Posts

Entrepreneurship Is A Sweet Deal

/ /by

The topic of entrepreneurship fascinates me. I often wonder what makes one person seek out entrepreneurial opportunities while others are content to be employees. I believe for some people the real and perceived risks of business ownership is too overwhelming for them to fathom. For others, there’s the immense commitment of time and resources and not to mention the financial implications. Being an entrepreneur or an employee both have their risks, it’s just a matter of which setting is more comfortable for you and where you see yourself fit.

I had the opportunity to discuss this topic with Elisabeth Vezzani, the Co-founder and CEO of Sugarwish. During an inspirational conversation we talked about the gratifying aspects, along with work-life balance issues entrepreneurs face as a business owner.

Ms. Vezzani, like many people, gained her experience from years in a corporate environment, specifically the staffing industry. During this time, she noticed a gap in the corporate gift market and created a company called Sugarwish, a startup that brings a revolutionary and sweet approach to gifting.

While working in the staffing industry, she sought out clever and unique gifting services to satisfy her own business needs and was disappointed with what was available. She recognized the need and from there decided on a type of gift that appeals to most people and envisioned how these gifts of recognition and thanks could be easy and fun to give and get. According to Elisabeth, “It all started as a conversation I was having with a friend about the lack of clever gifts that were available. I wanted to be able to give a gift that I would want to receive.”

Creating something to satisfy personal need then building it out to offer to others makes a lot of sense to me and one of the elements in the “secret sauce.” You have an idea. However, the change of moving from a position where a consistent source of income coupled with benefits and work that you enjoy doing, is still a big leap over to entrepreneurship.

Still desiring to know more about what differences someone experiences, I asked Elisabeth about the biggest adjustments she encounters between her corporate leadership position and self-employment. As with most entrepreneurs I’ve spoken with, her comments were not surprising. “The biggest difference with self-employment is that there’s no “off button.” states Elisabeth, “Much of it is my total love for Sugarwish… and my inability to stop thinking about what we can do better, or what we can do next. I want to be sure we are making Sugarwish all that it can be, and see it reach its full potential.” 

Ah, the “off button.” This comment makes something come to mind. I see entrepreneurship much as I view parenthood. A full-time, no holds barred, in-for-a-penny in-for-a-pound commitment. Another element of the “secret sauce.” But wait… this sounds like work-life imbalance more than symmetry. According to Elisabeth, “The balance is a little tricky, because that separation line is really blurred. Sugarwish fits into both my work and life categories. There is no “leaving it at the office”. There just can’t be. Keeping balance (and my sanity) requires a little more juggling, a little more understanding from family and friends… and a whole lot less sleeping.” There it is! There’s no separation from personal to business, because for an entrepreneur, their business is personal and so meaningful to them.

But surely, something is a driving force for people bitten by the entrepreneurial bug. They must get more out of the experience than what meets the eye. I can understand the self-satisfaction of “building” something and watching it grow, much like how people who love to garden enjoy seeing the fruits of their efforts develop. The gratification appears to run deep, but understanding the particulars of what is most impactful is probably personal. When I asked Elisabeth about her perspective on the gratification return on investment, she was adamant.

“One of the most gratifying aspects of my job is being able to watch Sugarwish continue to grow,” states Elisabeth, “and seeing it develop from a conversation, to an idea, to an initial website, to a thriving company has been unbelievably satisfying and inspiring. Another, is knowing that what we originally set out to do, specifically, delivering happiness, is working. We get to see how kind, thoughtful, generous and just generally awesome people are to each other… each and every day. All we hear is the good stuff and it never, ever gets old. It is literally the best job in the world.”

Question answered. I appreciate her impassioned response and obvious love of what she does for work. The most important element in the “secret sauce” revealed… a passion for what one does for work.

This desire for independent creativity and drive doesn’t need to be as an entrepreneur. Many people don’t build an empire, yet they still find happiness in what they do and look forward to doing it… every day. In Elisabeth’s case, she found her passion, built her business and set high bars to improve its performance to deliver more gratification, not only for herself, but for the people who interact with her company. For her entrepreneurship is a sweet deal with plenty of cowbell.

Image credit: StockSnap.io

Growth From Within: 7 Ways to Compete on Employee Talent

/ /by

Does your business compete primarily on product and price?

That kind of old-school strategy may win you customers in the near term. However, competing on price or product is really just a race to the bottom.

Along the way, you’ll miss the broader opportunity — the chance to win a sustainable position of market strength.

Rethinking Business Strategy

Competing on price and product is finite. Eventually, either or both will stop yielding the desired business results. Then what can an organization do to kick-start momentum? There are several choices: 1) Retire the product, and replace it with a new one, or 2) Develop a new pricing strategy.

Either option can breathe new life into sales, right? Sure, but only for a limited time. Price and product can be duplicated or replicated. But there’s a source of competitive advantage that is nearly impossible to duplicate or replicate — and that is your workforce.

The Human Element

Does your organization compete by tapping into your people’s infinite, unique potential — their talents, skills, knowledge, experience, energy and creativity?

Access to any of these is boundless. These inherent strengths can be directed toward developing the next great product your customers need, or that pricing strategy that paves the way to increased market share. For example, think of Southwest and its refusal to charge customers for flying with luggage. Southwest was expected to earn over $200 million from baggage fees. Instead, the airline earned over $1 billion by choosing not to charge.

In the 21st century, people are celebrated as the cause for success that catapults organizations to the top. So, what does an organization do to shift its focus to compete on employee talent? Here are seven people-centric ways that signal organizational commitment that puts people first.

1) Identify how employees set your company apart

Spend time understanding how your employees’ skills, experiences, strengths can help advance your strategy. Focus on how they differentiate you from competitors. You should be able to answer this question with confidence: “How does our work environment let our employees’ talents thrive and grow?”

2) Invest in true workforce development

Don’t just send employees to compliance training. Involve them in training that elevates their skills and knowledge. At its best, workforce development makes it possible for employees to learn on-the-job skills that are crucial for their growth, and helps them contribute more effectively to your organization’s goals.

3) Adopt a customer-centric strategy

Look to build and deepen relationship with customers by transforming products, services and the customer experience. Align your employees to create solutions in each of these three areas. This work is meaningful: it helps employees see how their work ties to the bigger picture. Plus employees want to “be in” on important work.

4) Align your reward mechanisms

Are your reward programs considered irrelevant or worse? Employees should be recognized in ways that are meaningful to them. Rewards must be appropriate and timely. It’s important to motivate people with a mix of regular quick-wins and long-term incentives.

5) Modernize how and where work gets done

Mobile technology and remote work policies can transform how and where your employees get work done. They want the responsibility and flexibility to choose. It’s time to begin trusting your employees to be accountable for when, where and how they contribute. Mobile is not going away.

6) Reevaluate workload

Is there a healthy tension between employee workload and time to get it done? If expectations don’t support optimal performance, then your environment is likely creating distress. Excessive stress leads to anxiety, as people begin to feel undervalued and question their well-being. That’s the start of a long downward slide to disengagement and attrition.

7) Invest in learning employees strengths

Strengths-based leadership is about understanding the kind of work that energizes employees and leads them to perform at their peak. Just as your business must adjust to external factors, it is essential to reshuffle employee responsibilities on an ongoing basis. The more time employees spend in the zone of peak performance, the more likely you’ll see creative contributions from their efforts — and the more meaning you’ll bring to your organization’s value proposition.

Today’s topsy-turvy marketplace sometimes scares executives into behaving like cash-hoarders. But organizations that compete on employee talent position themselves to outwit, outplay, and outlast their competition.

