Employee Appreciation Day: Why Not Celebrate All Year?

Sponsored by Workhuman

How often does your organization acknowledge team members who deserve recognition? Certainly, Employee Appreciation Day is an ideal opportunity to thank everyone. But an annual pat on the back isn’t nearly enough to move the meter on employee satisfaction, engagement, and retention.

So, what does effective recognition actually look like, and how can Employee Appreciation Day help? According to today’s #WorkTrends podcast guest, companies that get recognition right treat it as an ongoing conversation where everyone is invited to participate.

Makes sense. But what kind of impact can employers expect? The numbers are impressive. For example, research shows that when we regularly acknowledge employees, they’re 90% more likely to be happier at work. They’re also 70% less likely to burn out. And they’re 60% more likely to stay onboard. To find out more about what’s driving these outcomes, tune in now…

Meet Our Guest:  Derek Irvine

Had a blast discussing this topic with Derek Irvine, SVP of Strategy and Consulting Services at Workhuman! Derek is a foremost expert on recognition and the human side of business. I can’t think of anyone who’s better qualified to help us understand how to make each day feel like Employee Appreciation Day. So please join us as we dig deeper:

Why Appreciation Matters

Welcome, Derek! You’ve studied employee appreciation for years. What does science tell us about its value?

Actually, appreciation is like a natural medicine. When someone sincerely thanks us at work, it releases happy hormones. It boosts our health and wellbeing. So in a way, Employee Appreciation Day is like a wellness day.

Unfortunately, however, research says 80% of people aren’t appreciated enough. This means they’re more likely to become disengaged or quit. So this is important. But it’s something we can fix.

Factors That Support Appreciation
How does Workhuman honor Employee Appreciation Day?

Of course, we acknowledge all of our employees and celebrate as a team. But for us, every day is Employee Appreciation Day. So we’re committed to a continuous dialogue. And our reward strategy is built on three foundational blocks:

  1. Fair Pay: People need to feel appropriately compensated for their contribution.
  2. Ownership: We aren’t a public company, but everyone has a real stake in the company’s success.
  3. Recognition: These are the spontaneous moments when we acknowledge people for reaching a milestone or supporting our values.

Appreciation as a Cultural Priority

Spontaneous. I love that word. What other steps can companies take to build a culture of recognition?

In addition to being spontaneous, it’s also important to be intentional. Because most people I talk to agree that they should show more appreciation. And then, other priorities take over, so taking the time to say “thank you” constantly falls from the top of their to-do list.

You’ll want to put a drumbeat in place to be sure this intention won’t slip off of your agenda.

Getting Started

What would you say organizations should do to make Employee Appreciation Day more meaningful for everyone?

Well, it could be a great day to launch your all-year initiatives. So maybe you could recognize people at a special gathering. But then also announce your commitment to change your organization’s habits and explain how you intend to create a culture based on ongoing recognition.

That’s my top recommendation because it will help your organization pivot in a more positive trajectory, and it will have a lasting impact.

Tools That Enhance Appreciation

How can technology help employers make recognition work better?

Using technology to thank people may seem odd. But it can help in several ways.

It can provide a nudge that reminds managers to reach out to people at specific times. But beyond that, with a platform like ours, you’ll create a fantastic repository of all the human connection stories that are happening in your organization.

You also have a huge data pool you can use to understand your culture better. For example, you can ask: What words are people using? What skills are being celebrated? Are particular leaders being recognized for skills we hadn’t seen? Are there dark spots in the organization where people aren’t being thanked at all?

Insights like these can be a powerful way to enhance your work culture with more intention…

For more insights from Derek about why and how to make every day feel like Employee Appreciation Day, listen to this full podcast episode. And be sure to subscribe to the #WorkTrends Podcast on Apple Podcasts or Stitcher.

Also, to continue this conversation on social media anytime, follow our #WorkTrends hashtag on Twitter, LinkedIn, and Instagram.

Why Great Leaders Express Gratitude at Work

As social beings, many of our relationships are based on reciprocity. At work, we’re often involved in transactional behavior, where we expect to receive at least as much value as we give. But our deepest relationships are usually driven by higher motives like gratitude. A thankful mindset benefits our relationships with others, even if we don’t expect anything in return. That’s why it’s so important for leaders to express gratitude at work.

Research shows that people who practice workplace gratitude help foster more compassion and consideration among their colleagues. For example, the University of Central Florida recently conducted a study among employees from various professions, asking them to journal about work gratitude for 10 days.

This simple act led participants to demonstrate more respect, politeness, and self-discipline. And this is only one of many studies underscoring the power of thankfulness. Bottom line ⁠— if you want to improve your company culture, it’s wise to focus on gratitude.

How Workplace Gratitude Works

Practicing gratitude at work is easy. It’s about recognizing good things that happen throughout the course of a given day. You can focus on an employee’s notable achievement, a coworker’s warm response to a challenging customer, or the arrival of a new coffee machine in the break room. The possibilities are endless.

