Buzz is everywhere in Chicago and on social media channels, as nearly 20,000 human resources professionals descend upon the city for the annual SHRM Conference & Exposition.
And, as Kevin W. Grossman noted in his recent SHRM “save-the-dates” post, he and his TalentCulture co-founder, Meghan M. Biro will be working the aisles, leading live events and posting updates on the #SHRM13 Twitter backchannel throughout the week.
As promised, below are details of #TChat events that talent-minded professionals don’t want to miss. So join us! Whether you’re live on the floor, or half-a-world away — the lights are always on, and you’re always welcome to contribute to our “world of work” conversation!
Bolder. Better. Stronger.
Visit the SHRM conference community site
These three words capture the aspirations of #SHRM13 organizers. Nice choice. To those of us at TalentCulture, they represent the promise of a workforce that is empowered to redefine organizational culture and performance. It’s a fearless approach to the future. But talent-minded professionals don’t have to go it alone. Instead, we can leverage the power of a broader professional community — sharing ideas and experiences that can move us all forward, faster.
It’s one thing to recognize the importance of connecting with next-generation workers. But that begs another question: What can organizations do to drive engagement? It’s time to share some credible insights. And that’s the focus of our special “Class of 2013” #TChat events this week:
Learn more about the #SHRM13 Meetup
MONDAY JUNE 17 — 3:15-4:00pm Central Time (4:15pmET/1:15pmPT) Margarita Meet-up at Achievers Booth #2455 “Class of 2013” Panel Discussion
Not to be missed. Meghan and Kevin will multi-task — mixing margaritas while moderating a live panel of HR executives! This should be a fun and fascinating discussion. We’ll highlight key results from a recent workplace expectations survey of 10,000+ graduating students, conducted by our partners at Achievers, in association with ConnectEDU.
WEDNESDAY JUNE 19 — 6:00-7:00pm Central Time (7-8pmET/4-5pmPT)
#TChat Twitter — with Moderator, Katie Paterson, Community Manager, Achievers
“Looking Forward: The Graduating Class of 2013”
Let’s talk in more depth about why and how the next generation of leaders is influencing change across all HR functions — from recruiting, onboarding and development, to peformance management, recognition and retention. More importantly, what do these changes imply about the future of work, and the nature of employer/employee relationships?
Q1: What digital “social” tools are job seekers using today to leverage their networks and find jobs. Why?
Q2: How do orgs improve onboarding for new grads with little or no work experience? For seasoned veterans?
Q3: If performance drives business, how often should employees be evaluated and why? What about PT and contract?
Q4: Why is it important to recognize the individual in the workplace regardless of age or experience?
Q5: What can HR leaders do to improve retention for hired new grads and all talent ecosystems?
What are your thoughts? Whether you’re onsite or not, we hope you’ll weigh-in with your ideas, questions and opinions.
We’ll see you here in Chicago — and on the stream!
Let’s say you’re trying to buy a jacket online. There’s a problem with your purchase, so you call customer service, and they put you on hold. (Waiting…) Finally you reach a robot voice informing you that the call center is closed. You really want the jacket, so you persist.
Hours (or perhaps even days) later, you connect with a live representative who is unable to offer the assistance you need to resolve the problem. What seemed like an easy problem to fix has become a headache, a time-suck, and a shadow over your relationship with the company. Not only is this jacket transaction in jeopardy, but the next time you’re in the market for clothes, you’re likely to shop somewhere else.
What’s Wrong With This Picture?
So, what really happened in this scenario? The company failed in a critical way — it did not provide clear pathways of communication and support to resolve your issue, at the moment of need. The brand has lost credibility with a “ready-t0-buy” customer, the company has damaged its relationship with you, and the outcome will translate into lost revenue now and perhaps in the future.
How does this customer experience story translate to the human resources side of business? The audience may be different, but the takeaway is identical: For both customer and employee engagement, communication is vital — especially when issues arise. Just like customers, employees want the ability to ask question, discuss problems, offer constructive feedback and propose suggestions. They want to feel that their concerns and ideas are heard and addressed.
These are the fundamentals of employee engagement. It is HR’s job to support engagement in the workplace, from end-to-end, and clear lines of communication are the most effective way to accomplish that.