What ideas would you add to this list? Please add your comments.

(Editor’s Note: This post is republished from SwitchandShift, with permission)

(Also Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter and G+ conversation anytime. Learn more…)

Image Credit: Pixabay

Job Hunting? Look For Employers That Care About Your Future

/ /by

Written by Chris Boyce, CEO, Virgin Pulse

Are you pursuing new job opportunities — hoping to take the next step in your career? How do you determine if a potential employer is a wise choice? What criteria really count?

If wellness programs aren’t on your “must have” list, you may want to reconsider. The evidence is mounting. Companies committed to workforce wellness — particularly those committed to total quality of life at work and at home — are likely to be your best bet.

Unfortunately, not all companies make that kind of commitment. It’s no doubt one reason why employee engagement is so poor. Of course, engagement is influenced by multiple factors, but in general today’s workforce isn’t feeling the love. In fact, Gallup research revealed last year that 70% of U.S. employees are either disengaged or actively disengaged — and it’s costing companies over $300 billion a year.

The Workforce Wellness Difference

If you’re looking for a new gig, it makes sense to bypass organizations whose employees just aren’t dialed in to the work they’re doing, or the company’s mission, or its culture. But how do you find a great place to work?

There are some amazing companies out there that demonstrate their commitment to employees by investing directly in their health and happiness. We see them every day.

Leaders at these companies recognize that employees who are engaged in life inside and outside of their work environment are likely to be more productive and loyal over time. These types of companies support their workforce with comprehensive wellness options, like healthy food choices in the cafeteria, free group exercise classes in corporate gym facilities, paid time off to volunteer in the community, and even cold, hard cash incentives to reward healthy behavior.

Why Total Wellness Matters

By improving your health in multiple ways — physical, mental, social and financial — you’ll improve your total quality of life and maximize your potential in your job. Smart companies know this, and smart job seekers do, too. According to our own research, 87% of employees believe robust workplace wellness programs are paramount when choosing a place to work.

In recent years, with technology advances like the Internet, smartphones, teleconferencing and a variety of devices that help us work productively no matter where we’re located, the lines are blurring between work and home life. Employers recognize this, and increasingly are helping employees improve their total quality of life — not only by offering stellar benefits and workplace wellness programs, but also by extending those benefits to family and friends. This way, employees can rely on their natural support network to influence and reinforce their healthy habits.

Including family members is a no-brainer for employers, since spouses and dependents help boost wellness program participation. It should be a no-brainer for you, too. When exercising and dieting with a friend or family member, you have a 57% greater chance of losing weight than by going it alone, according to the Framingham Heart Study. Plus, getting healthy is more fun when you don’t fly solo. With innovative wellness programs that include your family and friends, you can challenge one another to simple, healthy competitions. For example, you can win bragging rights by tracking who climbs the most stairs at work, or who eats the most fruits and vegetables each week.

Employee Health Is More Than Fun and Games

But all of that fun also has serious impact. If your employer offers wellness programs you enjoy, and you take advantage of those programs, you’re more likely to adopt and sustain healthy lifestyle changes for the long-term. What’s more, the link between companies that provide robust workplace wellness programs and sustained employee engagement is strong. Our research shows that, at these organizations, 80% of employees feel their employer cares about their well-being.

So, in the long run, what can you expect? The payback of choosing a company that cares includes: fewer sick days, fewer workplace safety incidents, and an increased sense that your contributions at work have a greater overall impact, according to multiple sources. You’ll also feel a stronger connection with your employer, as you’re encouraged to stay active and healthy, and you see a similar commitment to those you love.

Bottom line: Healthier, happier employees are more engaged employees. And engaged employees perform more effectively at work. This can opening avenues to upward mobility and promotions that you might never have realized otherwise.

Factor these elements into your job search today, and I am confident that, in the future, you’ll find greater benefits both at work and in every other facet of life.

Chris-Boyce_color_web2(About the Author: Chris Boyce is CEO of Virgin Pulse. He is an accomplished technology entrepreneur who brings more than 15 years of consumer loyalty, enterprise and consumer software experience to Virgin Pulse. Leveraging Virgin’s philosophy that business should be a force for good, Chris’ leadership has been instrumental in guiding Virgin Pulse’s development of market-leading, technology-based products and services that help employers improve workforce health, boost employee engagement, and enhance corporate culture. Chris has an MBA from Harvard Business School. Connect with him on LinkedIn or Twitter.)

(Editor’s Note: Chris Boyce discussed employee engagement with the TalentCulture community this week at #TChat Events. See full highlights and resource links in the Recap: “Employee Engagement: Say It Like You Mean It.“)

Image Credit: Pixabay

Does Your Workforce Feel The Love? #TChat Preview

/ /by

(Editor’s Note: Are you looking for full highlights and resource links from this week’s events? See the #TChat Recap: “Employee Engagement: Say It Like You Mean It.“)

At one point or another, all of us have felt it.

You know what I mean. That sinking feeling in the pit of your stomach, when you suddenly realize someone you desperately want to pursue is simply just … not that into you.

Talk all you want about The 5 Love Languages or 50 Shades of Grey. No amount of self-help advice or passionate persuasion is likely to alter the destiny of that relationship.

Employer Love: Beyond Hearts and Flowers

Fortunately, it’s a different story for relationships between employers and employees. Even companies that haven’t connected with their workforce in meaningful ways can turn a lackluster situation around. But what’s the best approach? And is it really worth the effort?

That’s the topic the TalentCulture community is taking on this week at #TChat Events. And we’re fortunate to be welcoming two guests who understand the importance of developing solid employer/employee bonds: Chris Boyce, CEO at Virgin Pulse, and Kevin Herman, Director of Worksite Wellness at The Horton Group.

Sneak Peek

Both of these executives see tremendous potential in strengthening employee loyalty and engagement by focusing on lifestyle fundamentals — health and well-being. Last year, Chris explained in a Bloomberg broadcast interview why it’s wise to invest in workforce wellness, especially in the face of rising healthcare costs and reduced benefits. Watch now:

Recently, Chris contributed a TalentCulture post expanding on this concept. In “Workplace Wellness: The Story Starts With Healthy Culture,” he makes the business case for embracing next-generation wellness programs — not just to promote employee health, but to build a more resilient business, overall.

What do you think about the importance of wellness programs and other employee engagement strategies in demonstrating employer “love”? This topic affects all of us in the world of work, so we hope you’ll join the #TChat crowd this week and add your perspective to the conversation.

#TChat Events: Love Your Employees, They’ll Love You Back

#TChat Radio — Wed, Feb 12 — 6:30pmET / 3:30pmPT

TChatRadio_logo_020813

Tune-in to the #TChat Radio show

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Chris Boyce and  Kevin Herman about why and how employers should demonstrate their commitment to workforce well-being. Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Feb 12 — 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, in a dynamic live chat.

Everyone with a Twitter account is invited to participate, as we address these 5 related questions:

Q1: Why does workforce recognition and engagement matter more than ever?
Q2: What are the best ways employers can demonstrate this kind of “love”?
Q3: Where have you seen engagement in action, for better or worse?
Q4: What technologies help nurture workforce engagement?
Q5: What kind of engagement metrics are relevant and useful?

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

We’ll see you on the stream!

Startup Leadership: Lessons From a Runner’s World

/3 Comments/ /by

Written by Adii Pienaar

Most of us with entrepreneurial drive have a similar passion for other pursuits. For me, it’s about long-distance running. For example, in a recent month I ran 120 kilometers (about 75 miles), including a half-marathon.

