefings. #tchatRobert Rojo
A2 I am still struggling to figure out how to embed a new employee in anything? #TchatDave Ryan, SPHR
A2: Onboarding doesn’t stop after the presentation, it’s how you introduce them to the co., give them the tour, & show how they fit #tchatJoshua Barger
A2: to provide a buddy or mentor that the new employee can engage with. #tchatMelissa Bowden
A2: Onboarding sets the tone for the candidate’s experience – part of their first impression. Great opp to show company culture. #tchatFord Careers
A2: Onboarding sets the tone for the candidate’s experience – part of their first impression. Great opp to show company culture. #tchatEmilie Mecklenborg
A2: Embed with team members. We had new emps sit down w/key members for 1on1 meetings on day one for download of info #tchatJen Olney
#Tchat A2 Providing new employee with access to various corporate communication vehicles is essential for pr
oper integration.Cyndy Trivella
A2 How about setting up a special chat on Twitter for all the folks in the new person’s department? #TChatMary E. Wright
A2. Worst thing is for new hire to not connect with the boss in the first day. #tchatTerri Klass
A2. Employee talking about positive experiences can be a subtle way to display good culture. #tchatCdna_OrgDev
A2: At Southwest airlines, management staff perform humorous orientation skits. A positive mood will enhance learning & retention #tchatCatherine Chambers
A2 We should get rid of or make the behind-the-scenes culture transparent, the clients who’ve done that have really succeeded #TChatMelissa Lamson
A2 – Like DrJ says you’ve got to involve humans – start a mentoring process. Assign a “buddy” to walk with them thru the onboarding #tchatRichard S Pearson
A2 The “social” or any culture should be part of the CO DNA & deffinitely reflected +++ in the “onboarding” process #tchatCASUDI
A2: make sure ppl understand the culture, get outside & internal feedback. find a way to make it actionable for all to participate #tchatPlatinum Resource
A2: Company’s social media can help describe the onboarding process and make it more interactive, ie. Yammer, etc. #tchatFord Careers
A2: Company’s social media can help describe the onboarding process and make it more interactive, ie. Yammer, etc. #tchatEmilie Mecklenborg
A2. Create behind-the-scenes, impromptu workplace setting. #tchatSheree Van Vreede
A2: through informal initiation rituals-welcome breakfast, new employee project (blog post, video, or other creation) etc. #tchatCatie Maillard
A2. Allow your new employees to meet current employees that seem to OOZE conviction of their love of the company. #tchatAshley Lauren Perez
A2 Assign a transitional culture “mentor”. Helps with info about company language, politics, etc. #tchatMarla Gottschalk PhD
#Tchat A2 Hiring mgr. should host a lunch or b’fast for new person so new employee has chance to meet team members and ask questions.Cyndy Trivella
Absolutely! Tell us more Steve > @swoodruff: A2: Storytelling is one great avenue #TChatMeghan M. Biro
A2: Social Video #TChatSean Charles
A2 There is no way to standardize knowledge across say engineering/ R&D and supply chain or accounting #tchatObjectiveli
A2: need to make the whole process more FUN! #TChat why do we have a party when someone leaves, but not when they join?Alex Raymond
A2: Get the new employee integrated into their dept right off the bat…don’t keep them singled out til you go thru the steps #TChatBarb Buckner
A2 every new employee should have a mentor to engage them into culture and company traditions #tchatErin Nemeth
A2: There is only so much BTS culture info you can cover during the formal portion – the tone/voice & the topics discussed can help #tchatBright.com
A2: Storytelling is one great avenue #tchatSteve Woodruff
#Tchat A2 As new employees R brought in, it’s important to expose them to many ppl in first few days so they can begin connecting the dots.Cyndy Trivella
A2 I think thats why Social Media, cannot completely work – as most of it is at the level of teams #tchatObjectiveli
A2 Tacit Knowledge = Teams and Smaller Groups, and not the company/ brand #tchatObjectiveli
Q3: Who’s responsible for cultural acclimation, training & retention at & beyond formal & informal onboarding & why? #tchatMarla Gottschalk PhD
A3: Is it not the entire #leaderships’ responsibility and the company teams’: culture is omnipresent. #tchatLori King
A3: As I always stress with #candidateexperience, be sure internal culture is what you are depicting. No bait/switch with onboarding #tchatSabrina Baker
This!! -> MRT @EmilieMeck: A3: Worst thing you can do: come out w/ bells &whistles &then drop off &leave them feeling abandoned #TChatBarb Buckner
A3. The supervisor is closest to the new employee and can make the biggest impact. #TChatClark Wells
A3: Worst thing you can do is initially come out with bells and whistles and then drop off and leave them feeling abandoned #tchatFord Careers
A3: Worst thing you can do is initially come out with bells and whistles and then drop off and leave them feeling abandoned #tchatEmilie Mecklenborg
A3: leaders take the lead, but not always. it can be other mentors who make a difference. Don’t dismiss your impact on others #tchatPlatinum Resource
A3: This is where having passionate and trained employee brand ambassadors come in handy. #TChatSean Charles
A3: Everyone. We all make our workplace a better or worse place to be. #tchatRob McGahen
A3: Well, depends on the company size and structure, but management (that should include #HR), supervisors, peers, mentors… #tchatKevin W. Grossman
@BrentSkinner has a point – A3: employees need to take ownership as well if they wish to grow with the co or promote #TChatBarb Buckner
A3 it is not HR’s job. It is the job of manager & employee? We are not their parents! #tchatInsight72
A3. Ultimately it’s the individual who chooses to adapt their behavior or not. Sometimes you don’t want them to adopt the culture. #tchatDr. John Grinnell
A3: Managers should ensure that staff have access to resources. A personal interest in learning will increase learning opportunities #tchatCatherine Chambers
A3: Anyone that wants to ensure the employee is successful. #tchatSalary School
A3: Onboarding should be equally beneficial to all those involved – not just the new hire – so I say mix it up with all levels. #tchatSteve Sisko
A3: It is leaders who set a tone. #tchatEarly Careerists
A3 Everyone wld b best answer but not realistic. Mentor takes lead. Shld be appointed responsibility. #TChatMary E. Wright
Yep! MT @TerriKlass: A3. There needs to be ownership by everyone to welcome a newbie – formally and informally. Not just #HR. #tchatJocelyn Aucoin
A3. Leaders. #TchatJoe Sanchez
#tchat A3: Since culture is important to all companies, we believe that it is a year round investment to maintain culture.Teamalaya
“@AshLaurenPerez: A3. Everyone. We all play a major part in the company’s culture. #tchat” spot onSasha Taylor
A3 my best exp w onboarding was meet w HR then 1:1 with leaders of each department. Learned a lot. Networked. Not an unknown body #tchatErin Nemeth
A3: Everyone. Because we all have to strive to make the workplace better. #tchatRob McGahen
A3 – In general, it’s the responsibility of those in “charge”, the leaders of the company should always pave the way! #tchatRutterNetworkingTech
A3: It’s a team effort that requires each member to play their role to ensure the onboard is smooth #tchatJen Olney
A3 This heads towards “Talent Communities” yes? All are responsible #tchatKeith Punches
A3 And there should be another onboarding training for experienced hires (managers) #tchatObjectiveli
A3. There needs to be an ownership by everyone to welcome a newbie both formally and informally. Not just HR. #tchatTerri Klass
A3 it ha to be both the line manager & the individual. 50/50% accountability. We don’t employ children? #tchatInsight72
A3: In a culture of learning vs. a culture of training – we are all responsible. Self Mastery is the foundation of a learning org. #tchatCatherine Chambers
A3: Best onboarding is when New Hire can sit w/ someone from each team – gets great understanding of entire process & their role #tchatFord Careers
A3: Best onboarding is when New Hire can sit w/ someone from each team – gets great understanding of entire process &
their role #tchatEmilie Mecklenborg
#tchat A3: We believe that organizations should invest in these, as it saves money long term. (That’s why we built the platform!)Teamalaya
