Geçenlerde Jeff Birk ile birlikte inanılmaz bir web seminerini yönetme şerefi vardı, Manager of Speakingscreen-shot-2016-10-31-at-8-49-55-am and Training for O.C. tabakçı, on the topic of “How to Influence Great Work and Create a Culture of Success.” This Webinar was terrific because: 1) the real-life recognition and reward stories and counsel from O.C. tabakçı; 2) the lively Q & Sunumun sonunda bir; ve 3) the more than 500 web seminerine kayıtlı kişi! Elbette, I highlighted some of Brandon Hall Group’s recent research findings. Bu arada, it really gladdens my heart to see so many people interested in this topic.

I thought I would give you a summary of some of those questions and answers from the webinar because they reflect what is on the minds of many leaders.

S: Does anyone find that their organization’s rewards and recognition programs have gone stale?

The big mistake, according to Jeff, is that everyone assumes their employees will like the way they are being recognized. Ve, that is definitely not the case. In one instance, described to our audience, after being recognized among coworkers the employee told the manager to never to do that again! That employee did not want to be singled out, even for praise. The simple solution to this problem is to survey employees to find out about their favorite interests and activities, and – most importantlyhow they prefer to be recognized, such as on a one-to-one basis or among peers. To everyone’s delight, Jeff offered O.C. Tanner’s employee survey template to attendees.

S: I am in charge of six locations; how can my organization engage remote employees?

Regardless of whether the employees are in one location, in multiple locations, or across oceans – it is essential to reward and recognize them so that they all feel part of the organization and part of the recognition moment. Taking the time and effort to include all remote employees on a phone call for the purpose of appreciating, recognizing, and rewarding employees will strengthen everyone’s engagement with the organization. O.C. Tanner does that with their worldwide employees on a frequent basis.

In addition to phone calls, rewards and recognition technology can really make remote workers an integral and active part of the organization. Rewards and recognition technology can reflect the organization’s brand and facilitate recognition and appreciation anywhere. Remote workers become active participants in recognizing other employees and in receiving recognition.

S: Should meaningful recognition come from the top?

According to Jeff – and I agreemeaningful recognition should come from all directionshorizontally, vertically, ve yanlara. One example is a call center. Sometimes the manager is not aware of everything that is going on and is not able to recognize people who deserve it. Having a rewards and recognition program enables peers to recognize each other. This benefits the overall call center culture and helps improve performance and engagement.

Elbette, there was much more discussed. You, çok, can listen to our Webinar and see the research statistics that create the business case for a rewards and recognition program and learn how to influence great work and a culture of success.

Daria Friedman, Baş Analisti, Yetenek Toplama, Brandon Hall Group

Daria Friedman

Daria Friedman Brandon Hall Group yetenek elde etme pratiği nezaret Baş Analisti olduğunu. Brandon Hall önce, Daria Bernard Hodes Grubu araştırma pratiği açtı, Bir işe çözümleri ajansı, ve Findly, Bir yetenek kazanım yazılım servis sağlayıcı. Daria odağı gibi aday deneyimi gibi konularda yetenek edinme araştırma üzerinde, İşveren değer önerisi doğrulama, onboarding, Aday deneyimi, tutma, iç iletişim, Kariyer sitesi mesajlaşma, yetenek havuzu değerlendirmeler / arz ve talep, çalışan bağlılığı, Kampüs / yüksek lisans alımı, marka algıları / konumlandırma, En iyi uygulamalar, çeşitlilik, Pazar / rekabetçi dinamikleri, yetenek elde etme ölçütleri, Kaynak-of-kiralama / iş arama dinamikleri, İşveren tercihleri, çalışanlara sağlanan faydalar, Teknoloji alım tercihleri, ve daha. O Hodes birçok düşünce lideri ve ödüllü araştırma çalışmalarını üretmiştir, dahil: Sağlık Talent Ölçümleri, İşveren Markaları Büyüyen Değeri, Risk Altındaki RNS, Collegiate Kariyer Mindset, İstihdam Konuşma - Nasıl Sosyal Web İşverenler ve Yetenek Tanışma, ve için oynamak Saklanmasına İlişkin Recruiting / tutar. Daria Sanayi Matters geliştirdi, ekonomik ve yetenek edinme eğilimi perspektifinden hem yetenek manzara içgörü sağlar bir aylık bülten. O çok sanayi genelinde global araştırma yapmıştır, Böyle Sağlık olarak, Teknoloji, Sigorta, Maliye, Misafirperverlik, Telekomünikasyon, Müdafaa, Kolluk, ve Perakende. Daria nicel yetenekli olduğunu, nitel ve ikincil araştırma metodolojileri. Daria has an MBA in Marketing from Fairleigh Dickinson University and a BA in French from Montclair State University.

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