That’s a lot of time on the road — just me, some music, the sound of my (sometimes ragged) breathing, and most importantly, my thoughts.

Lately, I’ve used some of that time to think about the similarity between my progress as runner and how to apply that mindset in running a company. What did I conclude? Here six suggestions based on my experience:

1) Work only when you’re productive and focused

I used to motivate myself in a very threatening, reactive way. I would decide to run a half-marathon, and then “demand” (of myself) to run specific distances in specific times. Regardless or how I felt, I was “forced” to comply with those requirements.

Recently, I decided I wasn’t going to set a rigid, arbitrary goal of running in a specific half-marathon. Instead, I decided to run just because I love it.

Sometimes at the start of a run, I can feel that my body isn’t responding, or I’m just not in the right mental space. On those days, I cut the run short and go home. On the flip side, sometimes I plan to run 5km but end up running 10km instead, because I feel good. That’s double the return for “doubling down” on that good feeling.

Entrepreneurs are guilty of this. We force ourselves to work, even when we’re not being productive. Stop. Get up. Do something else that’s unrelated to work. But when you discover you are in the zone, double down and you’ll achieve much more, instead.

2) Avoid burnout

Earlier this year, I got greedy and, for about a week, I pushed myself too hard, aggravating an injury. Instead of just stopping, I kept pushing. The result was that I developed a severe case of shin splints that kept me out of running for two full months.

As entrepreneurs, we know how to push (hard), and we know how to use adrenaline to fuel us. However, burnout is a very real threat and should not be dismissed lightly. The problem with injury or burnout isn’t the pain; it’s the frustration. Once you’ve injured yourself, there are no more shortcuts. You have to do the time.

So don’t give burnout a chance to stop you in your tracks. Try getting eight hours of sleep a day. Eat nutritious foods. Exercise regularly and immerse yourself in non-work activities, too. All of this will help strengthen your entrepreneurial fitness, so you’ll have a consistently high level of ambition and drive.

3) Reward yourself

When I eventually recovered, I decided to get a weekly sports massage to help prevent shin splints from recurring. Although these treatments began as preventive work for my muscles, the pampering began to feel more like a reward. I loved this downtime, and it became a motivating factor for me to run even more.

The same is true with work. For me personally, money isn’t enough motivation to work harder or do more. But rewarding myself with experiences does work. On the expensive end of the scale, that translates into traveling as much as I can. But on a more regular basis, I reward myself with a bottle of fantastic red wine.

The key is to connect the dots between the work and the experience, knowing both need to be present to make that connection.

4) Nurture consistency

Running every-other day has become a routine for me. This consistency is one of the primary drivers behind my ability to run 120km in a month. Running has become a habit.

I’ve seen the same scenario with my inbox. All of us get a boatload of email, and it’s probably the number one complaint of busy people. But when I’m disciplined and consistently keep my inbox neat and clean, I avoid the problem. As soon as I lose that consistency, it becomes a mess.

As an entrepreneur, these habits are key to helping you get stuff done, stay focused on what matters, and keep moving forward. Consistency is your friend.

5) Shed excess weight

Running with excess weight is hard work. Now, I’m not obese, but you probably won’t see me on the cover of GQ, either. So about six weeks ago, I started the Paleo diet, and I’ve since decreased my body fat 5%. It makes running a lot easier.

In business and in work, excess weight can take many different shapes and forms. I used to take responsibility for things that either I didn’t need to do myself or weren’t important. I was really bad at prioritizing my time. Now I focus on the most important things every day. I get more done, and I am happier.

Shed the excess weight on your to do list. I guarantee that, afterwards, you’ll run easier.

6) Run your own race

While running my last race, I realized we’re always competing. We’re always measuring ourselves against other entrepreneurs and their companies. We read about how they do things, how they manage to be successful and how we should be applying all of those things to our own lives.

In fact, you’re doing that right now, but reading this post.

But this is your life. In every race, you can only run against yourself, and try to improve on your personal best. What the other runners (or business leaders) are doing shouldn’t influence the way you run your own race.

Do things for yourself — and rely upon your own instincts, for a more satisfying outcome. Be a little selfish every now and again, and remember to invest in yourself.

What are your thoughts? How can leaders apply athletic training principles to run their companies more effectively?

ce07b0f37a0fc570882f6337d7258d9f(About the Author: Adii Pienaar is the ex-CEO and Founder of WooThemes. He has a passion for helping other entrepreneurs, making new mistakes (of his own) and, as such, is working on his new startup, PublicBeta. He is also a new dad, ex-rockstar and wannabe angel investor.)

(Editor’s Note: This post was adapted from Brazen Life via The Young Entrepreneur Council (YEC), with permission. Brazen Life is a lifestyle and career blog for ambitious young professionals. Hosted by Brazen Careerist, it offers edgy and fun ideas for navigating the changing world of work. Be Brazen!)

(Also Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Neerav Bhatt via Flickr

Startup Leadership: Lessons From a Runner's World

/3 Comments/ /by

Written by Adii Pienaar

Most of us with entrepreneurial drive have a similar passion for other pursuits. For me, it’s about long-distance running. For example, in a recent month I ran 120 kilometers (about 75 miles), including a half-marathon.

That’s a lot of time on the road — just me, some music, the sound of my (sometimes ragged) breathing, and most importantly, my thoughts.

Lately, I’ve used some of that time to think about the similarity between my progress as runner and how to apply that mindset in running a company. What did I conclude? Here six suggestions based on my experience:

1) Work only when you’re productive and focused

I used to motivate myself in a very threatening, reactive way. I would decide to run a half-marathon, and then “demand” (of myself) to run specific distances in specific times. Regardless or how I felt, I was “forced” to comply with those requirements.

Recently, I decided I wasn’t going to set a rigid, arbitrary goal of running in a specific half-marathon. Instead, I decided to run just because I love it.

Sometimes at the start of a run, I can feel that my body isn’t responding, or I’m just not in the right mental space. On those days, I cut the run short and go home. On the flip side, sometimes I plan to run 5km but end up running 10km instead, because I feel good. That’s double the return for “doubling down” on that good feeling.

Entrepreneurs are guilty of this. We force ourselves to work, even when we’re not being productive. Stop. Get up. Do something else that’s unrelated to work. But when you discover you are in the zone, double down and you’ll achieve much more, instead.

2) Avoid burnout

Earlier this year, I got greedy and, for about a week, I pushed myself too hard, aggravating an injury. Instead of just stopping, I kept pushing. The result was that I developed a severe case of shin splints that kept me out of running for two full months.

As entrepreneurs, we know how to push (hard), and we know how to use adrenaline to fuel us. However, burnout is a very real threat and should not be dismissed lightly. The problem with injury or burnout isn’t the pain; it’s the frustration. Once you’ve injured yourself, there are no more shortcuts. You have to do the time.

So don’t give burnout a chance to stop you in your tracks. Try getting eight hours of sleep a day. Eat nutritious foods. Exercise regularly and immerse yourself in non-work activities, too. All of this will help strengthen your entrepreneurial fitness, so you’ll have a consistently high level of ambition and drive.

3) Reward yourself

When I eventually recovered, I decided to get a weekly sports massage to help prevent shin splints from recurring. Although these treatments began as preventive work for my muscles, the pampering began to feel more like a reward. I loved this downtime, and it became a motivating factor for me to run even more.

The same is true with work. For me personally, money isn’t enough motivation to work harder or do more. But rewarding myself with experiences does work. On the expensive end of the scale, that translates into traveling as much as I can. But on a more regular basis, I reward myself with a bottle of fantastic red wine.

