Job Engagement
Employers face the complex tasks on finding ways to improve job engagement, work performance and job satisfaction. A global economy of discriminating employees has placed demands on employers never before seen. Employers face the challenges of maintaining productivity, job performance as well as keeping their workforce engaged and satisfied with their jobs.
Environmental pressures, increased regulations, rising costs, and the needs of the workforce have placed management in a complicated and tenuous situation. The answer lies with creating a work environment that maintains employee job satisfaction as well as motivates people toward exceptional performance.
A survey conducted by the Conference Board showed only 45 percent of Americans are engaged with their jobs. This is the lowest job engagement level ever recorded by the Conference Board in more than 22 years of research.
Those that fail to improve job satisfaction are at risk of losing their top talented people to the competition. Supervisors and managers who maximize the potential, creative abilities, and talents of the entire workforce have a greater competitive advantage than those who don’t. Employees that are engaged in their work have a higher level of job satisfaction and motivation. Engaged and motivated workers provide the health insurance businesses desperately needed in these chaotic times.
Here are a few job engagement techniques that can boost job performance.
Team Assist Boards: Best Buy Company, Inc. has boards, which are located in multiple areas within a department. Peers or managers recognize the excellence of others by writing a quick message of thanks, and then post it on the board.
Tool for New Employees: Northeastern University has many divisions, each containing several departments. The division decided to develop a tool to assist the new employees. It is an orientation/training manual, and the entire company helps direct them where to go, who to speak to, and what they need to begin working on.
Staff Excellence Award: Northeastern University has developed a staff excellence awards. These are done monthly and the winners are nominated by those in their department. They receive a gift certificate and plaque.
Perfect Attendance Recognition: Graybar has weekly or monthly drawings for perfect attendance. This is for those who have had no tardiness, etc. for the previous weeks. They give one gift certificate per week.
On the Spot Award: NexCom uses the “On the Spot Award.” Any supervisor who finds an employee doing the right thing gives it. They give that employee a gift certificate, minimum $25, maximum $100.
Breakfast Burrito Reward: Sandia National Labs has the Breakfast Burrito reward. When a team or individual meets a certain performance goal, they get a Breakfast Burrito party. Status towards achievement is tracked on a poster… red chilies indicate falling behind schedule, and green chilies show if they are on time, or ahead of schedule. This is very inexpensive, but well received. Employees love to eat!
Feed the Teams: Smith and Nephew encourage their various departments to select a weekend to feed the mfg. teams that have to work. They arrive at 8:00 p.m. Friday night for the second shift, 2:00 a.m. for the third shift, and at noon on Saturday for the first shift. The teams have been very appreciative.
Executive Lunch: Tenet HealthSystem selects an employee from each department via e-mail to join Executives (VPs) for lunch. Approximately 10 executives and 15 employees have lunch in a conference room on the Executive floor on a monthly basis. There is no set agenda. Coworkers get a chance to interact with one another, and interact with executives on an informal basis. This program has done a lot for job engagement.
Job Engagement
Greg Smith | Lead Navigator | 770-860-9464 | Chart Your Course International
DATE
May 3, 2012
3:00-4:00
SUMMARY
When your customer service team loses their drive, it’s detrimental to productivity, profits and personnel. Learn how to create an excellent customer service strategy and motivate your service team to provide superior service, inspiring customers to return and spread the word. Join us for this 60-minute webinar where you and your colleagues will discover:
PROGRAM BENEFITS
This 60-minute webinar will provide you with essential skills to create a high level of service quality at every level of your organization, to promote customer loyalty.
PROGRAM HIGHLIGHTS
Turn One-Time Customers into Life-Long Buyers: Keys to Distinguish Your Service.
Give Your Organization a New Face: Happy Staff are Ambitious Staff
Increase Productivity & Empower Your Reps to Go Above & Beyond
Live question and answer session – Have your specific customer self-service questions answered!
Your Expert Presenter:
Gregory P. Smith is recognized as a leading authority on talent management, organizational transformation and customer service, Smith teaches businesses how to create exceptional workplaces that attract, retain and motivate talented people. As an international speaker and author, Smith has addressed organizations in over 25 countries. He has spoken to hundreds of associations, human resource associations, healthcare organizations and businesses on numerous workplace related topics.
Cost: $199
Recording will be available
Greg Smith | Lead Navigator | 770-860-9464 | Chart Your Course International
Employee appreciation ideas to engage and motivate your staff and workforce to higher levels of motivation and employee engagement!
Employee appreciation is not just a nice thing to do, but a critical element provided by good managers. People have a basic human need to feel appreciated and feel good about who they are and what they do. That is the job of management.
Most managers and supervisors do a poor job making people feel appreciated.
Mark Twain who once said; “I can live for two months on a good compliment.” Statistics show the number one reason many people are unhappy with their jobs is the lack of recognition and a lack of appreciation.
A positive workplace is one that develops systems and processes to reward, recognize and sustain those important behaviors. In many cases if you do not “recognize” those behaviors you will not “get” those behaviors.
Peer recognition is a popular and easy way of making people feel appreciated. Peer recognition is where the employees are provided the ability to reward or show appreciation to each other for doing a good job. Peer recognition works because employees themselves know whom works hard and deserves recognition. Managers can’t be everywhere all the time; therefore, the employees are in the best position to catch people doing the right things. Also, workers usually value each other’s influence more than their supervisor’s.
My Shining Star
I have a client company that created a program called “My Shining Star!” Employees are provided an unlimited supply of “My Shining Star!” forms. They can write a note on the form about the good job their co-workers are doing. On the back of the form, the company lists the behaviors they want to encourage. Some of these behaviors are:
The Shining Star program is one way they insure their staff demonstrates good team work and receives words of appreciation and thanks from their co-workers.
I have spent hundreds of hours researching and gathering what organizations do to motivate and energize their people. Here is another idea:
At Del Norte Credit Union the president sends a welcome letter to all new hires and a congratulations letter for each significant anniversary with the company (5, 10, 15, 20 years). He personally signs each one and sometimes adds handwritten notes. He also calls employees on their anniversary. There are over 1,000 employees at Del Norte. Finally, the president draws four or five employees’ names each month and takes them to lunch.
Source: TNT: Dynamic Ideas to Reward, Energize and Motivate Your Teams
SUBMIT YOUR EMPLOYEE MOTIVATION TIP
We are on a search for innovative ways to keep people motivated and engaged at work. Please reply and leave us some suggestions on this blog.
Greg Smith | Lead Navigator | 770-860-9464 | Chart Your Course International
