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2013-04-16 18:21:38
A key 'take home' from this years Employee Engagement Capabilities Report is that Culture, KPI's and Purpose are the big three capabilities that an or [Read More]
2013-04-15 11:23:42
Mondays can be hard. You've had two whole days to yourself at home, doing fun things, sleeping in perhaps. Now comes the day to ruin it all...Monday! [Read More]
2013-04-03 10:18:42
Results show that office rudeness is rampant because of the stress employees are subjected to and because their bosses also convey, if not condone, th [Read More]
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Posted On: April 16, 2013, 6:21 pm ; Read: 29150 time(s)

The newly released 2013 Employee Engagement Capabilities Report created by AltusQ and RedBalloon, now in its third year, represents a good cross section of organisations. With a range in size including smaller organisations of 50-1000 employees (38% of respondents) to larger organisations of 1000+ employees (26% of respondents) the report gives an insightful look into how well equipped organisatins are for developing Employe Engagement. Additionally the report is completed by those in positions of power which should translate into more accurate responses. 85% of respondents consider themselves to be either an influencer or decision maker within their organisation.

A key 'take home' from this years Employee Engagement Capabilities Report is that Culture, KPI's and Purpose are the big three capabilities that an organisation needs to give attention to. The highest performing and highly engaged organisations have the most capability in these three areas. This initially suggests, and is supported by the data, that nailing these three capabilities within an organisation should lead to good things. As AltusQ & RedBalloon put it:
 
"Get these right and everything else stats falling into place"
 
What's interesting, as in previous years, is that the relationship between Engagement Capability, Employee Engagement and Organisational Performance is maintained. Thus the capability tools from AltusQ & RedBallon can in fact be used as a guide to measuring the Employee Engagement levels within an organisation.
 
This relationship is likely to prove helpful to organisations as a measuring tool as when asked about how they measure ROI of Engagement Spend a whopping 67% of respondents said that they don't! The actual methods used for measuring ROI of Engagement Spend were incredibly varied with results suggesting that of the organisations that do undertake measurement, multiple measurement methods are utilised.  Making use of multiple measurement methods is certainly good practice, especially since 59% of respondents rely on informal feedback from leaders & managers. This is a very 'soft' measurement tool that would need the support of harder measurement tools such as sales and %profit to give a more accurate ROI figure. One reason cited for the potential reduction in measurement of ROI of Engagement Spend is that Engagement Spend has decreased over the previous year and thus potentially less measurement was or was deemed less necessary as less activity was taking place.
 
Capabilities within the average performing and top performing organisations have actually risen and their continued rise over the three year period, albeit fairly slow, is a positive. Organisations are addresses weaknesses in their capabilities in order to drive higher Engagement levels. Conversely the capabilities of organisations within the lowest levels of engagement have fallen significantly.
 
Considering the 5 levels of capability, respondents with the highest overall scores achieved a level of 4/5 in Culture, KPI's and Purpose. Other key capabilities that score highly include Performance Management & Developing People (linked to KPI's & Purpose) as well as Compensation & Benefits. Organisations scoring high but not as highly with their Engagement Scores (60-80%) show the same capabilities are their highest (with levels of 3.5/5) which seems to lead the way.
 
Capability Scores - Organisations 80%+ Engagement Score
 
This reaffirms the statement earlier that getting these three core capabilities right can lead to a higher level of Engagement Capability and ultimately Employee Engagement. Lower scoring organisations have achieved a capability level of 2.5-3/5 in some areas but are lacking high levels for Culture with KPI's and Purpose. Again supporting the claim that those three are the core capabilities to get right.
 
Capability Scores - Organisations with 60-80% Engagement
One factor highlighted by the report that might explain why some organisations achieve higher levels of capability than others, is their ability to communicate the strategy to all elements of the organisation. Including the front-line employees, leaders and managers in strategic decisions and plans ensures buy-in and a higher level of capability across the board. This ability to drive transference is a trait in the higher level organisations.
 