The key is to connect the dots between the work and the experience, knowing both need to be present to make that connection.

4) Nurture consistency

Running every-other day has become a routine for me. This consistency is one of the primary drivers behind my ability to run 120km in a month. Running has become a habit.

I’ve seen the same scenario with my inbox. All of us get a boatload of email, and it’s probably the number one complaint of busy people. But when I’m disciplined and consistently keep my inbox neat and clean, I avoid the problem. As soon as I lose that consistency, it becomes a mess.

As an entrepreneur, these habits are key to helping you get stuff done, stay focused on what matters, and keep moving forward. Consistency is your friend.

5) Shed excess weight

Running with excess weight is hard work. Now, I’m not obese, but you probably won’t see me on the cover of GQ, either. So about six weeks ago, I started the Paleo diet, and I’ve since decreased my body fat 5%. It makes running a lot easier.

In business and in work, excess weight can take many different shapes and forms. I used to take responsibility for things that either I didn’t need to do myself or weren’t important. I was really bad at prioritizing my time. Now I focus on the most important things every day. I get more done, and I am happier.

Shed the excess weight on your to do list. I guarantee that, afterwards, you’ll run easier.

6) Run your own race

While running my last race, I realized we’re always competing. We’re always measuring ourselves against other entrepreneurs and their companies. We read about how they do things, how they manage to be successful and how we should be applying all of those things to our own lives.

In fact, you’re doing that right now, but reading this post.

But this is your life. In every race, you can only run against yourself, and try to improve on your personal best. What the other runners (or business leaders) are doing shouldn’t influence the way you run your own race.

Do things for yourself — and rely upon your own instincts, for a more satisfying outcome. Be a little selfish every now and again, and remember to invest in yourself.

What are your thoughts? How can leaders apply athletic training principles to run their companies more effectively?

ce07b0f37a0fc570882f6337d7258d9f(About the Author: Adii Pienaar is the ex-CEO and Founder of WooThemes. He has a passion for helping other entrepreneurs, making new mistakes (of his own) and, as such, is working on his new startup, PublicBeta. He is also a new dad, ex-rockstar and wannabe angel investor.)

(Editor’s Note: This post was adapted from Brazen Life via The Young Entrepreneur Council (YEC), with permission. Brazen Life is a lifestyle and career blog for ambitious young professionals. Hosted by Brazen Careerist, it offers edgy and fun ideas for navigating the changing world of work. Be Brazen!)

(Also Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Neerav Bhatt via Flickr

Employee Referral Programs: How To Expand Your Circle

/ /by

Written by Ziv Eliraz, CEO, Zao

There’s a reason why employee referrals are touted as the #1 hiring source. Each referral is a credible thumbs-up from a trusted member of your organization, confirming that the candidate is qualified for the job and will fit-in with your culture. Plus, when tons of people are responding to your job postings, referrals can be an effective way to separate the good from the bad, while accelerating time-to-hire.

It’s all good. So, why not expand that model?

Traditionally, referral programs have been built around an organization’s internal network, with employees identifying likely prospects. However, smart companies understand that their external network is filled with potential sourcing allies — business partners, vendors, professional peers, college connections, even former employees. It just takes a different approach to get them on board.

Four ways to extend your referral program reach:

1) Incorporate Rewards

Relevant rewards can be a powerful incentive. Plus, they work. Research shows that when companies offered rewards to trusted members of their external network, 41% of referral hires came from those non-employees. As a result, referral hires were 69% higher than through employee channels, alone.

Tip:  Make sure the value of the reward is calibrated to the business result. For example, a token gift card or social recognition could be given to acknowledge a hot lead — while cash compensation would be more appropriate when a referral is interviewed or hired.

2) Go Mobile

Consider contractors and other virtual contributors members of your workforce. Although they may not be employees, they can still provide value through referrals. However, because many operate from remote locations, your referral program should be accessible on-the-go — through smartphones, tablets, or other mobile devices. This lets your external network easily refer candidates wherever and whenever the opportunity strikes.

Tip:  Create an employee referral app or a mobile-accessible portal that is tailored specifically for external network members. This helps them feel like they’re part of the program, and makes it convenient to participate.

3) Automate The Process
While your external network can make a significant contribution to your referral pipeline, recommending candidates is an added duty they must perform without immediate reinforcement. Try to make the referral process as quick and easy as possible by automating the process. New technologies can automatically compile jobs, sending relevant reminders to the correct people at the right time, and recommending appropriate next-step actions. Automation not only keeps the referral program continuously active, but also guides your external stakeholders in their role.

Tip:  Rolling “push” communication is a smart idea. For example, you can automatically share job updates every Wednesday at 3 p.m., or whenever your network is most active. That way, your program participants learn when to expect information. Also, it’s wise to personalize message content — sending relevant messages to the right people. This avoids frustration for participants, who would otherwise have to search for information they need.

4) Incorporate Game Dynamics

Gamification uses game-based strategy, learning and mechanics to increase engagement in non-game systems. While it may seem like an uncommon strategy, 70% of the world’s top 2,000 public companies will have integrated gamification into at least one business application by 2014. In this case, it can be a fun way to involve external parties in your referral process, using quick feedback, creating friendly competitive challenges and other methods that keep your participants engaged.

Tip:  A great way to introduce game dynamics is through a leaderboard or a point-based tracking system. Members of your network can see how they’re contributing to the overall referral process, and see how they compare with top performers. This not only creates a sense of friendly rivalry, but also offers ongoing feedback that helps remind participants that their recommendations are not being ignored.

Tap Into Your Full Sourcing Potential

Of course, employee-only referral programs aren’t a bad idea. However, at some point, there is a limit to how many people an individual employee knows directly. While your internal network can provide some excellent referrals, your external network can amp up the quality and diversity of potential hires. Although you may not think of external allies first, they can be a great referral resource because they understand your organization’s culture, they know your business needs, and they often have a vested interest in your success.

What do you think? Do you involve your external network in the employee referral process? What kind of results have you seen?

Ziv Eliraz-001 (About the Author: Ziv Eliraz is Founder and CEO of Zao, social employee referral platform. Connect with Ziv on LinkedIn and Zao on Twitter and Facebook.)

(Also Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome to participate; or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Pixabay

Empowering Employees in 3D: Webinar with Virgin Pulse

/ /by

When people go to work, they don’t leave their lives behind — so why do employers expect them to?

This kind of one-dimensional thinking is exactly what led us to the dismal workforce engagement levels we see today.

Fortunately, there are ways to turn this around. Research and real-world examples reveal that when employees are encouraged to develop in mind, body and spirit, they become more focused, productive and committed to their work. It sounds like common sense, but putting it into practice can be a challenge.

VirginWebinar (2)So, what’s the secret? How can business and HR leaders more fully engage employees through cultures that celebrate the “whole person”?

Learn from experts at a special webinar on Thursday, November 7, at 2pm ET/11 am PT:
“Total Quality of Life: A Roadmap for Employee Engagement.”

David Coppins, President, Virgin Pulse Client Services & Member Engagement, and Meghan M. Biro, CEO of TalentCulture will share insights to help you:

•  Build a compelling case for “total quality of life” initiatives;
•  Create a winning employee empowerment strategy;
•  Drive authentic engagement across the workforce.

Virgin-Pulse

Register for the webinar now

“Igniting employee passion and performance should be within every company’s reach.” Meghan says. “We’re thrilled to work side-by-side with Virgin Pulse in helping business leaders learn from one another about how to successfully transform their cultures. It’s all about changing lives for good — across the world of work.”