Here are three types of work gratitude that directly influence employee experience:

1. Episodic Gratitude

This is tied to specific positive events you’ve encountered. For instance, you may be offered a new assignment you’ve been eyeing for a while. Or colleagues may jump in to help you meet a tight deadline. Or your employer gives you time off to deal with a serious illness in your family.

There is a strong correlation between expressions of gratitude in specific situations and positive organizational behavior. In other words, by practicing episodic gratitude over time, you can form a healthy habit that benefits you and your colleagues, alike. And ultimately, it can elevate your company culture as well.

2. Persistent Gratitude

When you consistently tend to feel thankful in a particular context, that is persistent gratitude. People with persistent gratitude are more likely to notice the good in other people’s actions and be thankful for them.

For instance, say your colleague fixes some basic errors in a document you’ve drafted so you don’t have to spend more time revising it. Some people may expect this as a normal part of a colleague’s job. But if you embrace persistent gratitude, you’ll be thankful for that effort to improve your document.

So, why is persistent gratitude important at work? When people feel good about what they do for a living, it leads to better overall well-being. Persistent gratitude leads to positive work-related emotions like enthusiasm and happiness. It also helps form stronger relationships, which in turn can strengthen your organizational culture.

3. Collective Gratitude

This is a feeling of thankfulness that stretches across an organization. It means you have a culture where people openly appreciate each other. With collective gratitude, employees feel free to express gratitude to colleagues, superiors, and clients.

A work environment where you’re appreciated and your efforts are celebrated sounds like a dream. As mentioned previously, persistent gratitude nurtures happiness and stronger relationships, so imagine what this ethic can accomplish when organizations fully embrace it. That’s why highly effective leaders foster a sense of collective gratitude.

Building a Culture of Gratitude

How can you help employees feel valued, recognized, and appreciated at work? Here are some proven ways you can encourage more gratitude throughout your organization:

  • Respect employees and colleagues by consistently seeking their input and listening to their ideas.
  • Take time to celebrate individual and team successes.
  • Believe that even a simple verbal or written “thank you” can go a long way.
  • Tell people exactly how they make a difference to you and others, so they believe your comments are genuine.
  • Don’t hold back. Share positive feedback whenever you see an opportunity.
  • Ask people how you can help them grow or rise to a new work challenge.
  • Be available to help when others are struggling through difficult times.
  • Hold periodic recognition ceremonies where employees nominate colleagues for awards like custom trophies, personalized keepsakes, or other customized items that strike a meaningful chord.
  • Publicly thank those who’ve helped you at work so people will be encouraged to offer assistance to others, as well.
  • Reward your team with fun group events that can also strengthen bonds. For example, you could host informal offsite trips, game nights, picnics, happy hours, and team lunches.

The Many Benefits of Gratitude at Work

When you express gratitude as a natural habit, you’ll begin to notice that it improves your attitude about work. And eventually, that genuine sense of gratitude will spread to others around you and benefit your culture in multiple ways. For example, in organizations where gratitude is a priority you’ll find:

  • Less job stress and more satisfaction
  • Better coworker relationships and friendships
  • A happier, more collaborative atmosphere
  • Heightened morale
  • Better employee self-esteem, mental health, and confidence
  • More energy and enthusiasm
  • And even improved physical health

A spirit of genuine appreciation can fill work environments with positivity. And when employees feel good about their work experience, a better customer experience and increased sales are likely to follow. It’s an all-around win-win.

Final Thoughts

Leaders typically don’t express gratitude as often as employees wish they would. But if you’re a leader, it’s your responsibility to keep your workforce engaged, connected, and optimistic. Consistently acknowledging others can showcase your professionalism, improve your business relationships, help you stand out as a true team player, and lift your workplace culture.

It may not cost anything to be outwardly appreciative, but developing a habit of thankfulness can make a massive difference. You have nothing to lose. So why not give it a try?

Stop Overthinking a Culture of Gratitude. Show It Instead!

As we enter the season of gratitude, I have contemplated the importance of employers, managers, and leaders expressing thanks to their hardworking team members. We have collectively weathered a storm, and we’re not in the clear yet. No matter what the industry, things have been challenging. But how should we show our gratitude? What is authentic? What works?

With “The Great Resignation” and “The Great Discontent” affecting our organizations, retention is top-of-mind. Here is my gentle reminder: a little gratitude goes a long way in keeping employees happy and feeling valued.

Why gratitude is great

Gratitude in the workplace is often underrated. While some leaders are quick with a “thank you,” others are still under the impression that thanks are given with a paycheck. Research clearly illustrates that the right amount of gratitude can drastically impact the productivity, positivity, morale, employee retention, and success of a business.

The Greater Good Science Center at the University of California, Berkeley, is at the heart of understanding gratitude. In his 2010 essay, Robert Emmons, the world’s leading scientific expert on gratitude, reveals why gratitude is good for our bodies, our minds, and our relationships.