A3: The “responsibility” goes to the manager. Others are important, but there has to be a steering wheel to keep it on track. #TChatTom Bolt
A3 Team leaders should have a role in this – schedule lunches – help them establish networks. #tchatMarla Gottschalk PhD
A3 Onboarding should be part of the level1 training of all managers. #tchatObjectiveli
A3: Devil’s advocate: When does it become just as much the employee’s responsibility? #TChatBrent Skinner
A3: formally = managers, informally = co-workers. It’s a team effort, and family environment. Help each other, don’t just compete #tchatPlatinum Resource
A3: Starts with HR as a base point for the new employee but batton gets passed to their manager to keep up with it as well #TChatBarb Buckner
A3 Everyone has some part in it #TChatJess ‘Babs’ Bahr
A3: The best onboarding I’ve ever participated in involved a little bit of everyone. Started with #HR and moved on from there #TChatSabrina Baker
A3. In a perfect world *Everybody* Culture is a team sport. #TChatSean Charles
A3. Don’t forget to empower new employees with their own onboarding process. Give them the tools to assimilate how the like. #tchatJocelyn Aucoin
A3: Leadership! It’s incumbent on leaders to bring new team members into the fold. #TChatEarly Careerists
A3: Everyone is responsible, it should be the culture of the agency. #tchatRobert Rojo
A3: first responsibility goes to that person’s boss, then colleagues, and other departments etc #tchatPlatinum Resource
#Tchat A3 It’s important for new employee to seek out answers, assistance and request what is needed. They should not expect to be babysat.Cyndy Trivella
A3: The manager should take point and be aware of how the new EE adjusts. I agree though, everyone plays a role in the process #tchatJoshua Barger
A3 HR for consistency in practices. Manager for accountability and performance ratings. All employees for culture engagmnt #tchatErin Nemeth
A3: Sometimes there is a department mentor or someone who the new hire will shadow for first few months. #tchatFord Careers
A3. HR+Departments+Boss+Mentors are all responsible. It takes a village. #tchatTerri Klass
A3. #HR mostly your on boarding buddy, and everyone else (in that order) #TchatDave Ryan, SPHR
A3: Truthfully? Everyone. All it takes is 1 bad experience to sour someone. #tchatBright.com
#Tchat A3 1st responsibility is on the hiring mgr., then everyone else in the company. Think “it takes a village.”Cyndy Trivella
A3. Everyone. We all play a major part in the company’s culture. #tchatAshley Lauren Perez
Q4: When does formal onboarding make the most sense & why? #tchatMarla Gottschalk PhD
“@ShimCode: A4: IMO, spending the 1st day being talked at by an HR drone & going through ‘enrollment crap’ is a total downer! #tchat” +1Sasha Taylor
A4: Mass hires 4 massive projects necessitate formal onboarding component – e.g., new restaurant hiring entire staff. #TChatBrent Skinner
A4: If fun, and aligned with the actual culture of the org (not just the training room) formal f-t-f onboarding can be great #tchatCatherine Chambers
A4: Blended learning works best. Formal onboarding can be engaging. Formal can = consistent message and positive initial experience. #tchatCatherine Chambers
A4. One thing to remember is not to skip onboarding even if things get busy. #tchatTerri Klass
A4: Candidate was hired for their great skills, they’re not incompetent – just new. Give them resources, provide guidance. #tchatEmilie Mecklenborg
A4 – Face to face may not always be necessary, but it should always be considered. Nothing beats face time! #tchatRutterNetworkingTech
A4: Formal to me means “On Purpose”. In that case all our processes should Formal #TChatSean Charles
Good strategy “@EmilieMeck: A4: Should be a mix of formal and informal onboarding. #tchat”Nissrine Ghannoum
A4 I appreciate access to human beings if I am learning a phone or computer system! #tchatMarla Gottschalk PhD
A4. Informal begins at time of hire and continues throughout. Never stop encouraging informal. #tchatTerri Klass
A4: Formal onboarding does not mean list of “thou shalt not” rules. Informational links to intranet can be instructive. #TChatTom Bolt
A4: Always to start. That way the expectations are always made known before bad habits can form. #tchatRob McGahen
A4: Formal should begin during their initial orientation/in-processing, that will set the tone and expectation. #tchatRobert Rojo
A4 Really does depend on the content – sometimes face to face contact is necessary to relay the information… #tchatMarla Gottschalk PhD
A4: IMO, spending the 1st day being talked at by an HR drone & going through ‘enrollment crap’ is a total downer! #tchatSteve Sisko
A4: Always at the start. The informal stuff comes as they learn the culture. #tchatRob McGahen
A4: Probably makes the most sense when there are large groups of new hires and it isn’t possible to give enough personal attention #tchatBright.com
A4 JUST before you start (FORMAL) ~ informal before that & during recruitment & informal once you start = a workable balance #tchatCASUDI
A4: Formal onboarding s/b occurring from the recruitment process until the end of the first year. Informally after that. #tchatSalary School
A4: Structure to on boarding makes what could be an overwhelming chaotic experience seem more orderly #TChatJess ‘Babs’ Bahr
A4 Define “formal onboarding.” #TchatJoe Sanchez
A4 Some key policies Sexual Harassment, Security, Patents, Communicating outside your group, talking to press etc #tchatObjectiveli
A4. Formal on boarding is best used to prevent internal politics reassigning wrong people to a unit undergoing transformation. #tchatDr. John Grinnell
A4: formal on boarding to get the basic rules, regulations etc down. #tchatPlatinum Resource
A4: Extremely structured & controlled environments where each EE must receive the exact same orientation / training. #tchatJoshua Barger
A4: Should be a mix of formal and informal onboarding. Formal gives it structure & consistency while informal gives it personality #tchatFord Careers
A4: Should be a mix of formal and informal onboarding. Formal gives it structure & consistency while informal gives it personality #tchatEmilie Mecklenborg
A4 – when it’s a very structured position, where the new peep could not know what is expected – a formal process is needed. #tchatRichard S Pearson
A4 Without manager buy-in, onboarding programs will fail. HR can create program, but onboarding is responsibility of hiring mgr. #TchatCyndy Trivella
A4: In highly regulated industries. Mandatory coverage of certain points are necessary, but does not have to be death by PowerPoint. #TChatTom Bolt
A4 Formal onboarding is first week of employment. Informal is everything before and after. Recruiting thru one year review #tchatErin Nemeth
A4: During “group” onboarding sessions – easier to get the info across in one swoop (ideally) #TChatBarb Buckner
#Tchat A4 For any onboarding to be successful, company must train management on process and provide all necessary tools and directions.Cyndy Trivella
A4: There should be a structure to orientation, when you are brand new to an org, you need to have a proper introduction 2the company #tchatJen Olney
A4. Formal onboarding is needed for technical information and company pol
icies that all newbies need. #tchatTerri Klass
#Tchat A4 Technically onboarding begins at the interview stage, but the “formal” begins at the acceptance of the offer.Cyndy Trivella
Q5 Culture simply can’t be automated. However, tech could facilitate “meet ups” and other face to face opps. #tchatMarla Gottschalk PhD
A5: Regardless of automated processes, there should always be an informal, human touch to onboarding. Engage the new hire. #tchatFord Careers
True :) @TalentCulture: YUP @mrgottschalk @RRojo619 @nicoleoch A5 Companies have to embrace the #hrtech. Good luck with that one. #tchatRobert Rojo
YUP @mrgottschalk @RRojo619 @nicoleoch A5 Companies have to embrace the #hrtech. Good luck with that one. #tchatTalentCulture
A5: *Some* #hrtech can facilitate communication thru new channel, but #hrtech plays small role @ best in #onboarding. #TChatBrent Skinner
Interesting** @ShimCode: A5: Unless you’re startup (even then,) recommend against developing deep friendships #tchat topic 4 future chat?Meghan M. Biro
“@ilovegarick: A5 Support a culture of #community building. Foster friendships in the work environment #tchat” +1Sasha Taylor