Throughout the webinar, attendees are invited to join members of the TalentCulture community on Twitter, as we share ideas and questions using the #TChat hashtag.

Don’t miss this dynamic informative event! Register now, and join us November 7th.

Participating Organizations

Learn more about Virgin Pulse, and follow @VirginPulse on Twitter.
Learn more about TalentCulture, and follow @TalentCulture on Twitter.

Should Work Be Fun? Really? #TChat Preview

/ /by

(Editor’s Note: Looking for a complete recap of this week’s events and resources? Read the #TChat Recap: Fun Times! Work, Games and Culture.)

Work and fun — do they fit together? Or should we save good times for vacation and weekends?

Traditionalists might say that work is serious business. However, one of the most creative and productive minds of the Industrial Age seemed to think otherwise:

“I never did a day’s work in my life; it was all fun.”
-Thomas Edison

Thomas Edison

Learn more about Thomas Edison

It’s impossible not to admire Edison’s enthusiasm. But these days, with global employee engagement stubbornly stuck at 30% or less, companies everywhere are looking for ways to inject more of that spirit into their organizational cultures.

That’s why the principles of gaming are gaining appeal as a way to improve workforce commitment, development and performance.

But how can we create environments where work is naturally more engaging and enjoyable, without losing sight of business objectives?

That’s the topic we’ll explore this week at #TChat Events, with two innovators in workplace culture development:

•  Dan Benoni, Co-Founder & Product Director at Officevibe, a social employee engagement platform
•  Mario Coculuzzi, Eastern Canada Regional Director at Microsoft.

Dan and I spoke briefly in a G+ Hangout, where he suggested that successful approaches don’t focus on the work, itself, but instead focus on three essential human factors:

Also to help us prepare for the discussion, TalentCulture CEO, Meghan M. Biro, wrote a related article at Forbes.com. Read “5 Fresh Trends to Fuse Fun and Work.”

This topic promises to be great fun — and helpful, too. So please plan to join us this week to share your ideas and opinions about why and how game-oriented tools and techniques make sense in the world of work.

#TChat Events: Should Work Be Fun, Really?

TChatRadio_logo_020813

Listen to the #TChat Radio show

#TChat Radio — Wed, Oct 23 — 6:30 pmET / 3:30 pmPT

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Dan Benoni and Mario Coculuzzi about why and how “fun” can be an effective way to improve employee energy, drive and focus. Follow the action LIVE online this Tuesday afternoon!

#TChat Twitter — Wed, Oct 23 — 7pmET / 4pmPT

Immediately following the radio show, we’ll move this discussion to the #TChat Twitter stream for an open chat with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we address these questions:

Q1: How often do you see healthy company cultures? Examples?
Q2: Why is engagement key to creating/maintaining a vibrant culture?
Q3: Can “fun” team challenges and other activities really help?
Q4: How can leaders improve employee well-being and retention?
Q5: How can HR drive adoption of recognition and engagement platforms?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

Game On! Playing To Business Strengths #TChat Recap

/ /by

This week, the TalentCulture community took a fascinating look at gamification in the workplace. And in my opinion, everyone earned badges and gold stars, as we shared collective knowledge at #TChat events.

Our two expert guests are masters at explaining the connection between business gamification and big data. These smart senior executives brought key concepts to life with practical ideas and real-world examples:

• Guy Halfteck, Founder and CEO of Knack, a company that integrates games into the hiring process to help companies define desired talent characteristics and improve recruiting outcomes.

• Mark Howorth, COO at Panavision, who previously served as Partner and Sr. Director of Global Recruiting at Bain & Company. He has seen the power of gamification at work, as three of his #TChat Twitter comments revealed:

(Editor’s Note: For full highlights from the #TChat Twitter event, see the Storify slideshow at the end of this post)

Gamification: What’s In A Name?

“Gamification” is a controversial term, but the concept it simple. It’s about employing game theory and mechanics in business environments to drive problem solving, boost workforce and customer engagement, capture better organizational insights, accelerate responsiveness, improve learning and increase ROI. Last year, Gartner predicted that by 2015, more than 50% of organizations that manage innovation processes will integrate gamification.

Gartner identified four ways that gamification drives engagement:

• Accelerated feedback cycles. In the real world, feedback loops are slow (annual performance appraisals) with long periods between milestones. Gamification increases the velocity of feedback loops to maintain engagement.

• Clear goals and rules of play. In the real world, where goals are fuzzy and rules selectively applied, gamification provides clear goals and well-defined rules of play to ensure players feel empowered to achieve.

• A compelling narrative. While real-world activities are rarely compelling, gamification builds a narrative that engages players to participate.

• Tasks that are challenging but achievable. While there is no shortage of challenges in the real world, they tend to be large and long-term. Gamification provides many short-term, achievable goals to sustain engagement.

Gamification: What Makes It Tick?

Gamification is serious business. As Accenture explained in a detailed report early this year, companies are striving to understand what makes games so appealing (a shared sense of purpose, challenge and reward). They are decoding gaming mechanisms (personalization, rankings and leaderboards), and applying these mechanics in imaginative ways across business functions. Accenture identified seven essential elements:

• Status: Because gamers are motivated by recognition of others in their social circles, game-based business solutions must make it possible to enhance players’ reputations.

• Milestones: Levels are everything in gaming, and enabling participants to perceive progress through incremental accomplishments is vital to sustaining interest.

• Competition: This is a major motivator that maintains engagement.

• Rankings: Visually displaying progress and rankings help participants benchmark their performance to their own goals and others’ performance. Rankings tap into natural human competitiveness, and motivate participants to continue, so they can improve their position.

• Social connectedness: Successful gamification initiatives create a strong sense of community.

• Immersion reality: With visually rich graphics and animation, digital environments can help immerse participants in their virtual reality.

• Personalization: The ability to customize promotes a sense of control and ownership.

In their book, “For The Win: How Gamification Can Transform Your Business,” Wharton professor and gamification expert, Kevin Werbach and New York Law School professor Dan Hunter, take a deep dive into gamification.

In this informative video, they explain how gamification helps people “find the fun in the things you have to do.” They make it easy to understand gamification, with examples of successful companies that are applying these techniques, and advice to help organizations avoid common pitfalls. We hope you find this, along with the collected resource links and #TChat Twitter highlights slideshow below a helpful resource for game-based initiatives in which you may be involved!

#TChat Week-In-Review: Games + Big Data + Talent Management = Trifecta!

SUN 9/15:

GuyHalfteck

Watch the Hangout now

#TChat Preview: TalentCulture Community Manager Tim McDonald framed the topic in a post that featured a brief G+ Hangout videos with Guy Halfteck. Read the Preview:
“Games and Data and Talent — Oh My!”

MON 9/16:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro outlined 5 compelling reasons for businesses to integrate gaming into workflows, learning and management processes. Read: “5 Ways Leaders Win At Gamification Technology.”

WED 9/18:

TChatRadio_logo_020813

Listen to the #TChat Radio show now

#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Guy Halfteck and Mark Howorth about how games are emerging as a highly effective, reliable way to select, recruit and retain employees. Listen to the radio show recording now!

#TChat Twitter: Immediately following the radio show, I joined Guy, Mark, Meghan, Kevin on the #TChat Twitter stream for a dynamic and enlightening discussion with the entire TalentCulture community. For highlights from the conversation, check the Storify slideshow below:

#TChat Highlights: Games People Play: Ultimate Way To Measure Talent?