“[Gratitude] has two components. First, it’s an affirmation of goodness. We affirm that there are good things in the world, gifts, and benefits we’ve received. This doesn’t mean that life is perfect; it doesn’t ignore complaints, burdens, and hassles. But when we look at life as a whole, gratitude encourages us to identify some amount of goodness in our life,” Robert says. “The second part of gratitude is figuring out where that goodness comes from. We recognize the sources of this goodness as being outside of ourselves. It didn’t stem from anything we necessarily did ourselves in which we might take pride. We can appreciate positive traits in ourselves, but I think true gratitude involves a humble dependence on others: We acknowledge that other people—or even higher powers, if you’re of a spiritual mindset—gave us many gifts, big and small, to help us achieve the goodness in our lives.”

Gratitude is transcendent.

The act of gratitude clearly transcends any one part of our lives. It’s holistic in nature. Those who are grateful at home are likely to be grateful at work. But people aren’t inherently grateful or not. Like many things, it can be–and I would argue should be– practiced.

My thoughts have landed here: stop overthinking a culture of gratitude. Show it instead! It sure seems silly as a line item on an executive agenda: “Express thanks to employees.” Instead, be naturally grateful for the employees who have stuck through trying times. Show them gratitude–and not just one night at the fancy holiday party. Say “thank you.” Drop a note. Make eye contact and actively show appreciation for a job well done.

A recent Gallup analysis found that “48 percent of America’s working population is actively job searching or watching for opportunities. Businesses are facing a staggeringly high quit rate–3.6 million Americans resigned in May alone–and a record-high number of unfilled positions. And Gallup discovered that workers in all job categories, from customer-facing service roles to highly professional positions, are actively or passively job hunting at roughly the same rate.”

It is no secret that keeping employees happy is the name of the game right now. Retention has always been a hot topic among leaders, but it’s never been more important to engage employees and entice them to stay through authentic actions.

Get back to basics.

Say things like: Thank you! We appreciate you. We are glad you’re here. You offer great value to our team. Nice job on that project. Sound too easy or trite? It’s not.

Ask questions like: How would you like to be recognized? What makes a happy, productive workplace? A misstep is often to assume you know what resonates with people. Don’t be afraid to ask: take surveys or have open conversations about what feels good to hear or experience.

Ask people about their experiences alone and in groups. Also, find out how people are feeling. Are they scared? Tired? Upbeat? Hopeful? What general trends come to light from truly ASKING?

Create an environment that fosters gratitude.

According to HBR’s piece, “Building a Better Workplace Starts with Saying ‘Thanks’”: “Make time and space for gratitude. Many employees may feel ambivalent about expressing gratitude or appreciation publicly, so don’t force it. Instead, managers should make (physical or virtual) space and time for gratitude. For example, managers can create an appreciation wall or a dedicated Slack channel for employees to recognize others and give kudos. Managers might also start meetings with gratitude ‘check-ins,’ during which team members can express one thing they’re thankful for. When employees pin notes to the wall or participate in check-ins, they create social proof that encourages their ambivalent colleagues to do the same.”

Stop thinking about gratitude as an “initiative.”

Gratitude in the workplace doesn’t have to be expensive or overwrought with logistics. There are many ways to show appreciation and employee recognition that aren’t overtaxing or unrealistic.

Our friends at gThankYou publish an ongoing blog related to employee appreciation, recognition, and gratitude. One post that spoke to me was “The Magic of On-the-Spot Recognition.” It outlines many reasons to simply show gratitude “in the moment”–and it is simple, appreciated and, frankly, expected by younger generations.

“A culture of gratitude begins with a genuine heart and true feelings of thanks for those who make your business work every day,” shares Liz King, co-founder and CMO of gThankYou. “We have committed to sharing free resources to help leaders incorporate appreciation, recognition and thanks into the workplace all year long. It’s a wise business decision that also feels great.”

Other considerations for maintaining a culture of gratitude

Define happiness.

As with all goal-setting, the clearer the picture, the more likely you will succeed. Take the time to understand what happiness means in your organization, industry, and area of the world. This alone can put a damper on the “Great Resignation” or “Great Discontent.” Picture a happy workplace: what does it really look like?

Understand how to align the organization’s foundational purpose with daily actions.

This piggybacks on defining happiness. There should also be a deep-rooted connection between what the organization stands for and how it treats employees. What is this company all about? If it is focused on providing goods or services to better their customers or the world, are we treating employees just as well (or better)? If we thank our customers and partners, shouldn’t we extend the same courtesy to our employees?

The bottom line

Organizations, specifically leaders, MUST set an example of gratitude. We encourage you to not only take the time to say, “thank you” regularly but build tangible, effective ways to keep a gratitude culture thriving.

How do you foster a culture of gratitude? I’d love to hear your ideas–and so would your peers! Please feel free to contact me at



#WorkTrends: The Power of Workplace Gratitude with Liz King

How do we best show workplace gratitude? How do we help employees and coworkers feel valued and appreciated?

There’s no doubt: In 2020, the world seems pretty serious. All around me here in Oregon, and up and down the west coast, we’re dealing with unprecedented firestorms. A series of tropical storms seems ready to hit the southeastern US. And we’re all still grappling with a pandemic that has dramatically changed the workplace. With all this going on, many of us seek solace. We covet a moment of relaxation. And for the many of us working solo at home, we crave human connection.

