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July 2, 2013 / Book Reviews

Book Reviews: Employee Engagement 2.0: How to Motivate Your Team for High Performance and Employee Engagement for Everyone: 4 Keys to Happiness and Fulfillment at Work

book_cover_employee_engagement_20-187x30013Head: (4 out of 5)
Heart: (4 out of 5)
Leadership Applicability: (5 out of 5)

A disengaged workforce can wreak havoc on the best business strategies.  Low productivity, decreased customer service, high turnover, low sales and margins are a handful of symptoms a business might experience as a result. The good news is creating engaged teams doesn’t take a lot of time or money, according to author Kevin Kruse, a former Best Place to Work winner, serial entrepreneur and Top 100 Business Thought Leader. Combining research and real-world experience, he explains how to quickly create engaged teams.

Employee Engagement 2.0 is an easy-to-read and practical guide targeted at managers and leaders.  The author draws on simple yet timeless principles that form the crux of employee engagement: managers are the key influencers of engagement and communication, growth, recognition and trust are the key engagement drivers.  This book outlines the process he used to build and sell several, multimillion dollar technology companies, winning both Inc 500 and Best Place to Work awards along the way.

In this busy leader’s guide, you will learn:

  • The definition of true employee engagement (not just happy or satisfied)
  • How engagement directly drives business metrics like sales and profits
  • A recipe for making anyone feel engaged
  • How to quantify engagement
  • 7 questions to identify your engagement weakness
  • How to facilitate a team meeting on engagement
  • Communication that ensures a rapid, two-way flow of information
  • How to make your strategic vision “sticky”
  • How to implement a complete engagement plan in only 8 weeks

employeeengagement for everyoneWhile managers are key influencers of engagement, individual employees also assume responsibility for fostering a fully engaged environment.  Managers and employees need to work together to build a thriving culture. His new book, Employee Engagement for Everyone is a guide targeted for individual employees, to help them understand what employee engagement is, why it’s important and how a thriving company benefits them personally. The four key engagement drivers – communication, growth, recognition and trust – are reviewed from the perspective of the individual.  The book is rich with tips to increase individual employee knowledge and understanding of how to drive engagement on their own in these areas.

The content in these books is actionable, without theories or long-winded language, and includes additional resources for more information.   Leaders with business growth strategies will definitely want to read Employee Engagement 2.0, and perhaps give their employees a copy of Employee Engagement for Everyone.

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June 3, 2013 / Articles We Like / Recommended Reading

On “Clearing Hurdles to Employee Engagement”

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We share this article by Razor Suleman because a disengaged workforce is detrimental to business success. Recognition is a timeless, cost-effective leadership tactic, which leads to employee success therefore engagement, and yet organizations face hurdles when implementing a recognition program.  The article featured on TalentCulture, Clearing Hurdles to Employee Engagement, identifies six common hurdles:

  • Employee participation
  • Making time
  • Securing executive buy-in
  • Engaging managers
  • Budget
  • Measuring Success

Tips for clearing these hurdles can be found in the article’s Infographic towards the bottom of the article.

Consider this:  How does your organization recognize employees?  What challenges do you face in clearing the hurdles in your organization?

Comment below!  Or send us your questions via Ask Mariposa.

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February 21, 2013 / Articles We Like / Coaching Skills / HR / Talent Management / Strategy

How to Create a Memorable Employee Recognition Program

employee-appreciation-day-263x400Good business practice involves appreciating and recognizing your employees. Although appreciation should be a natural activity for anyone, the truth is we all have different ways of giving and receiving gifts and appreciation. Some like verbal appreciation, while others like having an extra vacation day. Either way, employes want personal recognition, instead of a standard gift for all. So if you’re not careful, a thoughtless gift may actually backfire on you.

OC Tanner recently commissioned a study conducted by The Cicero Group entitled Optimizing Employee Recognition Programs. This study aimed to discover if awards are a viable form of employee recognition, and if so, whether cash works better than award items.

If your organization is looking to implement an effective employee reward system, I highly recommend reading this entire study as the six pages highlight some interesting findings. The statistics can come in handy when rationalizing employee reward programs to upper management.

The key takeaways for employee recognition programs are:

  • Award items are better than cash bonuses at contributing to the recognition experience.
  • Award items should be geared toward desire versus need. If cash is given, it will likely be spent on “need” items, such as bills. Therefore employees will likely forget about the recognition much faster than a more personalized award.
  • Though you may be rewarding employees with a tangible reward, verbal expressions of appreciation further augment and reinforce recognition and can “increase the degree of effectiveness by roughly 50 percent”.
  • Create a “tailored selection” of reward items that are unique and personal. This tells the employee that you took the time to offer something of value.

About the author:

Anne Loehr is the President of Anne Loehr and Associates, co-founder of Safaris for the Soul, and an Executive Leadership Coach for Mariposa Leadership, Inc. For more good reads, visit Anne Loehr’s personal blog at: www.anneloehr.com/blog/.

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