[javascript src=”//storify.com/TalentCulture/tchat-insights-games-people-play-the-ultimate-way.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Guy Halfteck and Mark Howorth for adding your voices to this week’s discussion. Your insights and passion for the business benefits of gaming strategies have captivated us all.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about gamification? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week, we tackle another important “world of work” topic — Transparency vs. Privacy in the Workplace with HR/Employment lawyer, Mary E. Wright. So save the date (September 18) for another rockin #TChat double header. And keep an eye out for details in the next few days.

Meanwhile, the World of Work conversation continues! So join us on the #TChat Twitter stream, on our LinkedIn discussion group. or elsewhere on social media. The lights are always on here at TalentCulture, and your thoughts are always welcome.

See you on the stream!

Image Credit: Graeme Lawton via Flickr

Recognition: Meaning and Motivation #TChat Recap

/ /by

(Editor’s Note: Please welcome one of Team TalentCulture’s new editorial interns, Ana Mijailovic. She’s an accomplished university student with mad writing skills, and we’re thrilled to add her perspective on the “world of work.”)

After a week focused on recognition in the workplace — what have I learned? It’s clear that today’s workforce is increasingly disengaged, and lack of recognition is a primary culprit.

So, how can we turn that around? On one hand, a simple “thank you” is free and easy to share, anytime or in any situation. On the other hand, it’s not so free or easy for organizations to practice recognition consistently and effectively.

Case In Point

My first job was at a hospital as an office assistant. At first, I loved working there. I was excited to start making my own money, to cash my own paychecks. The tasks were fairly simple — filing patient charts, filling out medical billing sheets, making copies, everything you would expect from an administrative assistant. The repetition was actually relaxing at first, and my boss constantly acknowledged my speed and work ethic. However, after after several years, my productivity slipped. I met expectations, but without the original energy and speed.

A Problem of Motivation

What’s my point? Even when recognition “looks right” on the outside, it doesn’t necessarily empower employees. Although I loved my boss, my work environment and my colleagues, I was bored. Why? To quote the movie “Office Space,” it was “a problem of motivation.”

Motivation is largely intrinsic. In that situation, no salary increase or external encouragement could motivate me further. What I needed was a challenge. I had mastered the required skills. I had proved my competence. I was ready to reach for the next level, but that option wasn’t made available.

This isn’t uncommon. Managers are often so focused on immediate goals, they forget that many employees want to grow and develop. Offering them a new challenge is a form of empowerment. It demonstrates trust. It demonstrates good faith in the future. It demonstrates commitment to employee success. For those of us who value growth, it’s a promise that helps us keep striving to reach our full potential.

Key Takeaway: Be Mindful and Meaningful

The larger lesson is this:  Every individual is motivated by something. For recognition that really matters, managers should consider what each employee values most, and tailor recognition accordingly.

But don’t just take my word for it. Check the ideas below from this week’s guests and #TChat events. There’s inspiration and advice for employers and employees, alike!

#TChat Week in Review

SAT 5/18

Stan Phelps and Max Brown

Watch video hangouts in the #TChat Preview post…

Setting the Stage:  “Recognition Done Right: 9 Points of Light.” One of our expert guests, Stan Phelps, framed the week’s topic with real-world recognition examples from his new book, “What’s Your Green Goldfish – Beyond Dollars: 15 Ways to Drive Engagement and Reinforce Culture.”

SUN 5/19

#TChat Preview:  Our community manager, Tim McDonald, served up “sneak peek” video interviews with Stan and our other guest, S. Max Brown, Principal of Leadership Directives at Rideau Recognition Management Institute. See what they think matters most about recognition now in “The Business Wisdom of Recognition: #TChat Preview.”

MON 5/20

Forbes.com Post:  TalentCulture CEO, Meghan M. Biro examined startling workforce statistics and suggested remedies in her Forbes column, “Employee Engagement is Every Leader’s Imperative.”

TUE 5/21

TChatRadio_logo_020813

Listen to the #TChat Radio show

Related Post:  Achievers CEO, Razor Suleman, brought a unique twist to our blog by bridging two back-to-back topics in his post, “Workspace Design: Form, Function and Positive Feedback.”

#TChat Radio: Stan and Max joined our hosts, Meghan M. Biro and Kevin W. Grossman for a 30-minute deep dive into issues and opportunities surrounding recognition and organizational culture, while #TChat-ters chimed in on the Twitter backchannel.

WED 5/22

Related Post:  Career management blogger, Ritika Trikha, offered different point-of-view, with advice for employees who aren’t getting the recognition they deserve, in “Where’s the Love? Recognition DIY.”

#TChat Twitter: The highlight of every week! With Stan and Max leading the way, hundreds of community members gathered around the #TChat feed for an open, thoughtful exchange about workplace recognition. The conversation was so popular that we trended on Twitter again. (It’s becoming a habit!) Were you along for the ride? If not (or if you want a refresh), see highlights in the slideshow below:

#TChat Twitter Highlights Slideshow: “The Business Wisdom of Recognition”

[javascript src=”//storify.com/TalentCulture/tchat-insights-the-business-wisdom-of-recognition.js?template=slideshow”]

Closing Notes & What’s Ahead

SPECIAL THANKS: Again, thanks to Stan Phelps founder of 9 Inch Marketing, and S. Max Brown, Principal of Leadership Directives at Rideau Recognition Management Institute. We’re inspired by your insights and passion for the power of recognition!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about workforce recognition? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week — if you are fascinated by social business practices (who among us isn’t?), you won’t want to miss this! We’re exploring enterprise community management, with special guests, Maria Ogneva, Director of Product Marketing at Salesforce Chatter Communities, and Jeff Willinger, Director of Collaboration, Social Computing and Intranets at Rightpoint.

Until then, as always, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The lights are always on at TalentCulture, and your ideas and opinions are always welcome.

Ana Mijailovic-001Enjoy your Memorial Day weekend…and we’ll see you on the stream!

(Author Profile: Ana Mijailovic is a student at Boston University studying Economics and Business Administration. Her experiences in the classroom and in the workplace have taught her the importance of teamwork, collaboration and leadership in organizations. She is one of four bright, community-savvy interns who are contributing to the TalentCulture mission this summer.)

Photo Credit:  Stock.xchng

 

Where's The Love? Recognition DIY

/ /by

Written By Ritika Trikha

Overworked. Undervalued. Now What?

You’re working your fingers to the bone – extra hours, extra projects, extra everything. And yet no extra appreciation is coming back your way. No one seems to notice your hard work. What to do?

No matter why or how you found yourself in this situation, you can turn it around. It’s time to take back control.

As Roxanne Peplow of Computer Systems Institute notes, “You cannot seek praise from others—it has to come from within.” Rather than waiting to be recognized and praised by others, choose to be proud of your accomplishments in their own right. Give yourself the credit you deserve. Shed light on your achievements when appropriate. And look for ways to acknowledge the efforts of others who contribute to your success — those on your team.

“If you feel that you are doing more than what is expected of you and it isn’t being recognized, you are making yourself a victim. When you victimize yourself, it’s impossible to be positive,” Peplow says.

Try these 5 steps to find the recognition you deserve:

1. Look Closer — Then Speak Up

If it seems like you’re swamped, first reexamine your workload. You may benefit from smarter ways to prioritize and minimize work. If that’s not enough, don’t be a hero. Talk with your boss.

“Many employees mistakenly believe their job is at stake if they say they can’t handle one more project. More projects equal less focus and lower quality,” says Steve Duffy, president of ListHere.com. Like many other managers, Duffy would rather have an employee deliver great results than take on too much and fall short.