A5: Unless you’re in a startup (even then,) I’d recommend against developing deep friendships and a soul mate. #tchat topic 4 future chat?Steve Sisko
A5. “You’re hired” starts the preboard. Building informal relationship with sponsor. Onboarding continues the process with the team. #TChatClark Wells
A5: Someone, plz stop us from saying #socialmedia as the answer…again. I’m not sure if #hrtech *can* help “informalize” onboarding. #TChatBrent Skinner
A5. Food can be very helpful during the onboarding process. #tchatTerri Klass
A5: Use #HRTech for onboarding EE’s to introduce them to your internal social networks not just the office #TChatSean Charles
A5: Onboarding informal process could be video of employees of various titles and positions talking abt their experiences w/ company #tchatFord Careers
A5: Onboarding informal process could be video of employees of various titles and positions talking abt their experiences w/ company #tchatEmilie Mecklenborg
A5. HR tech needs to be part of the design for onboarding and collaborate with HR and departments and mentors. A “village” #tchatTerri Klass
A5: Videos that explain procedures & provide insight into org. culture They can be shared in advance & enhance face to face sessions #tchatCatherine Chambers
“@NickKellet: A5 Onboarding should be a celebration. A time to take time out & welcome new people. Time to make them feel valued. #tchat”Chris Gabaldon
A5: Until computers have better instincts than humans, we need to be in charge of the process. #tchatRob McGahen
A5: make connecting on #SoMe a game and comp bonding activity. Get ppl moving & really mtg actively, not passively #tchatPlatinum Resource
A5 technology should not replace human interaction. It’s used for compliance and signing bennies etc #tchatErin Nemeth
A5: Automation is great but sorry to say a lot of ppl still do not have access to it and/or don’t want to embrace it! #tchatRobert Rojo
+++1 “@ilovegarick: A5 Support a culture of #community building. Foster friendships in the work environment #tchat”MeeoMiia™
A5 Each employee associated w nu hire ASKS ~ how can we make your onboarding easier & more fun? what can we do 2 help? #tchatCASUDI
A5 Hire to Retire, ATS & Onboarding systems should be connected for flexbible, adaptable, ~relevant~ content / workflows #tchatKeith Punches
#Tchat A5 Technology is not a replacement for the human touch. It’s there to expedite processes, not hinder communication.Cyndy Trivella
A5: This is another need Teamalaya wants to fill. Formal OB is important, but informal gets your new hires comfortable. #tchatTeamalaya
BAM! @emiliemeck A5: Regardless of automated processes, there should always B an informal, human touch to onboarding. Engage new hire #tchatSean Charles
A5: Offer material on company discounts, fun info facts, etc. #tchatFord Careers
A5: Offer material on company discounts, fun info facts, etc. #tchatEmilie Mecklenborg
A5: Simplified web resources & a #SocMed mindset is great, but have a people component also. #tchatSalary School
A5. Try to have someone take the new employee to lunch (and buy) on their first day #TchatDave Ryan, SPHR
A5: informal onboarding using tech can include; VC; Social Media through private groups like Facebook, Jammer, etc #tchatMelissa Bowden
#Tchat A5 Technology should be used to make processes easier. If it doesn’t, it will only frustrate ppl. Often times it’s user error.Cyndy Trivella
A5: Something as basic as communication. Have the mgr interact with the new EE, bring them up to speed, etc., before they start #tchatBright.com
A5: promote connecting through good ole ice breakers! bingo ice breaker anyone? the prize is connecting through #SoMe #tchatPlatinum Resource
A5: Regardless of automated processes, there should always be an informal, human touch to onboarding. Engage the new hire. #tchatFord Careers
A5: Regardless of automated processes, there should always be an informal, human touch to onboarding. Engage the new hire. #tchatEmilie Mecklenborg
A5 Support a culture of #community building. Foster friendships in the work environment #tchatGarick Chan
A5: Reach technology way into the onboarding process and make it part of the pre-hire process #HRTech #TChatAlex Raymond
A5 Onboarding should be a celebration. A time to take time out & welcome new people. Time to make them feel valued. #tchatNick Kellet
Let’s STAY HUMAN +1 @CASUDI: A5 F2F a prirority #tchatMeghan M. Biro
A5 F2F a prirority #tchatCASUDI
@MRGottschalk A5 Companies have to embrace the #hrtech. Good luck with that one. #tchatNicole Och
#Tchat A5 Informal onboarding can begin as soon as interview process, so technology can be vehicle to convey communication to candidates.Cyndy Trivella
A5: amazing #onboarding, #social perf mgmt, #CRM, #chatter or similar internal social + rewards and recognition #tchatJohn T. Lawrence
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-08-23 10:38:032020-05-22 14:45:57Onboarding: It Feels So Good to Make the Bad Better: #TChat Recap
If you ride in on your white unicorn shooting trust arrows and sprinkling culture glitter, are you the magical Chief Culture Officer?
Probably not — someone will call security or dial 911, and you’ll be hauled away quicker than most of your management colleagues can tell you how poorly you’ve been collaborating and knowledge-sharing, both of which contribute to quality workplace cultures.
And, unfortunately, that means HR folks are the not-so-magical professionals in whom management folks usually place responsibility for cultural onboarding – from recruiting, to hiring. to training, to retaining. And yet, according to a recent study by global business consultants The Hackett Group, 79% of executives were dissatisfied with HR’s collaboration and knowledge-sharing.
That was just one of many criticisms of HR, the best of the worst coming from recruiting colleagues who said their HR leaders were kinda okay, but not really. What surprises me about all of this is that organizations have decimated the people management and development budgets of the past five years, with little or no support being given to the growing number of progressive HR leaders and other executives who actually want to better facilitate cultures of trust, sharing, collaboration and learning (sans the unicorn, arrows and glitter).
Most of us in talent acquisition and management know that culture and trust fuel productivity, retention and unified business growth. And even if you don’t buy the culture line, if I don’t have anything beyond short-term affinity, then productivity will wane quickly, killing business growth.
Think about organizations today — the greater cultural ecosystem of the business is made up of full-time employees, part-time employees, flex-time employees, temporary employees, contractors, vendors, service providers, alumni, new applicants — and let’s not forget the customers. This morning on Facebook my friend Bryan Wempen, from DriveThruHR, wrote:
Just pointing out that social networking is powerful; the two way conversation is happening WITH or without you corporate america. American Airlines did a great job today being in the conversation, very nice. I always try to balance my bitchin’ and compliments about 20/80 if possible. Just kidding….LOL
Kidding aside he then shared the Twitter exchange between himself and American Airlines. Today businesses are big, messy melting pots of talent communities that spill over onto one another constantly — true talent communities in every sense of the words, offering professionals and organizations the ability to connect, communicate and collaborate.
All three activities take place not just around employer brands for the sake of branding and marketing, but also around customer service exchanges, relevant learning and developing opportunities for an organization’s entire cultural ecosystem. The bulk of it helps to elevate the 21st-century value of long-tail engagement, learning and all different kinds of growth — again, with cultures of trust fueling productivity, retention and unified business growth.
Let’s give back the tools, resources, the quivers of arrows and, yes, the glitter to the Chief Culture Officers, HR, executive management and anybody and everybody who executes on cultures of trust and fuels team-slash-work learning and loyalty. Again, thank you, Matt Monge, for your guest moderation of this important topic on #TChat. Already, we can barely wait for next week’s #TChat World of Work. Check out the slideshow below of your tweets from yesterday. Did you miss the preview? Go here.