You don’t want to miss a single episode of #WorkTrends… subscribe to the podcast now!

So there’s no better time to be deliberately human. To reach out to a friend to say hello. Or, perhaps to make an employee or coworker smile by just saying thank you. But how do we show gratitude in a meaningful way while we’re socially distancing?

Liz King on Workplace Gratitude

To answer that question, and because I truly believe sharing gratitude with employees and peers may be the special sauce of workplace culture and engagement, I asked Liz King, CMO of gThankYou, to join me on this week’s #WorkTrends podcast. We talked about the real science behind gratitude, and how it can transform any workplace — whether co-located, remote, or both. Of course, the holidays are coming. So we also took a look at great ideas on how to use gratitude to make everyone smile, even if we can’t be together.

In the first few moments with Liz, I confirmed how important it is to create a culture of workplace gratitude. “Because of what we’re seeing as a result of the pandemic — increased worker stress, loneliness, anxiety, the pressure of juggling family and work commitments — it is so important employers are there to help employees take on these new world challenges through sincere gestures of kindness and appreciation,” Liz said. She emphasized that while one-time expressions of gratitude are meaningful, consistency is important. “Building a culture of gratitude needs to come from the top down. Ultimately, it must be part of the fabric of a workplace culture. You just can’t say a one and done thank you and think you’ve done enough.”

Appreciation is Personal

When talking about that human connection, Liz shared another great piece of advice: “We are so short on personal engagement right now. If you can, pick up the phone. Check in on your employees. People need to know they’re valued and not alone.” Liz smartly added: “Don’t forget a heartfelt, personal thank you note always makes somebody’s day.”

Since Liz and gThankYou are experts at showing gratitude to employees and coworkers, I couldn’t let Liz get away without about the best way to show sincere gratitude nowand for the upcoming holidays: “To help show appreciation year-round, we have a day-to-day employee celebration calendar full of actionable appreciation and engagement ideas. Of course, we started our business in 2007 based on the tradition of giving a turkey to employees for Thanksgiving. We then started creating certificates of gratitude for practical employee and customer food gifts. Not just a Thanksgiving turkey, but a Christmas ham and  fruit and vegetables, ice cream, and groceries anytime.”

Walking the Thankful Talk

During our conversation, it became clear Liz, her husband Rick, and their entire team walk the thankful talk: “We are incredibly grateful to work with companies who care about appreciating employees. It is such a joy to get them on the phone! They’re excited to order again, every year. And they talk about why showing gratitude is so important to them — just as it is to us.”

I’m grateful gThankYou sponsored this meaningful episode of #WorkTrends℠. I really appreciate their simple, flexible approach to helping brands show they care about their employees. I can’t thank them enough.

Be sure to listen in… then go say thank you to someone making a difference in your life!

And please join us on Wednesday, September 23rd at 1:30pm ET with a special Twitter chat featuring Liz King. Here are the questions we’ll be asking:

Q1: Why do organizations struggle with expressing gratitude? #WorkTrends

Q2: What strategies can promote a culture of gratitude? #WorkTrends

Q3: How can leaders show gratitude over the holidays?  #WorkTrends


Find Liz on Linkedin and Twitter. Also check out gThankYou on LinkedIn.


Editor’s note: #WorkTrends podcasts and Twitter chats are changing to better meet your needs! For details, check the new FAQ page. And to see upcoming event topics and guests, check the calendar listing on the #WorkTrends Podcast page.


Photo: Anete Lūsiņa

Five Takeaways During COVID-19 As a Working-Mom-CEO

I’m the founder and CEO of a 40+ person HR consulting business. My husband is a preschool teacher, and I have two kids — one going into her sophomore year of high school and my son who’s leaving for college soon. With offices and schools still closed, we’re doing all we can to navigate the uncertainty and make the most of our time together. 

Keeping Kids Engaged

My daughter recently learned that her high school is going completely virtual. When her school moved online in March, she loved day one, and was exhausted by day two. Then my husband and son’s schools both closed. Suddenly our family of four was all working from home. We’re fortunate that we have plenty of space. When I’m upstairs my daughter takes over the living room. Sometimes we trade for a change of scenery.

My son’s school struggled to organize online classes, and he ended up with little to do from the time COVID-19 hit until he graduated in June. Friends made up for the lack of a formal graduation by hosting a socially distant ceremony in their backyard. With no school work, we found chores to keep him busy and got him volunteering at our neighborhood food bank. 

Feeding a family of four — all of their meals from home has been a new experience since we used to leave the house at different times, and grab lunch at work or school. I’m keeping lots of healthy food and snacks in the pantry. We’re also cooking together more. Yesterday I made granola bars, while my daughter experimented with funfetti cake pops. Teenagers may disagree, but I’ve enjoyed slowing down and spending more time together.

Self-Care Helps Manage Uncertainty

In order to be there for your family, you’ve got to take care of yourself. Think about the instructions you get when you fly: put on your oxygen mask first, before helping others. I started 2020 with a new year’s resolution to do morning meditation and have experimented with affirmations too. Some mornings, I take a brisk walk to clear my head. 