Tell your manager. He wants to know. After all, his success depends on your ability to perform.

2. Do Something You Love — After Hours

Balance in other areas of life can make or break your workplace happiness. Fast Co.Create suggests that professionals develop a “passion project” outside of work.

Firstborn Creative Director Adam Rubin is also a children’s book author. He told Fast Co.Create that having a side project is not only personally gratifying, but also translates positively back to his work. For him, writing children’s books as a sideline “is an excellent exercise in simplicity and rhythm. It has helped me improve the brevity, clarity and pace of my writing.”

3. Stop Taking On Extra Work From Slackers

If you’re overworked because you’re picking up slack from one or more colleagues, enough is enough. Don’t wait until you’ve reached a boiling point, says Joseph Grenny, co-author of New York Times bestseller “Crucial Confrontations.”

Grenny led a study that suggests 93% of employees work with others who don’t pull their weight — yet only 1 in 10 of us actually confronts underperforming colleagues. If you feel uncomfortable speaking directly to offenders, you have two alternatives: 1) Just say no to helping in the future, or 2) Discuss it with your boss (see suggestion #1).

4. Get Enough Sleep

When you’re overworked, sleep is probably the first thing to go. “Work can keep us up at night, worrying about what is next or staying up because work still needs to be accomplished,” says Chris Ohlendorf, Partner at Versique Search and Consulting.

Realize that the more sleep you lose, the closer you are to burnout. And burnout won’t advance your career.

5. If All Else Fails, Start Searching For The Next Job

If your boss is simply not budging, you have no time to balance your life, and you’re surrounded by slackers, it may be time to reward yourself by jumping ship. Just make sure you’re not job hunting on company time, warns Lida Citroen, personal branding and reputation management expert at LIDA360.

Her advice: “Networking — online and in person — and studying industries, companies and business leaders will help you become more proactive in your career.”

Chalk It Up to a Lesson Learned

ListHere.com’s Duffy also offers some final words of wisdom for those who have reached the point of no return – treat any company the way it is treating you. “Remember that a company only hires you because you can add value to their bottom line.”

If you’re no longer moving forward in your career, accept the lessons learned from this experience, and find a new employer. But avoid repeating past mistakes. In interviews, be sure to ask questions that will help you determine whether or not that company will be a better fit:

  1. How would you describe your management style?
  2. How did this position become available?
  3. What kind of recognition system is utilized here?
  4. Can you tell me about the growth opportunities available to employees?

Take back control. Embrace and celebrate your achievements, while helping others see your value and respect your contributions. You have nothing to lose!

Ritika-Trikha(Author Profile: Ritika Trikha is a writer for CareerBliss, an online career community dedicated to helping people find happiness in the workplace. When Ritika’s not writing, she’s obsessing over social media (and listening to Jay Z!). Connect with Ritika on Twitter!)

Republished with permission from YouTern.

Image Credit: Stock.xchng

Where’s The Love? Recognition DIY

/2 Comments/ /by

Written By Ritika Trikha

Overworked. Undervalued. Now What?

You’re working your fingers to the bone – extra hours, extra projects, extra everything. And yet no extra appreciation is coming back your way. No one seems to notice your hard work. What to do?

No matter why or how you found yourself in this situation, you can turn it around. It’s time to take back control.

As Roxanne Peplow of Computer Systems Institute notes, “You cannot seek praise from others—it has to come from within.” Rather than waiting to be recognized and praised by others, choose to be proud of your accomplishments in their own right. Give yourself the credit you deserve. Shed light on your achievements when appropriate. And look for ways to acknowledge the efforts of others who contribute to your success — those on your team.

“If you feel that you are doing more than what is expected of you and it isn’t being recognized, you are making yourself a victim. When you victimize yourself, it’s impossible to be positive,” Peplow says.

Try these 5 steps to find the recognition you deserve:

1. Look Closer — Then Speak Up

If it seems like you’re swamped, first reexamine your workload. You may benefit from smarter ways to prioritize and minimize work. If that’s not enough, don’t be a hero. Talk with your boss.

“Many employees mistakenly believe their job is at stake if they say they can’t handle one more project. More projects equal less focus and lower quality,” says Steve Duffy, president of ListHere.com. Like many other managers, Duffy would rather have an employee deliver great results than take on too much and fall short.

Tell your manager. He wants to know. After all, his success depends on your ability to perform.

2. Do Something You Love — After Hours

Balance in other areas of life can make or break your workplace happiness. Fast Co.Create suggests that professionals develop a “passion project” outside of work.

Firstborn Creative Director Adam Rubin is also a children’s book author. He told Fast Co.Create that having a side project is not only personally gratifying, but also translates positively back to his work. For him, writing children’s books as a sideline “is an excellent exercise in simplicity and rhythm. It has helped me improve the brevity, clarity and pace of my writing.”

3. Stop Taking On Extra Work From Slackers

If you’re overworked because you’re picking up slack from one or more colleagues, enough is enough. Don’t wait until you’ve reached a boiling point, says Joseph Grenny, co-author of New York Times bestseller “Crucial Confrontations.”

Grenny led a study that suggests 93% of employees work with others who don’t pull their weight — yet only 1 in 10 of us actually confronts underperforming colleagues. If you feel uncomfortable speaking directly to offenders, you have two alternatives: 1) Just say no to helping in the future, or 2) Discuss it with your boss (see suggestion #1).

4. Get Enough Sleep

When you’re overworked, sleep is probably the first thing to go. “Work can keep us up at night, worrying about what is next or staying up because work still needs to be accomplished,” says Chris Ohlendorf, Partner at Versique Search and Consulting.

Realize that the more sleep you lose, the closer you are to burnout. And burnout won’t advance your career.

5. If All Else Fails, Start Searching For The Next Job

If your boss is simply not budging, you have no time to balance your life, and you’re surrounded by slackers, it may be time to reward yourself by jumping ship. Just make sure you’re not job hunting on company time, warns Lida Citroen, personal branding and reputation management expert at LIDA360.

Her advice: “Networking — online and in person — and studying industries, companies and business leaders will help you become more proactive in your career.”

Chalk It Up to a Lesson Learned

ListHere.com’s Duffy also offers some final words of wisdom for those who have reached the point of no return – treat any company the way it is treating you. “Remember that a company only hires you because you can add value to their bottom line.”

If you’re no longer moving forward in your career, accept the lessons learned from this experience, and find a new employer. But avoid repeating past mistakes. In interviews, be sure to ask questions that will help you determine whether or not that company will be a better fit:

  1. How would you describe your management style?
  2. How did this position become available?
  3. What kind of recognition system is utilized here?
  4. Can you tell me about the growth opportunities available to employees?

Take back control. Embrace and celebrate your achievements, while helping others see your value and respect your contributions. You have nothing to lose!

Ritika-Trikha(Author Profile: Ritika Trikha is a writer for CareerBliss, an online career community dedicated to helping people find happiness in the workplace. When Ritika’s not writing, she’s obsessing over social media (and listening to Jay Z!). Connect with Ritika on Twitter!)

Republished with permission from YouTern.

Image Credit: Stock.xchng

The Business Wisdom of Recognition #TChat Preview

/ /by

(Editor’s Note: Are you looking for a full review of this week’s events and resources? See “Recognition: Meaning and Motivation: #TChat Recap.”)

If you could pick your dream employer, where would you work?