#TCHAT RECAP: THE CHIEF CULTURE OFFICER, ONBOARDING & BEYOND
Storified by TalentCulture · Wed, Aug 15 2012 17:37:58
Snapshot of the #Tchat talk about the CCO today, via @SayZu @MattMonge @MeghanMBiro @Grant27 http://pic.twitter.com/m4tj2XMKAvi Lambert
RT @TalentCulture: .@MattMonge is moderating #TChat today at 7pmET – Who’s excited?! http://pic.twitter.com/i2gkLWyI Preview: http://su.pr/AG6XnVCathryn Perfetti
Q1: What is a Chief Culture Officer? Do they exist? If so, what is their role & why? #tchatMatt Monge
A1: CEO is de facto CCO if nobody else is appointed. Prob spreads that job too thin and disservice to org. #TChatTom Bolt
A1: It must be an incognito role meshed w/ HR Business Partner, etc. I’d like to see that advertised though! #tchatPlatinum Resource
A1 I think the CCO has to exist somewhere in the middle of HR and the C-Suite- The role cannot exclusively belong to one or the other #TChatJanine Truitt
A1 Manage message, inside/out; deep understanding of business mission, product and people; overlay on policy, assure consistency. #TChatMary E. Wright
A1: CEO of Evernote, @plibin says culture is directly tied into how the product is made and used internally #TChatSean Charles
A1 Every company has a CCO but does not necessarily go by that title. #TChatRedge
A1: The CCO bridges creative, IT and finance : the role is a master of finding patterns in the chaos of fast and slow culture #TchatAvi Lambert
A1: A CCO would be somewhat useless without a CEO/Founders and Leaders that embodies the principles/values/etc #tchatGeorge LaRocque
A1: The CCO has to be someone with power and influence. #TchatRobert Rojo
A1. Every employee should also work to keep a positive culture. #TChatInsperity Jobs
#TChat A1: Love what u r doing here. My version of CCO concentrates on culture outside the corp. U r working on culture inside? Combine em?Grant McCracken
A1 Think Google does have a CCO – responsible for various employee-centered programs. #TchatMarla Gottschalk PhD
A1: Jim Senegal, CEO of Costco. Excellent example of CEO and CCO. #TchatCatherine Chambers
Q1: What is a Chief Culture Officer? A1: A person who drives and owns the culture of an organisation, combo of HR and IC #tchatAdobe Careers APAC
A1 Culture is driven from the top – shared values. Positive or negative, it starts with the CEO #tchatMargaret Ruvoldt
A1. Hopefully someone who takes the time to listen to employees at all levels to determine what culture track would work for the co #tchatAshley Lauren Perez
A1: Where there’s culture, there’s someone “chief”ly responsible for it; CCO exists everywhere, officially or not. #TChatBrent Skinner
YOU are the Chief Culture Officer behind everything you say online & off. Take responsibility for your words & actions #tchat a1Garick Chan
a1. Couldn’t anyone in the org be the Cheif Culture Officer? #Tchat #JustSayingDave Ryan, SPHR
A1: Ideally, CCO responsibilities should be shared by all within an org. More of a behaviour than a position. #tchatCatherine Chambers
A1 Judging by the gross injustices that go on in orgs there should be many more CCO’s to make sure orgs are doing right by their EE’s #TChatJanine Truitt
A1: Chief Culture Officer is responsible for setting tone, behaviors and attitudes for the organization #TChatSean Charles
A1. CCO makes sure your cultural “fabric” is strong and helps the company’s culture shift with change. #tchatAshley Lauren Perez
A1. Agreed, the CEO should definitely be the culture champion of the company. #TChatInsperity Jobs
A1 Instigator, facilitator and regulator of the living ecosystem of values, beliefs & behaviours we call org culture #tchatSalima Nathoo
A1: Whilst CCO sounds like the top of the tree; ultimately everyone in an org is a Chief Culture Officer #tchatMelissa Bowden
A1: Culture starts with the CEO/Founders – whether they like it or not. IMO culture should be a concern for leaders in a company #tchatGeorge LaRocque
A1: The individual or collective responsible for recruiting, hiring and retaining, baby. Could be C, VP or D. But better be. #tchatKevin W. Grossman
A1: Chief Culture Officer as a “Vulnerable Visionary” or no? We are still defining! Exciting. #leadership #TChatMeghan M. Biro
A1: CCO do exist, in larger orgs, generally they are the CEO who sets the culture who is the source. #tchatJen Olney
A1. Yes they do exist, I wished more companies realized their importance though. I just spoke to a friend who dealt with bad culture. #tchatAshley Lauren Perez
A1: The culture is set by the person at the top. #tchatRob McGahen
A1: Head of HR should be CCO w/ or w/o that title. Culture is the means by which talent gets business results. #tchatJon Tveten
A1: I think the CEO is the Chief Culture Officer #TChatChina Gorman
Here’s Q2! How should the CCO facilitate and maintain employee connections, communications & collaborations from day 1? #tchatMatt Monge
A2 Think of what you want to say then what you actually tweet. Now apply the same rule to your site. #TChatRedge
A2: On Day One, #leadbyexample loudly & appropriately. Then, engage with & exercise respect for org’s employees. #TChatBrent Skinner
A2: Ensuring that employees feel like their contributions count #tchatAdobe Careers APAC
A2. CCOs should welcome employees that speak up and challenge things. Be willing to consider a change for the better. #tchatAshley Lauren Perez
A2 Culture is multi-dimensional – not always healthy. CCO would have a challenging role. #TchatMarla Gottschalk PhD
A2 There needs to be a directive that the CCO is to report any red flags in the culture no matter what. No politics or smoke screens. #TChatJanine Truitt
A2 I can teach you anything, except culture fit. Find employees who share your values and passion. #tchatMargaret Ruvoldt
A2: Leadership that is open, engaged, passionate, interested, and available will spread culture like wildfire. #tchatMark Salke
A2: Measure and communicate the impact of engagement. Make sure people know how their input has influenced outcomes. #tchatCatherine Chambers
A2 Part of the job might be monitoring the culture for changes in culture “momentum”. #TchatMarla Gottschalk PhD
A2. Hire people that are passionate about your company, culture, and/or product/service. They’ll MAKE and RETAIN positive environment #tchatAshley Lauren Perez
#Tchat A2 Combine social listening with cultural buy-in from the C-Suite 2 enable employees to be social, and respond authentically @Grant27Avi Lambert
A2 CCO’s would support the intended vision& be sure that HR can bring in new employees that would meld with the “vibe”. #TchatMarla Gottschalk PhD
A2 Be present, engage directly (walk & talk), meetings, news letters, web site #TChatRedge
A2. Stick to what you say: vision and mission. Its frustrating and confusing when a co says one thing and then does something else. #tchatAshley Lauren Perez
A2 Hold “real” town halls with the EE’s that are designed to elicit info about the state of affairs in the org. Then take action! #TChatJanine Truitt
A2 Speak with a genuine and original voice. G. Stein praised community with a “There” to it. CCO comm foster community build. #TChatMary E. Wright
A2: Lead by example, actively engage everyday and reward positive behaviors #TChatSean Charles
A2-by deeply understanding the organization and it’s contributors. that, and by being brilliant. #TChatFrank Zupan
A2 I believe the “founder” / top leaders persona and work ethic are integral to the culture – Welch, Gates, Jobs #TChat .Redge
A2: Culture is chiseled out of raw marble of peoples’ collective ambition, innovation and communication. #TChatTom Bolt
A2 Transparency in communicating. Let people make mistakes. Listen, listen, listen. #tchatMargaret Ruvoldt
A2: Facilitate employee engagement – doesn’t need to be formal, informal groups and interactions work best and probably better #tchatJen Olney
@MattMonge A2: Ask for feedback. It is all about communication and it goes both ways. Oh and LISTEN #TChatLori King
A2. Absolutely a day 1 strategy. Can be very to chg cultures (esp bad 2 better). Start right foot is key. #TChatJeremy Schmidt
A2: CCO is the silo buster! Using mission/customer as the tie that binds across functions & promoting collaboration on their behalf #tchatJon Tveten
A2 A holistic onboarding program focused on engaging, aligning & socializing new EEs #tchatcfactor Works Inc.