4 Workplace Communication Strategies
When I think about my own experiences, both as a customer and as an employee, it’s easy to remember the times when I felt I was heard — or not. Based on those experiences, here are my top four communication strategies for boosting engagement:
1) Be Available: To improve the way an organization works, employees need a champion — someone on the inside to share suggestions with. It doesn’t matter whether this ambassador is a manager, an HR representative, a colleague, or event a group of peers. What matters is that there is clearly a door through which individuals can bring questions, concerns and opinions.
2) Listen To My Needs: Don’t be too quick to dismiss new ideas. Every employee has a unique perspective, and although every suggestion won’t be feasible, each one should be valued. Suggestions reflect your employees’ individual experiences, and therefore, represent part of your company’s culture. Validate ideas by acknowledging contributions, as well as the spirit behind them.
3) Be On My Side: Every team needs a leader whom they can trust to represent their best interests. And every employee needs a champion who will be their advocate, even in their absence. When you demonstrate support for others, you reinforce their value within the organization. No one likes to feel unimportant — from there it’s a short step to disengagement.
4) Find A Solution: Not all feedback can be put into action — sometimes for very good reasons. However, leaders and employees can work together to examine the root causes of a key issue, or to integrate appropriate elements of a suggestion, or to brainstorm and investigate other solutions. This follow-through shows employees that their voices matter.
Have you tried these or other communication techniques to improve employee engagement? What worked for you? Share your experiences in the comments area below.
From the moment I skimmed the pages of Flat Army, I knew that this would be a profoundly rewarding “mind meld” relationship. That seems to be happening more frequently these days. I guess it’s one of the perks of spending most of my waking hours connecting with people who are on missions to unleash the best of human potential in the world of work.
During the months that have followed since I met Dan, he and his “Flat Army” open leadership model have validated what I have always believed:
Collaboration isn’t about being best friends, or even necessarily liking everyone you work with. It is about putting your baggage aside, bringing your best self to the table, and focusing on a common goal — a higher purpose.
Finding Proof: What’s On Your List?
Here’s why collaboration can make a difference. Take a quick moment, and make a list five products or services that you that you never want to live without. No rush — I’ll wait. OK. Got your list? Here’s mine: The iPhone. Downton Abbey. Pinterest. Kit-Kat Bars. Twitter.
Now, guess what? Every one of those items is the result of a successful collaboration. And I bet there’s a team effort behind every one of your “must haves,” too. Sure, some half-crazy genius like Steve Jobs may bring inspiration to the table. But inspiration without collaboration is just a lot of great ideas that easily vaporize before they see light of day.
Collaboration: Why And How
Hopefully, I’ve made a convincing case for WHY collaboration counts. But that’s only part of the equation. We also need a roadmap for HOW to make it happen. And Dan’s “Flat Army” is just the ticket. Together, our vision is complete. “Just like peas-and-carrots,” as Forrest Gump might say. Or at least that’s how I see it!
So this week, it seemed natural to fire-up the TalentCulture social engine, and ask all of you to weigh-in with your ideas about both the “why” and “how” of collaborative leadership. And as always, we weren’t disappointed! I invite you all to review this week’s highlights and resources below. And I thank you all for your collaborative contributions — this week and every week.
As I said in closing my Forbes post (and as I believe even more strongly now), if you want to see what the potential for collaborative success looks like, you don’t need to look far, my fellow community members. Just look in the mirror. It starts with you.
#TChat Twitter:#TChat-ters joined us on Twitter to share opinions and ideas about the role and impact of open leadership in today’s world of work. If you missed the event, or want to review highlights, watch the slideshow digest below:
SPECIAL THANKS: Again, thanks to guest Dan Pontefract! We’re inspired by your example and your passion for learning and leadership.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about your experience with workplace collaboration, learning and leadership? We’d love to share your thoughts. 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, the Society For Human Resource Management annual conference takes Chicago by storm (#SHRM13)! That means we won’t have a Tuesday Radio show. But fear not! #TChat co-creator, KevinWGrossman and I will be reporting from the floor throughout the week — and we’ll drive two #TChat LIVE events:
1) A special “Margarita Meetup” panel discussion on Monday at 3:15pm in the Achievers booth;
2) A related #TChat session at our regular 7pm time on Wednesday.
https://talentculture.com/wp-content/uploads/2013/06/httppixabay.comenopen-neon-note-entry-light-70835-001.jpg311624Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-06-13 15:22:052020-05-25 17:21:50Connecting With Collaborative Leadership #TChat Recap
Think back for a moment on your career. Who’s been your favorite boss? How would you describe that person’s leadership style?