A big part of my business is leadership development. When the pandemic hit, I had no idea if or when people would invest in training. Would this part of the business fail? Obviously no one was going to join a live workshop anytime soon. Fortunately, virtual workshops quickly became the norm. My worst case scenario did not come true. Nonetheless, periods of worry and uncertainty combined with constant change are exhausting. 

Routines keep us grounded, and no routines are more basic than eating, sleeping, and exercise. My number of steps dropped when I stopped commuting so now I’m intentionally walking once or twice a day. I’ve also given myself permission to be more flexible and less productive than usual. You can’t expect as much from yourself or others while the world is in turmoil, so give everyone some grace.  

Gratitude Makes You Feel Better

There’s research that gratitude can actually change your brain over time. Practicing gratitude makes us more appreciative of what we have. Start small by making a list of things you’re grateful for each night before bed. Or have each family member share what one thing they’re thankful for when you sit down for dinner. It can be as simple as fresh air, a new puppy, or your health. There are many ways to practice gratitude

My colleague from Milan and his wife were quarantined in different Italian cities during lockdown. All non-essential businesses were shut down, and there was no social life whatsoever. I commiserated with how hard that must be. He responded by saying that his grandfather had a much more difficult life during the war, so he never feels unlucky. What an amazing example of gratitude.  

Wait! I’m Still a CEO

With my family continuously readjusting to new routines, I’ve had to think creatively about what my team clients need right now. They’re looking for guidance on remote work and virtual meetings, clear communications, and tips to stay connected and engaged. People are also grappling with how to engage in anti-racist work following the killing of George Floyd. Leaders want to be empathetic while struggling to manage their own anxiety. Working parents need strategies to function while keeping kids safe and occupied. 

As a leader, I know it’s important to stay resilient and provide my team a sense of safety. We’re talking more often, checking in with each other. We’re inviting our kids and pets to online meetings, and hosting a Zoom celebration in place of our summer picnic. 

Perspective Taking

I’m staying focused on how I can help myself, my family, my team, clients, and community stay strong and get through this. I’m grateful that my loved ones are healthy and my company has so far weathered the storm. I’m encouraged because everyday I see people taking care of those in need ranging from small businesses to kids who won’t have meals while schools are closed. I know eventually this will pass and I think about how it’s going to make us stronger, more flexible, and more appreciative.

#WorkTrends Recap: Gratitude and Giving Back

One tenant of a positive workplace culture is appreciation. Employees who receive recognition and appreciation are more likely to be engaged and work harder. A little kudos from a manager goes a long way.

This week I discussed the importance of leaders showing gratitude and giving back to employees, partners and customers with special guest Elisabeth Vezzani, Co-founder of Sugarwish, a corporate gifting organization.

Elisabeth shared why non-cash incentives work best for employee motivation and creating happiness throughout the office.

Here are a few other key points Elisabeth shared:

  • 80% of employees are motivated to work hard when employees feel appreciation from their bosses
  • People stay longer and work harder for non-cash incentives
  • A gesture of appreciation does not need to cost a lot

Did you miss the show? You can listen to the #WorkTrends podcast on our BlogTalk Radio channel here:

You can also check out the highlights of the conversation from our Storify here:

Didn’t make it to this week’s #WorkTrends show? Don’t worry, you can tune in and participate in the podcast and chat with us every Wednesday from 1-2pm ET (10-11am PT). Join me on Jan 4 for our first chat of 2017. I will be joined by sales advocate and best-selling author Anthony Iannarino to discuss how to sell yourself.

Remember, the TalentCulture #WorkTrends conversation continues every day across several social media channels. Stay up-to-date by following our #WorkTrends Twitter stream; pop into our LinkedIn group to interact with other members; or check out our Google+ community. Engage with us any time on our social networks, or stay current with trending World of Work topics on our website or through our weekly email newsletter.

#WorkTrends Preview: Gratitude and Giving Back

On last week’s #WorkTrends, Meghan M. Biro and her special guest Kevin W. Grossman discussed the importance of companies showing respect and professionalism to job candidates.

This week Meghan will be discussing the importance of companies showing gratitude and giving back to employees, partners and customers. She’s will be joined by her special guest Elisabeth Vezzani, Co-founder of Sugarwish, a corporate gifting organization.

Join Meghan and Elisabeth on Wednesday, December 21 at 1pm EST for a fun and lively discussion around this timely topic.

Gratitude and Giving Back

#WorkTrends Logo Design

Join Elisabeth and me on our LIVE online podcast Wednesday, Dec 21 — 1 pm ET / 10 am PT.

Immediately following the podcast, the team invites the TalentCulture community over to the #WorkTrends Twitter stream to continue the discussion. We encourage everyone with a Twitter account to participate as we gather for a live chat, focused on these related questions:

Q1: What’s the value of giving gratitude in the workplace? #WorkTrends (Tweet this question)

Q2: How can corporate gifting programs empower and engage employees?#WorkTrends (Tweet this question)

Q3: How does corporate gratitude dovetail into an employer brand? #WorkTrends (Tweet this question)

Don’t want to wait until next Wednesday to join the conversation? You don’t have to. I invite you to check out the #WorkTrends Twitter feed, our TalentCulture World of Work Community LinkedIn group, and our TalentCulture G+ community. Share your questions, ideas and opinions with our awesome community any time. See you there!