A2 Promote an environment where communication is wide open. Nothing kills morale more quickly than fear of saying what you know. #tchatMark Salke
A2. I also am a big believer in participative leadership style- it really opens up two-way communication #tchatAshley Lauren Perez
@MattMonge A2: Be out there. Engage. Open dialogue. Take feedback! Make things happen. #tchatChristoph Trappe
A2 Mantra: How does this communication express the culture and affect the brand. #TChatMary E. Wright
A2 The CCO has to spend a lot of time in the trenches getting to know the EE’s and understanding the culture from their perspective #TChatJanine Truitt
A2 Actions speak louder than words! #TchatDave Ryan, SPHR
A2: By leaving their office, interacting with everyone, asking questions, but more importantly, listening to the answers. #TchatRobert Rojo
A2: keep the conversation going. don’t let the “honeymoon” period end, & keep ppl engaged #tchatPlatinum Resource
A2: I think it’s as simple as communicating through all mediums: email, web, intranet, internet, social media, in person. #tchatMelissa Fairman
A2: Build trust, be genuine, LISTEN, provide structure (but not pressure), eliminate ambiguity, clarify decision making framework. #tchatKatelin Holloway
A2: By actually facilitating emp connections, communications & collaborations from day 1 formally and informally. To know is to do. #tchatKevin W. Grossman
@MattMonge A2: empower their employees and allow them to take ownership #tchatMelissa Bowden
@MattMonge A2-As a brand ambassador its important that culture is clearly defined&communicated 2me so I can convey as spokesperson #tchatEmily Kaufman
A2. CCO = Chief Conversation Officer. Ignite the conversation to influence sustainable behaviour & engagement. Let’s talk people. #tchatSalima Nathoo
#tchat A2 Business leaders should leave their desks and wonder around so they can not only catch people doing things right but also LISTEN!Bruno Coelho
A2 With sincerity. Be honest with yourself about the culture you’ve created. #tchatMargaret Ruvoldt
Q3: Cultural ecosystems of biz = employees, contractors, vendors, service providers, alumni, new applicants. True or False? #tchatMatt Monge
A3) And culture is how founder’s vision stays intact once co grows and he/she deligates control to others #tchatJonathan Kreindler
A3 Agreed. Cant be “directed” Nor constantly in committee. Created internally, by vested, talented ppl managed by smaller grp #TChatMary E. Wright
Makes sense. Then, when u think about it, makes LOTS of sense @MRGottschalk: A3 You can learn a lot about ur culture from a customer. #tchatBrent Skinner
A3) culture is the glue that controls the chaos and ensures everyone is striving for the same goal. #tchatJonathan Kreindler
#Tchat A3 The CCO and the CIO work closely together, so too with the head of HR and the CMO – Culture broadly affects the C-SuiteAvi Lambert
A3 That ecosystem has a hand in promoting your org. If it’s great they’ll champion your company and if not here comes the bad PR #tChatJanine Truitt
@avilambert @grant27 #Tchat, A3: its that inbetweenness that makes the CCO so good at employee engagement. We can speak all the languagesGrant McCracken
#Tchat A3 via @Grant27 ” The CCO’s job is to insinuate cultural knowledge into the CEO’s head.” Advancing social and digital collaborationAvi Lambert
A3: Cultural ecosystem is what you make it. Inspire your EE’s and your culture will spill over to the rest #TChatSean Charles
A3 One of our team goals was to become an employer of choice! Got problems hiring? Need to change o/s perceptions. #TChatRedge
A3) and also customers, advocates, brand champions, and influencers. #TChatFreshTransition
A3: I say True. No organization is completely self-reliant. #tchatMark Salke
#Tchat A3 via @Grant27 the CCO is an innovation agent embedded in the org, engaging slow and fast cultures, mainstream and avant-gardeAvi Lambert
A3 You can learn a lot about your culture from a customer. #TchatMarla Gottschalk PhD
A3 TRUE, I want people who visit in any capacity to wish they worked here! #TChatRedge
A3: Employees, contractors, vendors, service providers, alumni, new applicants all have an impact on the culture. #TchatRobert Rojo
A3 True! Everyone of those stakeholders affect the biz & their exp w/ the org good bad or indifferent can shatter the orgs reputation #tChatJanine Truitt
A3. I hate these T/F answers I always get them wrong (F) #TchatDave Ryan, SPHR
A3: True. Healthy high-performing culture fosters relationships, internal and external, that help get great things done #tchatJon Tveten
A3. True. Each element is important for business survival. #tchatAshley Lauren Perez
A3: T And I would add customers, prospective customers, etc. #tchatGeorge LaRocque
A3: I’m not sure I would include external biz as part of internal cultural ecosystem… #tchatTL Frasqueri-Molina
A3: Customers as well part of the ecosystems – very true. All are connected to culture #tchatJen Olney
A3 Absolutely – all groups contribute to the eco system. #TchatMarla Gottschalk PhD
A3 More true words were never spoken. #tchatMargaret Ruvoldt
A3: Can it be true and false? Culture is stirred up internally (employees) but usually spills out into the environment. #TChatTom Bolt
#tchat A3. Sure there are subcultures around the company’s context. It’s what connects everyone inside that context.Bruno Coelho
A3: True #TchatRobert Rojo
A3. It’s the present & potential. Every connection an organization has with the community is a reflection of culture in some form. #tchatSalima Nathoo
A3: Yes. #TChatTom Bolt
Q4: Who should the CCO report to & why? Who should report to them? #tchatMatt Monge
A4: The CCO reports to *everyone*. #TChatBrent Skinner
A4 The ROI for a CCO would hopefully be decreased turnover, improved morale and maybe more loyalty towards the company. #winning #tChatJanine Truitt
A4: Whatever technology keeps communication channels open, honest, interactive, and flowing! #TChatJon M
A4 I think anyone who touches employee issues or complaints needs to report into the CCO. Catch issues before the exit interview… #tChatJanine Truitt
A4 Reports to Board. Works with Dir Level HR, Mktg, R&D. Dotted line rpts are Recruiting, Marketing, HR staff Outside PR/Mkt ven
dor #TChatMary E. Wright
A4: 2 be effective CCO should report 2 the board with oversight over everyone 2 include CEO. If he reports 2 CEO might be influenced. #TchatRobert Rojo
A4. To the CEO. Why is it less important than finance, legal or comms? #tchatSelena Cameron
A4 More importantly they have to understand that they work for the employees. Not even HR can say they do this consistently. #tChatJanine Truitt
A4: CCO reports to CEO due to impact of culture across all metrics of company #tchatJen Olney
If culture is not cared about at the Board table, isn’t it just gossip? @TalentCulture: @GuyDavis02 A4 Report to the CEO #TChatEmily Gayle Aitken
A4 – CCO should report to the workforce, the dept Execs should report to the CCO #tchatcfactor Works Inc.
A4: CCO reports to #Business #Leadership and everybody else executes on the culture of trust and reports via team/work loyalty. #tchatKevin W. Grossman
A4 There is that component of remaining neutral that seems important to the role of CCO. #TchatMarla Gottschalk PhD
A4: if a distinct role – to the CEO #tchatGeorge LaRocque
A4: Everyone and Everyone #TChatSean Charles
A4 The CCO should report to the CEO. Together they must have a vested interest in creating/preserving a healthy & productive culture #TChatJanine Truitt
A4: If CCO = head of HR, then reports to CEO and manages HR dept, but influence should far outweigh reporting relationships #TChatJon Tveten
A4 Such a tricky question. Almost seems a CCO should be a conservator. Independent somehow. #TchatMarla Gottschalk PhD
A4: CCO absolutely MUST have seat at the table [forgive me for that] so should have knowledge of CEO’s thoughts, dreams & nightmares #TChatTom Bolt
A4. Certain HR prof, L&D, Org. Dev, dept. managers, and leaders should report to CCO #tchatAshley Lauren Perez
A4: CCO report to: CEO! #TChatJon M
A4 Report to the CEO because all depts make up the culture of the org #TchatGuy Davis
A4: The “CCO” (#CEO in my example) should report to the board. #TChatFrank Zupan
a4 Everyone in the organization #TchatDave Ryan, SPHR
Q5: What social HR technologies should the CCO implement to their cultural ecosystems & why? #tchatMatt Monge
A5: #SoMe tech will add horsepower to a culture that’s already good, but won’t conjure culture from scratch. #TChatBrent Skinner
A5 Simple internal comm. platform can assist w engaging ee’s The issue is getting ee’s to engage when their voice has been dismissed #tChatJanine Truitt
A5: products in the new “work management” category that drive collaboration and are truly social would be a great place to start #tchatGeorge LaRocque
A5: An electronic scorecard/impact map. Something that facilitates dialogue in addition to reporting. #tchatCatherine Chambers
A5 For me it’s less about the tech and more about the environment. Stick me with smart people who energize and watch what happens. #tchatAJ Fournier
A5 Where r UR E/Es? What has multiuse (text, media, sound, art) capabilities? Ppl integrate info differently. Need adaptable tech #TChatMary E. Wright
A5 I think it’s always about the people, before choosing tech/social platforms, and purpose/goals. Are you innovating, collaborating? #TchatCathryn Hrudicka
A5: Stop the roadblocks and embrace tech, so many cos are fearful of tech as a distraction embrace it not fear it #tchatJen Olney
A5: Mobile social technology for maximum engagement with your people. #TChatSean Charles
A5: Enterprise Social Media to promote and support cultural diffusion. #tchatMark Salke
A5: With so many to choose from, ensure that it is a platform that all if not most, employees are willing to engage in #tchatMelissa Bowden
A5: Social Gamification for sure. An #HRTech engagement helper. #TChatMeghan M. Biro
A5. I like co’s that are set up to be mobile & have different/interesting workspaces. it can really open up communication #tchatAshley Lauren Perez
A5: Tech that open pathway to clear communication, and keep the conversations flowing without interruptions. Collaborative tech #tchatJen Olney
A5 : Stronger social media referral programs 4 employees. So many untapped “talent pools” People are attracted to like minded people #TchatMichael!