Is it a command-and-control approach, driven by business goals and results? Or does that leader win support, loyalty and cooperation by putting people first?
For Dan, this is much more than a theory. As Senior Director of Learning & Collaboration at TELUS, he knows first-hand about the challenges and benefits of leadership development, workforce engagement and business performance. That’s why we’ve asked him to lead the way through #TChat discussions this week.
To give you a better taste of what the topic is all about, I spoke briefly with Dan in a G+ Hangout video. Check it out:
#TChat Events: How Open Leaders Win Hearts & Minds
Tune-in to the #TChat Radio show
This topic touches on so many areas of interest and expertise across the TalentCulture community. I know many of you have related insights to add, so I hope you’ll join this week’s conversation!
#TChat Radio — Tue, June 11 at 7:30pmET/4:30pmPT – Dan joins our hosts, Meghan M. Biro and Kevin W. Grossman, for a LIVE 30-minute radio interview, where listeners are invited to call-in with questions.
#TChat Twitter — Wed, June 12 at 7pmET/4pmPT – Join the real-time community action, as we exchange ideas live on the #TChat stream, where Dan will moderate this week’s questions:
Q1: What does open leadership mean to you and why?
Q2: Can harmonious “soft skills” be developed in leaders at any age? Why or why not?
Q3: How does open leadership produce higher levels of performance and engagement within an organization?
Q4: What can business leaders do to encourage open self-leadership within all employee ecosystems?
Q5: What business technologies facilitate collaboration and open leadership?
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.
What is it about small companies? Like a good restaurant or an undiscovered band, they often tend to attract a devoted following that can’t imagine going anywhere else.
Is it the quality of work? The people? The hours? The pay? What is that magical difference that makes small companies so attractive to top talent?
Does Size Matter?
The secret is culture. A strong company culture unites employees and gives them a larger purpose beyond their individual responsibilities. That’s why employees — especially Millennials — gravitate toward start-ups. They crave that “small-company” feel and want the chance to make an impact on culture.
That’s great news if your company is one of the little guys. But what if you’re at a large corporation? How can you offer employees the chance to make an impact if a reputation for process and procedure precedes you? Rules aren’t all bad, of course; structure helps turn chaos into order. But all too often when companies grow, they sacrifice cultural strengths along the way. What to do?
In today’s tough business environment, as large companies struggle to recruit, retain, and inspire top talent, you can’t afford to miss the cultural mark. Instead, why not approach culture as an ace up your sleeve?
Sustainable Advantage
A strong corporate culture can create a huge competitive edge. Driven by organizational values, business objectives, and employee engagement, it alignsyour employees, creates fluid communication, and helps build resiliency that adapts to change. If you develop a unique, authentic culture, your employees can reap the benefits of a “small-company” feel, while driving “big-company” results that advance your business goals.
Want the best of both worlds? Here are 5 tips to create a unique culture:
1) Develop corporate valuesto align employees with business objectives and the bigger picture. Employees need to be inspired by something greater than themselves, so help them understand how their contributions affect the overall strategy.
2) Create a recognition program to reinforce behaviors that drive results. By consolidating recognition efforts with an online program, geographically dispersed employees feel more connected with your company. Recognition helps reinforce company culture — not the other way around.
3) Abolish the top-down hierarchy that’s typical at most corporations, and encourage leaders to be more approachable. When it’s clear that leaders are listening, it facilitates communication and creates an environment where employees feel free to voice their opinions. Host “lunch-and-learn” sessions or fireside chats where leaders and employees can discuss topics in an open, informal environment. Soliciting employee feedback often yields insights that help organizations operate more efficiently and effectively.