Join Our Social Community & Stay Up-to-Date!


Photo Credit: newpennmarketing Flickr via Compfight cc

Use Your Time Wisely — You Don’t Have As Much Of It As You Think!

As management guru Peter Drucker once said, “Time is the scarcest resource, and unless it is managed, nothing else can be managed.”

Time is the greatest lever we have to achieve business goals, yet most leaders don’t measure how it’s spent or manage it as scarce capacity.  When time is viewed as an infinite resource, it sets up employee engagement challenges and fatigued thinking.  This week, give closer attention and intention to how you leverage time with these 3 practices:

Recognize time is a finite resource and plan accordingly.
Create a time allocation plan for yourself and your team this morning to use your limited capacity wisely for the next 90 days.  Include target percentages for making decisions, motivating people, addressing issues, assessing goal achievement, and engaging customers.  As with any budget, ruthlessly prioritize so the time you plan to spend isn’t greater than the time you actually have — if it’s not in the budget, delegate it or drop it.

Align time used directly to goal achievement. 
Be as systematic aligning time to goal achievement week over week as you are setting goals at the start of the year and measuring performance at the end.  Chasing status reactively and consuming time on work that doesn’t contribute to goals waste precious time.  Define 1-3 streams of work that support achievement of each goal, and ask your team to do a short weekly report on action item progression by stream.  Put the goals and streams into the report template to ensure week over week linkage between the team’s work, everyone’s time and your business goals.

Take some time to experience gratitude.
Complement more intentional use of time and better time-goal alignment with 10 minutes a day to identify and acknowledge great work or effort – ideally the 10 minutes before you leave the office.   It’s renewing and energizing for you and others.  This habit will strengthen your empathy skills and remind others why they’re investing their time to help achieve your business goals!

Put these practices to work this week to increase your productivity and satisfaction; join the conversation on this and other topics to share what works best for you.

P.S.   Consider using Workboard for easy, effective status reporting.  You define goals and workstreams, your team tracks action items by stream and reports from their list; Workboard automatically distills their reports so you know how to focus your time and theirs.

#TChat Preview: Employee Engagement And Putting Thanks In The Bank

The TalentCulture #TChat Show is back live on Wednesday, April 23, 2014. #TChat Radio starts at 6:30 pm ET (3:30 pm PT) and the convo continues on #TChat Twitter chat from 7-8 pm ET. Last week we talked about building a cultural advantage, and this week we are talking again about creating a high-engagement climate and culture.

We know why employee engagement matters, and that’s why we keep talking about it on our show; the importance of creating a climate of support and encouragement in the workplace cannot be over-stated. By creating a climate and culture of appreciation with a few simple strategies, you and your organization will receive huge payoffs in your employee retention, satisfaction, and performance.

Our guests will share six ways you can take your T.H.A.N.K.S. to the bank, and this will be an acronym to remember. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about creating an high-engagement culture with this week’s guests: Lisa Ryan, MBA, Founder and Chief Appreciation Strategist at Grategy and author of The Upside of Down Times and Teresa Andreani, Executive Life Coach at Work In Progress Consulting Group and adjunct faculty member in the Department of Psychology at Cleveland State University.

Sneak Peek: Employee Engagement and Gratitude

We spoke briefly with Lisa in a G+ Hangout to learn a little about how employee engagement can be as simple as “Thank You”.

Related reading:

Meghan M. Biro: Create A Vocabulary That Inspires Employee Engagement

Susan Gaier: Three Steps to Improve Employee Engagement

Melissa Dawn: The Best Ways to Reward Employees

Damon M. Banks: A Positive Workplace Culture Is Simply Good Business

This topic is vital for talent-minded professionals everywhere, so we hope you’ll join the #TChat conversation this week and share your questions, opinions and ideas!

#TChat Events: How can showing gratitude increase employee engagement?

TChatRadio_logo_020813 #TChat Radio — Wed, April 23 — 6:30pmET / 3:30pmPT Tune-in to the #TChat Radio show Our hosts, Meghan M. Biro and Kevin W. Grossman talk with guests Lisa Ryan and Teresa Andreani!

Tune-in LIVE online this Wednesday!

#TChat Twitter Chat — Wed, April 23 — 7pmET / 4pmPT Immediately following the radio show, Meghan, Kevin and our guests will move to the #TChat Twitter stream, where we’ll continue the discussion with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we gather for a dynamic live chat, focused on these related questions:

Q1: Why do we struggle to implement the simplest engagement strategies? (Tweet this Question)

Q2: How do we create a climate of appreciation with the remote workforce? (Tweet this Question)

Q3: What are some economical ways to creatively engage employees? (Tweet this Question)

Q4: How can business leaders increase performance through engagement? (Tweet this Question)

Q5: In what ways can employees personally gain from showing gratitude to leadership and co-workers? (Tweet this Question)

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed, and in our new TalentCulture G+ community. So feel free to drop by anytime and share your questions, ideas and opinions. See you there!!