A5: Social recognition and internal social media tech 100% #TChatSean Charles
A5: Start “simple” with collaboration and communication platforms/tools.. social is foundation of that #tchatGeorge LaRocque
A5: Social for collaboration and BigDataAnalytics for monitoring/managing org performance #tchatJon Tveten
A5 I think the CCO should implement #culturechat once a week as a place for open honest convo keep the compny/org real #TchatGuy Davis
A5. Go where your employees are already. #tchatJustin Mass
A5. Events or alternative workspaces to allow employees to easily come together cross-departmentally and talk to one another #tchatAshley Lauren Perez
A5 True #TchatDave Ryan, SPHR
A5. Tech such as workplace social media and gamification #tchatAshley Lauren Perez
Hashtag I Love You #TChat http://pic.twitter.com/l5cwvD2u [Pic]SocialMediaSean
**WAVES** to all you #TChat-ers out there! http://pic.twitter.com/PqlIca0ZTalentCulture
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-08-16 11:25:192020-05-22 14:45:33Cultures of Trust = Productivity, Retention and Business Growth: #TChat Recap
I’ve been in the dentist’s chair two times in the last two weeks. There’s one scheduled for next week, too. Ugh. This exercise is tough on the teeth, but even more wearing on the wallet. Of course I could never really tell the latter to my colleagues who work within the walls of a formal workplace, where life in the bullpen and dental benefits are business as usual.
No ma’am, I wouldn’t dare utter a word of these woes of mine. Doing so would risk a barrage of comments like, “Well you get to work in your pj’s,” and, “At least you can make an appointment for any time you want.” True. Can’t argue with that. “But at least you get benefits,” I’d retort, using in my inside voice.
What does that mean, anyway — benefits? As Cyndy Trivella said in last night’s #TChat, “doggie daycare reimbursement and free dry-cleaning no longer cut it,” especially when career perk couture includes in-office massages and a workplace Nintendo Wii. Organizations are no longer in a war for talent. No, that would be too obvious; they’re instead operating in stealth mode, ninja recruiting with weapons of mass relaxation.
Innovation and entrepreneurship paired with good old-fashioned hard work have created a new era of “fringe” benefits. When I say fringe, I mean like the sci-fi TV show, where each episode unfolds another twist in the mystery of unexplained phenomena. In the real world, sci-fi is replaced by “start-up” and is a matter of fact.
As an entrepreneur I get that I won’t be able to access the Area 51 of benefits. This is my reality — but I also get some pretty sweet perks… like having a voice. Despite all the fancy tricks organizations are throwing around these days, it seems like they aren’t necessarily getting Recognition 101: Listening right. At least that’s what the #TChat community told us last night.
So the not-having-a-dental-plan thing isn’t sounding all that terrible now. I almost feel guilty saying I also get to travel to fantastic places on occasion (my recent Bermuda tan is a dead giveaway). And then there’s my upcoming trip to Chicago in early August for the 2012 Illinois State Society for Human Resource Management Conference.
OK, technically we’ll be outside of the city, but it’s to collaborate with TalentCulture co-founders Meghan M. Biro and Kevin W. Grossman to host a live #TChat, so it’s still awesome. We’ll be part of the perk that the conference is (for many). And literally, we’ll be giving people a voice — a mic, speaker, the whole shebang — on a topic that’s about giving talent a voice (again, literally).
After all, that’s what its about — creating the space to ask what #TChat-ter and thought leader Vala Afshar says are the most important questions: “What do you think?” and “How can I help?” Then, its up to us, all of us, to “listen loudly.”
Community is the collective voice of #TChat and you exercised your voice last night, as you do every week. Thank you! To see what we mean, check out the slide show below. If you missed the preview, you can read it here. Stay tuned for additional information on our exciting collaboration with #ILSHRM12 and more, and if you’re attending, be sure to give us a shout-out in the stream and in person!
Storified by TalentCulture · Wed, Jul 18 2012 17:35:41
Only 60 minutes until #TChat! Preview: http://su.pr/1YbqQe http://pic.twitter.com/H4sC7lAC #workflex #usguysTalentCulture
Here I am w/ @ittechexec getting ready for back-2-back #tchat & #tcfchat gr8 forums for our techies! http://pic.twitter.com/7bCraow3rezlady
Q1: Extreme perks—are these examples of strong #leadership or something else (or both)? #TChatSalima Nathoo
A1: Don’t really have 1st hand recent experience with EP’s but would think in recovering economy it is necessary for retention. #TChatTom Bolt
A1: Extreme perks are a way for employers to be competitive and attract the best. Look at Silicon Valley’s competition for coders #tchatBright.com
A1: They are great examples of ways orgs try to put employees first in order to retain them & keep the environment comfortable #tchatJoshua Barger
A1: EP can be a short term fix but when the well runs dry, what is your next trick? #tchatJen Olney
A1: extreme persk seem to be more of a recruiting strategy I think. Candidates are in limited, well..the ones that comp want #tchatPlatinum Resource
A1 It seems the motivation behind “extreme perks” reflects the strength (or not) of the leadership ~ does that make sense? #tchatCASUDI
A1: In the right circumstance, both. If ur bribing an unhappy employee then no, if ur rewarding ur team then, yes #TChatBrandie McCallum
A1: Leadership has to be on board, friend has a 4 story slide @ his work, if ldrship didn’t encourage that it’d never exist! #tchatJess ‘Babs’ Bahr
A1 Workplace perks don’t have to be ‘extreme’ to be effective. Start w/”thank yous” and work up. #tchatSam Fiorella
A1: Opposite is not true: No EP’s does not necessarily indicate weak leadership. #TChatTom Bolt
A1: Compensation comes in many forms beyond cash. #tchatRob McGahen
A1 Not my area of expertise-but I would say this trend is the result of smart and innovative leadership/staying ahead of the curve. #TChatJanine Truitt
A1: With strong demand for extremely specialized skills, it’s strong leadership to offer extreme perks to attract and rtn these folks #tchatRichard S Pearson
A1: Extreme Perks can be seen as good leadership because they just want to make sure that they keep the the best employees #tchatJumpstart HR
A1 EP are good ex’s of strong, along w/ innovative, leadership & culture imo. Strong bc they recognize importance of ee’s #TchatClaire Crossley
YES! MRT @CzarinaofHR: A1 I would say this trend is the result of smart and innovative leadership/staying ahead of the curve. #TChatCyndy Trivella
A1. Leaders should be compensated/pai d well but have the sense to know what is too much #TchatDave Ryan, SPHR
A1: It seems such perks started as a way to reward best talent: Good Leadership! Have perks become the only way? Sustainable? #tchatMark Salke
A1 With cash compensation being scarce…it’s only natural that orgs find other innovative ways to reward & retain their employees #TChatJanine Truitt
Focus on retention not just attraction! MT @JumpstartHR: A1: EP good leadership b/c they want to make sure to keep the best employees #tchatJess ‘Babs’ Bahr
A1: It depends, sometimes extreme perks can be an example of poor #leadership, in other cases they are #motivating. #tchatBusinessWorldRising
A1:both? seems like some “perks” are really just treating ppl like adults w a brain & not worker bots who shd feel lucky 2 b employed #tchatErin Hommeland
#TChat a1: people spend a lot of time at work these days, EPs can attract candidates because their employer can make life a little easierAshley Lauren Perez
A1: Extreme perks = tricks often used 2 get ppl hired and keep them, but don’t look behind the curtain, Dorothy! #TchatStephen Van Vreede
A1 – I personally think paid for education, paid training courses, heath and fitness related perks are best – help emp. and co. grow #tchatRichard S Pearson
+1RT @JumpstartHR A1: Extreme Perks can be seen as good leadership becoz they just want to make sure they keep the the best employees #TChatPadma Mohanram
A1: If co can’t afford EP’s it is def not leadership. Incentives can be special T-shirt or coffee mugs. Attention is appreciated #TChatTom Bolt
A1: Torn on this one — how do #leaders look when times get tough & they must scale back the extreme perks? #TChatBrent Skinner
A1: Extreme perks on 1 side show desire to retain. On the other lack of sincere work ethic. #TchatBeverly Davis