4) Let employees know their contributions matter. In “10 Reasons Your Top Talent Will Leave You,” leadership consultant Mike Myatt noted that more than 70% of employees don’t feel valued by their employers. You can turn this around in your company by introducing public recognition into your culture. Create monthly luncheons to recognize top performers. Encourage leaders to recognize employees during team meetings. These are simple steps that can make a big difference.
5) Reconsider “years of service” programs that aren’t tied to business objectives or employee engagement. Annual feedback doesn’t cut it anymore. Ideally, employees should receive recognition or feedback at least once a week, yet almost 60% of employees say that doesn’t happen. Create a positive culture of reinforced behaviors by introducing frequent feedback to complement the annual review.
Beyond The Basics
Don’t stop with only 5 steps! While these tips will put you on the right path, you won’t gain that “small-company” feel without also recognizing that culture happens organically, over time. Ultimately, your people will create your culture. Give them the freedom to express themselves. Commit to an evolving process, and see how your culture takes shape.
https://talentculture.com/wp-content/uploads/2013/05/httppixabay.comenbackground-closeup-flora-fresh-16051-2.jpg352700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-05-31 18:19:012020-05-25 17:19:50Create A "Small Company" Culture Anywhere
What is it about small companies? Like a good restaurant or an undiscovered band, they often tend to attract a devoted following that can’t imagine going anywhere else.
Is it the quality of work? The people? The hours? The pay? What is that magical difference that makes small companies so attractive to top talent?
Does Size Matter?
The secret is culture. A strong company culture unites employees and gives them a larger purpose beyond their individual responsibilities. That’s why employees — especially Millennials — gravitate toward start-ups. They crave that “small-company” feel and want the chance to make an impact on culture.
That’s great news if your company is one of the little guys. But what if you’re at a large corporation? How can you offer employees the chance to make an impact if a reputation for process and procedure precedes you? Rules aren’t all bad, of course; structure helps turn chaos into order. But all too often when companies grow, they sacrifice cultural strengths along the way. What to do?
In today’s tough business environment, as large companies struggle to recruit, retain, and inspire top talent, you can’t afford to miss the cultural mark. Instead, why not approach culture as an ace up your sleeve?
Sustainable Advantage
A strong corporate culture can create a huge competitive edge. Driven by organizational values, business objectives, and employee engagement, it alignsyour employees, creates fluid communication, and helps build resiliency that adapts to change. If you develop a unique, authentic culture, your employees can reap the benefits of a “small-company” feel, while driving “big-company” results that advance your business goals.
Want the best of both worlds? Here are 5 tips to create a unique culture:
1) Develop corporate valuesto align employees with business objectives and the bigger picture. Employees need to be inspired by something greater than themselves, so help them understand how their contributions affect the overall strategy.
2) Create a recognition program to reinforce behaviors that drive results. By consolidating recognition efforts with an online program, geographically dispersed employees feel more connected with your company. Recognition helps reinforce company culture — not the other way around.
3) Abolish the top-down hierarchy that’s typical at most corporations, and encourage leaders to be more approachable. When it’s clear that leaders are listening, it facilitates communication and creates an environment where employees feel free to voice their opinions. Host “lunch-and-learn” sessions or fireside chats where leaders and employees can discuss topics in an open, informal environment. Soliciting employee feedback often yields insights that help organizations operate more efficiently and effectively.
4) Let employees know their contributions matter. In “10 Reasons Your Top Talent Will Leave You,” leadership consultant Mike Myatt noted that more than 70% of employees don’t feel valued by their employers. You can turn this around in your company by introducing public recognition into your culture. Create monthly luncheons to recognize top performers. Encourage leaders to recognize employees during team meetings. These are simple steps that can make a big difference.
5) Reconsider “years of service” programs that aren’t tied to business objectives or employee engagement. Annual feedback doesn’t cut it anymore. Ideally, employees should receive recognition or feedback at least once a week, yet almost 60% of employees say that doesn’t happen. Create a positive culture of reinforced behaviors by introducing frequent feedback to complement the annual review.
Beyond The Basics
Don’t stop with only 5 steps! While these tips will put you on the right path, you won’t gain that “small-company” feel without also recognizing that culture happens organically, over time. Ultimately, your people will create your culture. Give them the freedom to express themselves. Commit to an evolving process, and see how your culture takes shape.
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
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