TalentCulture World of Work was created for HR professionals, leadership executives, and the global workforce. Our community delves into subjects like HR technologyleadershipemployee engagement, and corporate culture everyday.

To get more World of Work goodness, please sign up for our newsletter, listen to our #TChat Radio Channel or sign up for our RSS feed.


photo credit: *Lie … on & off … ! via photopin cc

#TChatHoliday: Sharing Warm Wishes, Community-Style!

The holidays are a perfect time to reflect upon the past year’s experiences, and look ahead to new opportunities — something the TalentCulture community does continuously.

But earlier this week, Kevin W. Grossman joined me for a brief hangout to compare notes about what it has meant to connect with all of you this year, what our holiday plans are, and best of all, why we’re so excited for 2014!

Of course, we’re not the only ones with ideas, plans and goodwill to share with the community. We’d love to hear from you, too!

Just leave a comment below — or post a tweet, photo or video from Vine or Instagram, and include the hashtag #TChatHoliday. As we roll into the New Year, we’ll curate and share your greetings, memories and aspirations for all to see.

THANK YOU for being part of our growing, thriving, continuous world of work conversation! We appreciate everyone who is helping us explore this new form of community building.

We hope that you enjoyed Hanukkah and Thanksgiving holidays. And we wish you a Merry Christmas, Heri za Kwanzaa and Happy New Year!

Looking forward to our next #TChat on January 8 — but until then, make the most of this time to catch-up with those who matter most to you. Stay safe, and be merry!

Image credit: Kirkland’s

Business and the Spirit of Sharing: #TChat Recap

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.

SUN 12/9
Meghan’s post:  “5 Traits of Leaders Who are Ready for Social Good”

MON 12/10
#TChat weekly preview post:  “The Grinch & The World of Work”TalentCulture #TChat Video window of GoogleHangout with Mashable Community Manager

TUE 12/11
Google+ Hangout videoMeghan 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

“Homemade baked goods open hearts!” ReCenterMoment

“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

#TChat Radio Image from BlogTalkRadio

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!

Image Credit: Niklas Wikstrom

#TChat INSIGHTS Slide Show: Business and the Season of Sharing

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#TChat INSIGHTS: The Grinch & the World of Work

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 McDonald
“@jocelynaucoin: And then the heavens parted for #TChat” 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 Hope u enjoy it #tchatIrene Becker
@meghanmbiro A1: It builds goodwill with both customers and employees. It should definitely matter to them.
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 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
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.
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 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 (Just 4 Fun) Cash, Liquor, Furs, Expensive Autos, Gambling Trips, Viagra and recognition #TchatDave Ryan, SPHR
A4: A good, old fashioned “thank you” always works.
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
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
A4: Traditional: year-end. Innovative: year-round. #tchatRob McGahen
>> 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. #Tech + #Community + #SocialGood = Saving our beautiful planet. #tchatMichael Clark
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

The Grinch & The World of Work: #TChat Preview

The holidays have us fired up here at the TalentCulture World of Work Community. And that means we’re tapping into some high-powered friends – social business leaders at Mashable and HuffingtonPost/AOL for a super-spirited #TChat Radio program this Tuesday – followed by a dynamic #TChat Twitter convo on Wednesday. (See questions and other details at the end of this post.)

What’s the dust-up about? Well, we’re venturing into territory that lives on the edge of political correctness – a sensitive area for some. But workplace culture has implications for an organization’s contribution to the greater good. So in the interest of understanding the important relationship between corporate culture, community engagement and responsible leadership, we’re exploring holiday traditions, social behaviors, and business goals.

Consider this. I visited a friend’s workplace recently. It’s a really awesome space — open and airy, very hip — all mod cons, as they say. And it was oh-so-politically correct — green, Leeds-certified, the whole nine yards. That’s all OK, but here’s where it gets weird: Everyone is accepting and open, right? Culturally aware, they’re friendly and respectful. However, they’re so very culturally aware that holiday displays are strictly forbidden — no lights, no plants, nothing that might upset someone who’s not a fan of lights and plants in a holiday context. No expressions of wonder, affection or hope represented in association with (insert your favorite holiday here).

Click here for details about #TChat Radio this Tuesday, December 11, 2012, 7:30pmET

Click here to learn more about #TChat Radio with community leaders from Mashable and The Huffington Post

We’re not being political or religious. We’re just putting it out there: What if we said, “Enough, already!” with intolerance in the name of political correctness? What would happen? Would heads spin? Would the earth stop spinning? Would it really be that bad?

In the fearless tradition of #TChat, we’re taking this on. We’re setting up for an open, honest and spirited discussion that’s timely. Here’s the primary challenge:

Can we acknowledge holidays in the work setting any more, or has that ship sailed on the tide of progressiveness and political correctness?