A1: Ham at Christmas, turkey at Thanksgiving–not extreme perks but employees thought giver was best boss ever #TchatCareer Action
A1: Nothing beats the feeling of surprising an employee with an extreme perk #TChatSean Charles
A1: Supply donuts on Friday morning and watch “sick day” numbers drop!! #tchatSam Fiorella
A1: shows generosity and investing in the employer beyond just short term. #tchatPlatinum Resource
A1 Leaders keep an ear to the ground & know what would work in their culture as well as what is being done across their industry #TChatJanine Truitt
A1: Extreme perks can back fire. Give 2 much 2 soon & expectation for future rewards can get out of whack #TChatSean Charles
A1 “Extreme perks” may not necessarily be the ones most valued by employees. Leaders need to know what’s valued. #tchatJoe Sanchez
A1 Life is so busy for ee’s- an org that offers possibilities that will make life easier is bound to be the employer of choice #TChatJanine Truitt
Q2: Most of the economy is lagging. Is the tech market really all that different? What’s driving the generosity? #TChatSalima Nathoo
A2: The ever growing and changing demand for the next best thing is driving the generosity #tchatBusinessWorldRising
A2: Has to do with income and profitability. Tech usually leads and talent costs more. #TChatTom Bolt
A2 imo, budget alignment due to culture/sector difference. Recruiting & hi-turnover costly; spend $$ on retaining ee’s #TchatClaire Crossley
A2: If generosity becomes seen as entitlement it will be difficult to cut out EP’s when things go sour. #TChatTom Bolt
A2 Current generosity is a focus on keeping the best talent IMO > not all bad! #tchatCASUDI
A2: BIG Perks are a result of BIG competition, not BIG corporate generosity. #justsayin #tchatSam Fiorella
A2 – I’d suggest part of the generosity is that the industry grew in a new generation; more trad biz r trying to figure it out. #tchatJudi Samuels
A2: Just following up to Q1, really I think it’s a tool to stand out and attract the best talent. The benefits pay for themselves #tchatJoshua Barger
A2: #tech market can’t decide if there’s a talent shortage in US. Definitely is for select tech #jobs, so comps attracting talent #TchatStephen Van Vreede
A2: Perhaps lots of lessons learned from the tech bubble bursting. People are being smarter. #tchatRob McGahen
#TChat a2: they understand that all ppl r different and try to be innovative about offering alternative work environments. They take chancesAshley Lauren Perez
A2: It’s the People in the Tech Market that are differ, they are more creative, kno their staff #TChatBrandie McCallum
A2: Tech is 1 industry that is resistant to fluctuations in economy. A driving force for the economy & therefore makes its own rules #tchatP
latinum Resource
A2. If you got big profits – you can have big perks #NoProblem #TchatDave Ryan, SPHR
A2: I suspect market for talent is like any other… supply and demand drives pricing (comp and perks) #tchatCLOUDTalent
A2 Many orgs are turning to tech to improve inefficiencies and manual processes in an effort to streamline and get lean #TChatTeala Wilson
A2. #tech market is diff for ppl w/much needed, hard-2-find skills. Comps aren’t being generous; their eager to attract/retain. #tchatSheree Van Vreede
A2: In short, market forces driving #tech job market and perks offered. Always pesky fundamental truth of supply vs demand #TchatStephen Van Vreede
A2: It’s risk & reward – I’m willing to invest in big perks now so that EE productivity will pay them off in the long run #tchatBright.com
A2 The generosity in tech is driven by the in demand jobs and the cream of the crop talent they have to attract. #TChatJanine Truitt
A2: The tech market is always in demand and if they want to retain their employees, they have to be generous #tchatJumpstart HR
A2: It’s more about recognition. Recognize that ppl want to be appreciate in diff ways. Regularily. We make you $$ so pay it forward #tchatPlatinum Resource
A2 A lot of tech ppl worked for companies that sucked & didn’t appreciate the nerds, so they started a company and made it awesome #tchatJess ‘Babs’ Bahr
A2. Generosity seems to be an outcome of the evolution of sustainable employee engagement #TChatSalima Nathoo
A2: Creativity in tech is knowing what makes your folks tick, doesn’t have to be large, just has to inspire #tchatJen Olney
A2: Generosity comes from shortage of developers & engineers w very specialized skillsets: simple supply & demand despite bad economy #TchatWendy Beecham
A2: Money! People with big pockets are still investing heavily in Tech right now #Oracle #SalesForce #TChatSean Charles
A2: Tech industry knows how to tailor their perks. As long they are specific & relevant they are seen as generous. Pass the donut plz #tchatPlatinum Resource
A2 The tech industry is a different animal altogether. They are an industry driven by innovation so their perks must follow suit. #TChatJanine Truitt
A2: Tech market needs highly skilled workers, who are therefore in high demand. So, yes, it’s def diff. #TChatBrent Skinner
A2 – best perk stock options!!! Surprising how they motivate and attract talent!!! #tchatRichard S Pearson
A2: Since the dot com boom days, extreme perks have become part of the fabric of this industry’s culture. Candidates expect them. #tchatDave Ellis
Q3: How can companies in a competitive market for talent exercise #innovation in attracting and retaining talent? #TChatSalima Nathoo
A3: Attracting: Fast-track the hiring process so that black holes don’t suck the life out of the program. #TChatTom Bolt
A2: Supply and demand. Tech talent is limited. Competition is therefore stiff. May the best indoor playground win! #TChatJoel Peterson
A2: big skills gap is killing jobs and economic growth but those with skills and their tech employers are quite well #tchatJohn T. Lawrence
A3: Retaining talent: Promote a culture that listens to employees and respond…even if the answer is no, say something. #TChatTom Bolt
THIS -> MRT @czarinaofhr: A2 Tech industry is diff animal altogether, an industry driven by innovation so perks must follow suit. #TChatBrent Skinner
A3: Offering an exciting and enjoyable workplace b/c they need to be able to picture themselves working there #tchatJumpstart HR
A3 Doing that extra for your employees whether EP or inspiring them to make a difference :-) Best perk= making a difference! #tchatCASUDI
A3 Perks can be costly but not always necessary if orgs are innovative; sometimes it *is* the small things that matter! #TchatClaire Crossley
A3: The key is to tailor your brand and your perks to the talent types you want to attract #tchatBright.com
A3 Letting go of old insecurities around how an ee should be rewarded. Employers need to be accepting and willing to bend a little. #TChatJanine Truitt
A3: Make an effort to fill the individual needs of the employee; Just b/c no one else uses MS Project doesn’t mean I don’t want it! #tchatJess ‘Babs’ Bahr
A3. Ignite innovation at the personal brand level. Hire those who identify themselves w/innovation then let them unleash it. #TChatSalima Nathoo
#TChat A3: have employees create and suggest their own perks and let them be awarded it when they reach goals they set or themselves & teamAshley Lauren Perez
A3: innovative co attract/retain talent by allowing employees, who are also customers, speak to what’s next for the co #TChatBeverly Davis
A3: Be creative, and generous, with compensation packages. People will love you. #tchatRob McGahen
A3: Maintain a culture that rewards… excellence, loyalty, teamwork, innovation etc. Not just perks for the sake of perks #tchatDave Ellis
A3: Being purposeful when hiring: look beyond skills to fit- if they really fit and are committed 2 mission= retention + loyalty #TchatWendy Beecham
Straight to my heart MT @CASUDI A3 Doing extra 4 ur ees whether EP or inspirng to make a difference :-) Best perk=making a difference #tchatDeb Maher
A3: Even if there are extreme perks, not being able to wake up and be excited to go to work would not retain even the best talent #tchatJumpstart HR
A3. To fuel innovation – we must excepting of failures #tchatDave Ryan, SPHR
A3: Employee involvement in the process is huge – if you are offering perks that no one takes advantage of – are they really perks? #tchatJoshua Barger
A3 Really get to know your target candidate. Show up in places they wouldn’t expect to find you (But dont be a creepy stalker either) #TChatTeala Wilson
A3: Create the culture that attracts talent to seek out your company, not just for $$ but for innovation and leadership #tchatJen Olney