Patagonia? Facebook? Google? It’s no mystery why so many people find these companies attractive — employee satisfaction is off the charts. Great organizations offer members of their workforce many reasons to love their jobs. And studies show it’s a worthwhile investment. High employee engagement is directly tied to tangible business benefits — improved productivity, increased retention and higher profits.

Recognition: Secret Sauce?

Perhaps the most vital factor in the engagement equation is recognition. But recognizing employees is apparently easier said than done. Can we learn from best practices? It seems like a great place to start. That’s why we’re focusing on “Recognition Done Right” this week at TalentCulture #TChat forums. Leading the way are two experts on employee recognition:

#TChat Sneak Peek Videos

Max briefly joined me for a G+ Hangout to outline the role of recognition in today’s workplace:

And then Stan offered a glimpse of why and how recognition is so important:

#TChat Events: Recognizing How to Recognize

TChatRadio_logo_020813

Listen to the #TChat Radio show

This aspect of employee engagement has such tremendous potential. So why do organizations and leaders often seem to struggle to get recognition right? How important should this be on a leader’s list of priorities? What are your thoughts, as professionals who focus on the “human” side of business?

Let’s talk about it and learn from one another!

#TChat Radio — Tuesday, May 21 at 7:30pmET / 4:30pmPT — Stan and Max join our hosts, Meghan M. Biro and Kevin W. Grossman for a 30-minute deep dive into issues and opportunities surrounding recognition and organizational culture.

#TChat Twitter — Wednesday, May 22 at 7:00pmET / 4:00pmPT — Calling all #TChatters to join us on Twitter, as Stan and Max return to drive an open online crowdsourcing conversation. Check out the questions and weigh in with the crowd!

Q1:  How important is employee recognition as it relates to performance?

Q2:  How often should companies recognize employee achievement, and why?

Q3:  How can recognition be tied to the overall values of an organization?

Q4:  What are creative ways you’ve seen business leaders leverage recognition?

Q5:  How can technology improve employee recognition and engagement?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

Recognition Done Right: 9 Points of Light

/ /by

(Editor’s Note: We’re thrilled to share this excerpt from the book, “What’s Your Green Goldfish – Beyond Dollars: 15 Ways to Drive Engagement and Reinforce Culture” by Stan Phelps. For more information about Stan and his “Goldfish” series of business management books, see the end of this post.)

On the 9 INCH journey to the heart of your employees, the 4th INCH involves RECOGNITION.

“You matter. These two words can change your mood, change your mind, and have the power to change lives and the world if we understand and leverage them in the right way.”  –Angela Maiers, TED Talk, June 2011

Recognition fuels a sense of worth and belonging in individuals. No rocket science here. As humans we crave acceptance. Dale Carnegie spoke of the importance of recognition nearly 80 years ago, in his landmark guidebook, “How to Win Friends and Influence People:”

“Be lavish in your praise and hearty in your approbation. A drop of honey gathers more bees than a gallon of vinegar.”

Recognition Resonates

In a recent survey, 35% of workers and 30% of chief financial officers said frequent recognition of accomplishments is the most effective non-monetary reward. Thanking people for their hard work and commitment is key to making them feel appreciated.

Shifting a Mindset

Most managers take an, “if, then” approach to recognition. Positive psychology expert, Shawn Achor believes this paradigm needs to change, “…from thinking that encouragement and recognition should be used as rewards for high performance as opposed to thinking that encouragement and recognition are drivers of high performance.”

9 Examples: Recognition Done Right

Let’s look at 9 companies who give a little extra when it comes to employee recognition:

Kudos and Shout-Outs

Every week The Nerdery agency compiles a video of shout-outs, with employees publicly praising their fellow nerds for going above-and-beyond. Five shout-out recipients are chosen for free lunches the following week. The weekly shout-out video is played for all at the Friday afternoon Bottlecap Talk, where the agency celebrates the successful launch of a recent project with a show-and-tell demo led by the rockstar developers who made it happen.

Custom Awards

Rackspace created a special award for employees who are fanatical about serving customers. It’s simply called The Jacket. It signifies fanaticism and hence is a straightjacket. Only one employee wins the jacket at a time.

Decision Lens awards top-performing salespeople with custom-made action figures designed to resemble the employee.  According to Co-Founder John Saaty:

“It’s a humorous way to acknowledge the great efforts of our sales team, and something that’s more memorable than the usual plaque or something like that.”

Executives at Zappos pick a monthly “hero” and award them with a parade, covered parking spot for a month, a $150 Zappos gift card, and a cape.

Immediate Recognition

American Express has a Prize Patrol. A group of four or five leaders get together and surprise their coworkers with flowers or a gift in front of their colleagues to celebrate their accomplishments.

Take Note: The Best Things In Life Are Free

A recent study confirmed that the cost of recognition awards has only minimal impact on employee perception of appreciation. 57% reported that the most meaningful recognition is free. Just look at some of these quotes to judge the impact:

Former CEO of the Campbell Soup Company, Doug Conant, is a big proponent of the power of handwritten notes. In Doug’s words,

what's your green goldfish cover“Look for opportunities to celebrate. My executive assistants and I would spend a good 30 to 60 minutes a day scanning my mail and our internal website looking for news of people who have made a difference at Campbell’s. Get out your pen. Believe it or not, I have sent roughly 30,000 handwritten notes to employees over the last decade, from maintenance people to senior executives. I let them know that I am personally paying attention and celebrating their accomplishments. (I send handwritten notes too because well over half of our associates don’t use a computer). I also jump on any opportunities to write to people who partner with our company any time I meet with them. It’s the least you can do for people who do things to help your company and industry. On the face of it, writing handwritten notes may seem like a waste of time. But in my experience, they build goodwill and lead to higher productivity.”

Long before he became CEO of iProspect, back as an analyst at Bain Capital and KPMG, Robert J. Murray had an idea on how you should run a services business.

“One thing that always surprised me in prior work experiences is when your assets walk out the door each day, why aren’t companies doing more to value the people doing the business?”

Mr. Murray thinks he’s found the answer to that, and many of his employees agree. His formula:  hire competitive people, promote early and often, and give constant feedback — including  notes of encouragement he calls “iProps.”

Recognizing Milestones

The tenure program at Sweetgreen called Shades of Green has blown up into a competition and become a status symbol among employees. Every teammate gets a free shirt — the longer you’re with Sweetgreen, the darker your shirt. Who knew a free t-shirt could help shape company culture? After you’ve been with Sweetgreen for a year, you also get a pair of green high-top Converse sneakers. At two years, you get a t-shirt and a neon green iPod Nano Touch. After three years, you get a lime-green Sweetgreen bike.

The diamond program Brady, Chapman, Holland encourages generosity in daily work life. When a BCH employee does something exceptionally well for a client, a fellow employee or the community, an acrylic diamond is tossed in a jar. When the jar is full, they celebrate by playing a game or going to a sports bar.

Do these ideas inspire you to think creatively about recognition in your organization? How could recognition be more meaningful where you work?

stan phelps headshot with ruler(Author Profile: Stan Phelps is the Founder of 9 INCH Marketing, an organization that inspires leaders to think differently about business — challenging them to value customer experience as a competitive differentiator and the importance of employee engagement in building a strong corporate culture. Stan helps brands explore new opportunities, showing them how to be more successful in tomorrow’s changing world, and working with clients to create experiences that are memorable, meaningful and on-brand. Driven by client objectives and inspired by bold vision, Stan and his team get results through programs that win big. Visit Amazon.com to learn more about his books “What’s Your Green Goldfish?” (employee engagement insights) and “What’s Your Purple Goldfish?” (customer engagement insights).