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engagement industry briefs TALENT MANAGEMENT
On the TharpeRobbins Employee
BOOKS Recognition Blog, Marketing
Communications Specialist Melissa
Meunier recently wrote about a report
by the Aberdeen Group which noted
I am a salesman. I don’t sell that employee recognition is one of
minivans in a car dealership the fastest growing areas of talent
management. The report found 67% of
or bound from offce to offce Best-in-Class organizations have a formal
pressing cholesterol drugs on recognition program in place and are
physicians. But leave aside quickly embracing recognition as a way to
sleep, exercise, and hygiene, spark engagement and drive success. The
and it turns out that I spend act of recognizing someone creates a COMPENSATION AND RETENTION
a signifcant portion of my special feeling for both the person being
days trying to coax others ENGAGEMENT SECRETS recognized and the individual who is Towers Watson’s General Industry Compensation Survey
to part with resources. Sure, providing recognition, says Meunier, fndings show little evidence to suggest that countries
sometimes I’m trying to Writing on the Harvard Business Review website recently, Rob who then goes on to describe her own with high real-wage growth (i.e. salary increases minus
experiences with recognition in various
tempt people to purchase Markey, coauthor of the book The Ultimate Question 2.0: managerial positions. infation) are able to use that to secure higher levels of
employee retention. The research reveals that employers
books I’ve written. But most How Net Promoter Companies Thrive in a Customer-Driven need to take a broader view of the employee experience
of what I do doesn’t directly World and director in Bain & Company’s New York offce, beyond pay if they’re going to retain talented employees
make a cash register ring. outlined the following four things that leading companies do in a competitive marketplace. “Talent retention isn’t
to promote engagement:
In one recent two-week • Line supervisors, not HR, lead the charge a clear-cut issue – pay is just one of many factors that
period, I worked to convince can affect it. If employees feel they’re underpaid,
then many will look for other opportunities,” says
a magazine editor to • Supervisors learn how to hold candid dialogues with Carole Hathaway, Director of Towers Watson’s Rewards
abandon a silly story idea, a teams practice in EMEA. “But the opposite doesn’t seem to
prospective business partner • They also do regular “pulse checks” be true,” adds Hathaway, “as companies paying high
to join forces, an organization • Teams rally ‘round the customer wage increases cannot count on employee loyalty.
where I volunteer to shift Company culture, good communication, responsive
strategies, even an airline You can fnd in-depth explanations of these points on the leadership, opportunities for career development and
HBR website.
gate agent to switch me from a clear understanding of mission and values within an
a window seat to an aisle. organization all contribute to the ‘employment deal’, or
Indeed, the vast majority of Employee Value Proposition and are likely to have an
impact on employee retention.”
time I’m seeking resources MEASUREMENT SOCIAL RECOGNITION
other than money. Can I get
strangers to read an article, Kym Cadle, Founder and CEO of Pure Ambition, recently Looking for independent verifcation that
an old friend to help me solve posted an item on the Allegiance blog outlining 5 questions social recognition and reward programs THE ENGAGEMENT INDEX
a problem, or my nine-year- you need to ask about your feedback system. “Too have a direct impact on employee
old son to take a shower after often,” she says, “when talking about the importance of engagement and business outcomes? Data from Brand Keys paints a
baseball practice? measuring and investing in company culture, leaders brush Gartner’s recent report, Social Employee detailed picture of the category
it off saying ‘the culture is great,’ ‘it’s fne,’ ‘I think people Recognition Systems Reward the Business
You’re probably not are pretty happy here,’ ‘…not a top priority right now.’ with Results, is a comprehensive analysis drivers that engage customers,
much different. Dig beneath Based on what?” Typically, it’s their own perspective. Nice of the impact that SaaS-based social engender loyalty and drive real
the sprouts of your own people. Good intention. Yet, unintentionally, they’re living recognition can have on business results – profts. These drivers not only
calendar entries and examine in a land of denial. Set aside some time – ideally with your including sustained employee engagement defne how the consumer will
view the category, compare
their roots, and I suspect management team – to answer these questions: and culture alignment. Implemented offerings and ultimately buy, but
you’ll discover something • What is it about implementing a feedback system–or as stand-alone programs, social reward also identify the expectations
similar. Some of you, no acting on the data–that challenges us? and recognition programs deliver the consumer holds for each
doubt, are selling in the • How do we – as a company and as leaders in the signifcant business value, as measured by driver. The brand whose drivers
literal sense – convincing company – treat and respond to feedback in general? performance across employee engagement, come closest to meeting (or even
existing customers and fresh employee success, and customer and exceeding) those of the category
business success. As organizations
prospects to buy casualty • What would it be like to go in to the feedback process explore opportunities to leverage the Ideal is always the one whose
insurance or consulting totally curious and open to the rich learning about to benefts from these programs into other customers will demonstrate the
unfold, expectations left at the door?
services or homemade pies at talent management processes (such as highest levels of engagement
and loyalty over the next
a farmers’ market. But all of • What engrained perspectives are we holding that don’t performance, recruiting and onboarding), 12 to 18 months. This year’s
you are likely spending more serve our ultimate goals as an organization? new benefts and process transformations Customer Loyalty Engagement
time than you realize selling • What are the REAL risks and rewards here? In other surface to drive even greater business Index examines customers’
in a broader sense; pitching words, what is at stake? impact. There are, however, inherent risks to relationships with 555 brands
colleagues, persuading programs that incorporate gamifcation and in 64 categories. The complete
funders, cajoling kids. social concepts, and organizations must plan listing of the 64-category
accordingly and continuously monitor and rankings can be downloaded
Like it or not, we’re all in adjust program components as necessary. from the Brand Keys website.
sales now.
6 engagement strategies Vol.18 Issue 1 engagement strategies Vol.18 Issue 1 7