A3: Priority 1: value existing emps + retention of top performers, elim of poor performers…then attracting easier, less frequent #tchatStephen Van Vreede
A3: Attracting top talent is automatic when you build company that people WANT to work for. Simple as that. #tchatSensei Marketing
A3: Monetary compensation is primary, but for #innovation in #retention & #engagement, think beyond $$$ #TChatBrent Skinner
A3 Many orgs expect ee’s to do more w/ less of everything from resources to compensation and as a result employees are less engaged. #TChatJanine Truitt
A3: Let your team know everyday that they matter. It’s all in the experience not the outcome. #TChat #YouMatterSean Charles
A3: attract – w/ benefits/value. retain – w/ continuous recognition & value in the process + perks sporadically = #happyemployee #tchatPlatinum Resource
A3: In some industries monetary only goes so far – for some, it’s the culture, environment, and engagement in unique projects #tchatBright.com
#tchat a3: ask candidates what attracts them to the company and build off of that.Ashley Lauren Perez
A3: Innovation ok but not really necessary. Pay fairly and treat ppl w/ excellence. What more is needed? #tchatStephen Van Vreede
A3 If you’re a company that can’t afford a perk let alone an extreme perk try saying “thank you” once in awhile. It still works. #TChatJanine Truitt
A3: Leadership needs to be on purpose. Recognize >> Reward >> Repeat! #TChatSean Charles
MRT @CzarinaofHR: A3 If U R at a CO that can’t afford a perks try saying “thank you” once in awhile. It still works. #TChat <#TrythisDave Ryan, SPHR
A3: flex work schedules, open workspaces, open communication, casual dress and be willing to
pay for the best when u find them #tchatJohn T. Lawrence
#TChat a3: even if I didn’t get hired by a company, I’d be willing to network w them if it meant giving them ideas to help them & employeesAshley Lauren Perez
Q4: A healthy economy begets dynamic compensation & benefits for employees. How does HR technology figure in? #TChatSalima Nathoo
A4: Flexible and responsive HR tech will keep employees in the know and comfortable with the culture. #TChatTom Bolt
A4: HR also needs to learn how to collect, analyze and deliver big data to upper management…not poss w/o tech. #TChatTom Bolt
A4: working remotely! Why this isn’t standard is beyond me. We have the tech & capability. Would solve a lot of unemployment #tchatPlatinum Resource
A4: Using HR tech for performance reviews that provide the best perks to employees that contribute most to company’s success #tchatJumpstart HR
A4: I don’t agree with statement that “healthy economy begets dynamic compensation & benefits…” Is that based in fact? #TchatStephen Van Vreede
A4 Through the magic of #hrtech HR gets to tie what they know about employees needs to the business strategy-good ol’ hr analytics. #TChatJanine Truitt
A4: #HRTech can help to retain your top talent through social recognition programs. #TChatSean Charles
A4: Companies can afford more expensive #hrtech solutions, e.g., mobile tech for retail floor worker recognition. #TChatBrent Skinner
A4: This is an interesting one – using big data to determine needs and to analyze utilization of existing benefits perhaps #tchatJoshua Barger
A4. You can’t outsource or techify/digify/socialize (yes I made up words) pure human incentive. Or can you? #TChatSalima Nathoo
A4: #HR should be careful not to hide behind #tech. Easy to disengage from ppl #TchatStephen Van Vreede
A4: social 360 perf review program floats best talent to the top, kills good ol’ boy culture and inspires all #tchatJohn T. Lawrence
A4: It improves the work environment beyond compensation for all. #tchatRob McGahen
A4: HR Tech should include internal social networks for productivity, retention…& eventually new acquisitions. #tchatSam Fiorella
Q5: Are we cruisin’ for a bruisin’? Or is extremism in perks this time different than last time? Why or why not? #TChatSalima Nathoo
A5: Diff because not all companies are enjoying improved business or recovery from recession. #TChatTom Bolt
@SocialSalima A5: extremism is never a good position. #tchatSven Tilburg @ 40FS
A5: BTW, high profile executives with visible unrealistic perks are not good practice in any time. #TChatTom Bolt
A5: Bruisin comin…History teaches 1 thing…that we fail to learn from our mistakes =) #TchatStephen Van Vreede
A5: Comps. are conscious of the budget implications of these perks. If it becomes too much and not maintainable, things can be cut #tchatBright.com
A5: For some companies EP are about looking good NOT being good, they need to reflect the good culture not lack of #tchatJess ‘Babs’ Bahr
A5 Balance is necessary. Re: perks I think consistency is a must but over-rewarding is against the law of human conditioning. #TChatJanine Truitt
A5 imo, not extreme only rare & culture-based. Signing bonus (as @DebAMaher ment’d) costly but different perk & culture #TchatClaire Crossley
A5: Hopefully orgs have learned to do more with less since 2008 and make attractive perks w/out putting them in the red #tchatJoshua Barger
A5: *Extreme Recognition* is the silver bullet. Without it $$$ will only take you so far #TChatSean Charles
A5 Companies are stretching ee’s too thin and haven’t even scratched the surface of offering proper perks. Let’s get back to basics! #TChatJanine Truitt
A5: Perhaps because the rest of the economy is struggling, that thought will linger in perk extremists’ minds. #TChatBrent Skinner
A5: Co that do good always do better. Focus on doing good and you will grow big. Focus on being big and you’ll be so big you’ll fail #tchatBeverly Davis
A5 What is considered an extreme perk? This would change depending on diverse backgrounds and values #TChatTeala Wilson
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2012-07-19 08:24:262020-05-22 14:28:26Perks Don't Kill Potential, People Do: #TChat Recap
Thank you, Michael Jackson, for your timeless lyrics; your title song lines are the theme of this week’s Top Trends in the World of Work.
“Wanna Be Startin’ Something, You Got to be Startin’ Something”
Last week’s big trend was Facebook’s initial public offering. We speculated on its share value and said our pieces on whether or not to purchase. At the end of the day, both literally and figuratively, it turned out to more of an IP“Oh”. While there was marginal movement in stock price, what is truly “share” worthy (no pun intended of course) are the movements that Facebook’s existence have created in the way we function as a global society. This HBR article captures these shifts from what I like to call 2.0 to YOU.0tm – the human potential paradigm. Individuals are evolving from consumer to co-creator. Media’s movement is from audience to community and leadership is releasing control in favor of empowerment.
The Trend: Sidelines = side stepped. You can’t play to win from the periphery – The Engagement Evolution is here.
“Do You Remember the Time…”
There are those who tell stories and those who lead them. The former are rightful magicians of words, the latter are truly memorable; they are themselves stories that are retold at others’ campfires. They are legendary. So how do you become an epic story of sorts? This Inc.com post explains it all. It tells us memorable people stop observing
and start engaging (this is what I meant by the sideline thing above). They live beyond themselves by doing social good. They build a bridge and get over themselves; they leap off the paper and into practice by exercising fearlessness. They make seemingly worthless shenanigans their mission – like being an extra in a film just for the sake of it. Truly memorable people collect experiences.
The Trend: Cookie cutter is out and awesome is in. If you want to stand out, you’ve got to stand up… for something meaningful and when you fail. Live a story worth retelling.
“I’m Starting with the Man in the Mirror…”
Great Businesses Don’t Start With a Plan – A great article and idea you think is either brilliant or completely preposterous. Ok, so what do business plans start with then? Heart. No, it’s not crazy; it’s about removing complexity in favor of cultivating a vision or bigger goal. It’s also about putting people before a plan and dreaming big but daring in manageable amounts by starting small and scaling up. Failure is okay too – but only if it’s fast. Taste the Kool-Aid by reading the article.
The Trend: The heart and fast rule of business: have a purpose, put people first and give yourself permission to live your potential.
00Salima Nathoohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngSalima Nathoo2012-05-21 17:16:362020-05-22 14:16:58Top 3 Trends in the World of Work This Week
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