Against this backdrop, we’re going to look at how organizations can show gratitude and thanks all year long, not just in…oh, all right, we’ll call them “holiday greetings.” For this week’s questions, we have our flameproof, thermal long johns at the ready, and so should you. Bring your passion and let’s talk – both on #TChat Radio (Tuesday night at 7:30-8:00pm ET) and then on the #TChat twitter stream (Wednesday at 7:00-8:00pm ET).

#TChat Discussion Guide – The Season of Sharing

Q1: Devil’s advocate: Does it even matter to stakeholders for an org to express the season’s sharing spirit? Why?

Q2: Where do orgs fall short in projecting an image of doing social good – during the season or at any time?

Q3: What can leaders do year ‘round to give credibility to end-of-year, seasonal shows of social good & sharing?

Q4: What are some traditional vs. new, innovative ways for orgs to express gratitude? What’s a good mix?

Q5: How is technology helping orgs to express gratitude? What are the pros and cons?

Don’t Miss The Discussion! Detail Here…

Bring on your inner Scrooge or heartfelt George Bailey!

First, tune into #TChat Radio, Tuesday, Dec. 11, at 7:30-8:00pm ET / 4:30pm PT, when we tackle the topic of holiday correctness with guests Meghan Peters, community manager from Mashable, and Brian Sirgutz, senior vice president of social impact at The Huffington Post/AOL.

Then join us for a free-wheeling open forum on Twitter: #TChat– Wednesday, Dec. 12, 7-8pm ET / 4-5pm PT. We look forward to your thoughts and reactions. No fear here, just an interest in learning and sharing, in the spirit of the season! See you Tuesday and Wednesday…!

Image Credit: Mister Grinch

#Nifty50 & Showing #Gratitude Social Media Best Practice

Today, I have two amazing reasons to be grateful: Cheryl K. Burgess (@ckburgess) and Pam Ross (@pamelamaeross) have nominated me for the “#Nifty50 Women in Technology on Twitter for 2012” and “The Five HR People You Meet on Twitter,” respectively.

Social media is fast and always changing. The pace of it all can be distracting. But it is essential to take a step back and take time to express gratitude — better yet, #gratitude. Showing #gratitude is a best-practice in social media. Here’s why:

  • It humanizes the business and separates the business aspect from the person behind the business.
  • Stronger relationships are built through appreciation and positivity toward one another.
  • #Gratitude is one of the reasons why social media business is developing rapidly as people connect with each other at different levels!

I’m just as much a mentee as a passionate mentor, I am learning much, much, much from all the generations every day — this whole business of social media works on the foundation of “Reverse Mentoring.” It is an honor to be nominated to these lists and recognized by other mentors in the same business. I heart Social! I’m very grateful to the amazing friendships, weekly inspiration and connections I have gained along the way.

Thank you from the bottom of my heart. I never take my valued relationships for granted. This made my week!

Image Credit: WoodleyWonderWorks on Flickr

Our Upcoming Year of Work-Life Gratitude

Written by Kirsten Taggart

Every year as the holiday season ends and the New Year becomes the present year, we all seem to be filled with renewed hope and excitement in anticipation of what the incoming year may bring: new opportunities, experiences, jobs, relationships. Whether we make resolutions or not, the calendar change represents a fresh start we are only given once a year.

I recently saw a video of a young boy receiving an Xbox for Christmas and I don’t think I’ve ever seen anyone so grateful (seriously, watch it. I dare you not to cry). He is so appreciative of the generous gesture from his parents and it got me thinking, what if everyone was that gratuitous?

The more I thought about this video the more I became inspired to thank those close to me for their constant support and kindness. Without them I would not be who or where I am today.

But in fear of sounding like a self-help book, I’m going to skip spilling my inner-most, holiday-triggered emotions and cut to the chase.

Let’s make 2011 the year of gratitude in both the workplace and your social communities.

You may think that simple things such as saying “thank you” several times a day seem trivial. However, I’m asking you to not only participate in these acts of kindness but also to appreciate the day-to-day experiences that you, unlike so many, are fortunate enough to have. We live in a go, go, go, world, but sometimes it’s worth it to take a minute and smell the roses. This is extremely important during the job search, as the smallest gesture of kindness can set you apart from the crowd.

Doing so doesn’t take more than a few minutes out of your day either.

  • Were you recently interviewed for a job? Send a thank you note.
  • Receive great advice from a colleague? Do something for them in return.
  • Did someone do you a favor?  Give them a call.

Showing appreciation doesn’t have to come in the form of gifts. A simple gesture can make a world of difference and strengthen even the most informal of relationships. This can strengthen a work relationship, especially after one starts to appreciate and cherish these small acts.

Additionally, thank yourself once in a while. I know so many people who work themselves into the ground and barely take the time to breathe. Where’s the fun in that? Live a little! Treat yourself to a massage or a weekend camping trip. After a long week at work, it is important to rejuvenate and remind us of the beauty of life. We all deserve a break from time to time.

Whatever resolutions you may make for yourselves this year, remember to think about those who care for you most, whether it be our families or our work community. Life without kindness is no life at all. In the hustle and bustle of the New Year, remember to take some time to truly appreciate the little things in life. I wish all of you a very happy, healthy, successful, and grateful 2011.