"Culture is King" was a statement put to respondents of whom 83% completely agreed. Further data from the report suggests that when considering culture, it is important to include everyone from within the organisation. When considering 'Whose Job is it Anyway?' organisations with a higher Engagement Score (80%+) responded by choosing 'A combined effort from most' (21%) or 'Everyone' (51%) with lower scoring organisations rating HR (21%) as the role for managing Employee Engagement.
 
Whose Job Is It Anyway?
 
It is also apparent that there needs to be a enthusiasm within the organisation. If enthusiasm around Employee Engagement doesn't exist in some elements of the organisation then it is likely that organisation will have a lower Employee Engagement Score. Organisations with a high (80%+) and a medium (60-80%) level Engagement Score have highly ranked CEO & HR enthusiasm levels (1/5). Comparatively if the CEO has a high enthusiasm level but the leadership team and HR do not, the organisation is found amongst the less than 40% score group.
 
Whose Job Is It Anyway?
 
So what does all this tell us? This report helps us identify the key capabilities that allow for Employee Engagement growth. Why do organisations want Employee Engagement? As this report depicts; the higher the Employee Engagement the better the organisation performs. Considering key metrics of organisations over a 12 month period the report statistics speak for themselves:
 
The Best Reap The Rewards
Organisations with higher Employee Engagement Scores reap the rewards. This is why Engagement is such a big thing that needs to be addressed by so many organisations. It is not just a fluffy concept, it has a real genuine impact on an organisations performance.
 
You can check out the full report from AltusQ and RedBalloon here: http://goo.gl/hZBWy

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Posted On: April 15, 2013, 11:23 am ; Read: 3046 time(s)

Mondays can be hard. You've had two whole days to yourself at home, doing fun things, sleeping in perhaps. Now comes the day to ruin it all...Monday!

Many people dislike Mondays and many suffer from 'Monday Blues'. Is there a cure? We think yes. In fact we think there are many possible cures. Ultimately though, if you really really dislike Mondays, perhaps you need to consider why? Is it not the fact it's a Monday but perhaps more the fact you really dislike your job? Work should be rewarding, not something we feel we have to show up for. Presenteeism is worse than Absenteeism.

If none of our Top 20 help you then perhaps you should consider that Monday isn't the problem.

Here's our Top 20...

1. Start the day early! Bad things happen when you're late.

2. Wear your best clothes / your favourite colours. You may be surprised at how much clothes can influence the way we feel.

3. Treat yourself Monday morning! Have a yummy breakfast you look forward too. Eat well, drink well & feel better from the off!

4. Make a list of why you don't like Mondays. You may find some things on it are easy to solve!

5. Do MORE work on FRIDAY! Putting things off on Friday means you have more to do on Monday!

6. Plan your day. Ensure you know what you're doing Monday. 1/2hr - 1hr planned time slots will help your day flow.

7. Prepare for Monday. Have your clothes, breakfast, files, everything all laid out the night before. Saves you time & stress.

8. Talk to a friend at work first thing. Keep the convo short. Take comfort in the fact that you're both likely feeling the

9. (My fav) Create a Monday playlist! Good tunes = good feeling! CD for the car or playlist for your smartphone / mp3 device ;)

10. Dance to your music, move on the spot, walk faster or jog. Movement generates positive energy. You’ll feel less lethargic.

11. Laugh & Smile! Look up a joke of the day, recall a funny event or fake it! Fake smiles have the same positive benefits!

12. Affirmative statements – Today is a great day. Stick positive messages around your monitor and take them seriously.

13. Buy something new! Make Monday a gift to yourself day. It doesn’t have to be big or expensive, just treat yourself.

14. Try something new. Surprisingly new feels good & energising! A new route to work, a new drink, a new lunch spot...

15. Choose to feel happy! Happiness can be a choice. Choose to be happy, upbeat & positive & Monday isn't so bad.

16. Start working! It’s usually NOT the work that makes us tired, it’s the THOUGHT of starting work that causes procrastination.

17. Make a list of the things you’re excited about. On Sunday create a 'positives things' list for Monday or this week.

18. Unplug for the weekend! Make it your own - don't check work emails or it will seem like you didn't get a weekend at all!

19. Plan something special for Monday night. A meal or DVD in perhaps. Having something to look forward to helps the day pass

20. Do not get distracted by Youtube, Facebook, personal emails or TWITTER! 10mins will turn into hours... That's our 20!

If you feel that none of these will make Mondays better for you then we seriously suggest you consider your Work-Life Alignment. Do you really want to be wasting your time at your current job if you hate it so much?


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Posted On: April 3, 2013, 10:18 am ; Read: 14545 time(s)

Rudeness at work

Recently, we featured the issue on workplace rudeness and what research findings reveal on its causes, its forms, how frequent it is occurring, and the impacts of not addressing the issue appropriately. Results show that office rudeness is rampant because of the stress employees are subjected to and because their bosses also convey, if not condone, the behaviour.

If you find yourself in this predicament, the thought that you are probably pondering on is the best way to deal with the situation. Our Premium Partner and resilience expert, Michael Licenblat, wrote about this in his article, “Attitude Creates influence”. Michael has helped countless companies become 'pressure proof' and learn how to bounce back from the setbacks and rejections that would otherwise slow them down or wear them out. “Being able to positively influence your emotions, even when dealing with setbacks or challenges, is a key success factor in your personal leadership…

..To be a positive influence, turn up with a good attitude. How would you feel if someone walked into your living room and dumped a pile of rubbish on your floor? I'm assuming this would upset you - maybe even make you mad! You probably wouldn't tolerate anyone doing that to your place....so why would you tolerate it when you dump garbage thoughts in your head.”

As tempting as that “EXIT” sign may appear jumping ship is not, and should not, be the only solution. In another of his articles, “Tough Love Rules”, Michael stated that:

"The real skill here is being able to talk straight with your team...without the aggression or intimidation."

"Do you need people to tell you that you are doing a great job? Does your self esteem come from what people say to you? Business is not the place for therapy. We all want to be liked, but it shouldn't come at the expense of talking straight."

Being a Pleaser means that you are focused on people liking you and wanting to fit in. So, you are unlikely to stand up and set clear standards, disagree with someone, or increase someone's responsibilities in fear of them not liking you or talking badly about you.

Give your membership jacket back and forfeit the secret handshake. Worry less about if people like you and more about speaking straight. No matter what you say, do, or wear, there will always be someone who doesn't like it. That's just people. You can't win over everyone.”

Reality is, things can never be perfect the way you want it to be. The demands and pressures in the workplace have taken a completely new meaning and the unseemly behaviour may just be a sign of their struggle to cope and stay afloat. Your co-workers are human beings too, even your bosses. They are also prone to exhaustion, stress, disappointment, weaknesses and emotional excesses. And though rudeness is indeed of a primary concern and should rightfully be addressed and communicated, it is unlikely for this to be the only setback that you will be dealt in your work life. The issues and challenges that you will encounter will intensify the higher you go up the corporate ladder.

Instead of expending your energy on what your co-workers are saying or what they think of you, roll with the punches. “Plant your own garden and decorate your own soul, instead of waiting for someone to bring you flowers. You learn that you really can endure... That you really are strong, that you really do have worth. You learn and learn and learn....”

We would like to know what you think...

  • Is there any issue or challenge in your workplace that you feel is holding you back?
  • What have you done to address the issue?

Let us know by leaving a comment below. Alternatively share your thoughts on our Facebook page or Tweet us @WorkIncentives with the hashtag #resilienceatwork


Sources:


Joan Carinan is the Premium Solutions Manager for Workplace Incentives. With her previous experiences and having worked closely with all of our key thought leaders, Joan has developed her knowledge of employee motivation, leadership and management. Keen to further her understanding and share her findings and thoughts Joan is one of the writers for the Workplace Incentives blog.


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