Employee Engagement Is a Financial Strategy

HR Bartender

We spend a lot of time talking about creating employee engagement. The rationale being that engaged employees are highly productive. In creating employee engagement, we need to think about employee satisfaction. I don’t see how a dissatisfied employee becomes engaged. is a barrier to engagement. On the other hand, employees who are satisfied with their organization, team, manager, work, etc.

Major Studies Detail Correlation Between Employee Engagement and Retention


. Recent Studies Detail Correlation Between Employee Engagement and Retention. The most serious challenge facing Human Resources is not benefits, compensation, or performance management. For two years running, the top two HR challenges have been employee retention and employee engagement. Engagement and retention are both the end results of consistent and positive employee experiences. SHRM/GloboForce Employee Experience Survey.


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Compensation Cafe: Why Friends at Work Matter


It’s a driving factor in employee productivity, retention and wellness. I couldn’t say everything I wanted to about the importance of friends at work in my post on this blog last week , so I continued the theme today on the Compensation Cafe blog. This latest post looks at several recent surveys (from LinkedIn, HRZone in the UK, and Globoforce) showing how friendships and deep relationships at work that drive key business factors – productivity, retention and wellness.

With Globoforce on Social Recognition

Strategic HCM

I’ve just been attending an event with Globoforce and the Conference Board on social recognition. I’ve been a long supporter of Globoforce’s work on recognition, eg this webinar we did together, and also my support for their book – see this endorsement (which I still support) printed at the start of this: “Recognition is a hugely underused and badly misused HR and management tools. Globoforce’s Mood Tracker suggests that ‘only’ 38% of (N American?)

Driving Employee Engagement Requires Baseline of Competitive, Fair Pay

Compensation Cafe

In the last week, a couple of research reviews have crossed my desk, both summarizing decades of research, surveys and analysis in the complex and many-layered topics of employee recognition, engagement and retention. Key findings of the report include (quoting): Employees who receive recognition are more likely to be engaged at work. The more channels used for recognition, the higher the employee engagement level. Compensation Philosophy Recognition

How to Find Budget Dollars for Employee Recognition

HR Bartender

I thought about this as I was planning my agenda for this year’s WorkHuman Conference , pioneered by Globoforce. I saw that one of the sessions this year was titled “Show Me the Money: 5 Unexpected Places to Find Recognition Budget” and reached out to the speaker Rob Schmitter , solutions architect at Globoforce, to see if he would give us a sneak peek. It stands to reason that more engaged employees deliver better products and are more likely to ‘Wow’ your customers.

Organizations Need to Address the Core Issues with Performance Reviews

HR Bartender

During last year’s WorkHuman Conference, pioneered by Globoforce , I heard several speakers talk about the annual performance review. I’m confident that the performance review wasn’t started in a conference room somewhere under the guise of “We need to implement a process that managers will loathe and employees have no confidence in.” If that’s true, then there’s a certain amount of competition involved, even if the organization doesn’t do employee ranking.

Cafe Classic: Unions, Recognition and Employee Engagement

Compensation Cafe

Editor's Note: Today's Classic features Derek Irvine with some data and insights about the importance of employee engagement - even (and some might argue especially) in a union environment. The reality of unions is they came into existence to protect employees where company leadership refused to. Regardless of industry or job role, unions rose up to defend employee interests, even the most basic such as the right to survive a day’s work.

Employee Engagement All about Connections and Good Work

Compensation Cafe

Yesterday SHRM released its annual “Employee Job Satisfaction and Engagement Report.” It’s interesting in how it segregates true “satisfiers” from the factors and conditions that help employees more deeply engage. For example, SHRM makes the distinction this way: “Employee engagement may or may not be aligned with employee job satisfaction, as engagement is tied to employees’ connection and commitment to their work and their particular organization.”.

HR TechStack – Employee Engagement Software


Employee Engagement Software Definition. Employee engagement software helps organizations solicit and track feedback from their employees, recognize employee achievements, and promote positive activity. Employee engagement tools are used to draw actionable insights from employee feedback. Promote employee recognition through internal communication channels. The HR TechStack for Employee Engagement Software.

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Cafe Classic: When You Can’t Differentiate Based on Compensation, What Do You Do to Stand Out?

Compensation Cafe

A highly unscientific poll method of asking colleagues and friends about their experience with or recommendations for the annual compensation increase process (by whatever name you want to call it – merit increase, raise, cost-of-living increase) shows deep dissatisfaction with the status quo. It’s clear even companies with the best of intentions for compensation cannot compete for top talent based on pay alone. Anyone can copy your compensation plan.

Putting the Human Back in HR….and Our Workplaces #WorkHuman

Women of HR

Yes there are policies and guidelines that need to be in place, at least in most workplaces, mostly to ensure that we are legally compliant, that our workplaces are safe and harassment free, and that there are standards in place for fair compensation. Even when a decision had to be made that wasn’t necessarily in the favor of the employee, the question that needed to be asked was “have we ensured that we’ve given them every opportunity to fix the issue first?”

Human Resources Today – Resources for the People Side of Business

The People Equation

Human Resources Today curates content from many sources on the web regarding the people side of HR: employee engagement, leadership, corporate culture, employee retention and workplace communication. There’s also a smattering of content offered by HR vendors such as Halogen Software and Globoforce. Disclosure: I receive no compensation for writing about or participating in Human Resources Today. A new site just launched called Human Resources Today.

Top 6 Megatrends Changing the Face of HR and Business


How are leading companies shifting their focus when it comes to HR and the overall employee experience ? No matter where your organization or HR department is today, it’s helpful to see where the industry is headed so you can better anticipate the needs of your current and future employees. Based on insights gathered from Globoforce’s WorkHuman Executive Forums, these megatrends illustrate a shift to more human-centric approaches to work. Team Engagement.

6 Hot Digital Workplace Trends from Gartner


Workplace ethnography : Another emerging trend that complements team engagement is workplace ethnography. Mike Gotta and Carol Rozwell define it as “a research approach for understanding cultural dynamics between employees, group relationships, and the ways in which work is done. It is pursued to improve employee engagement, teamwork, work models, and technology use. It’s about recognizing employees in the moment , rather than once a year.

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Lessons from “Best Companies to Work For”


Yesterday on Compensation Café, I shared three commonalities experienced by companies that appear on Fortune’s “Best Companies to Work For” list: Better stock performance. Higher retention of top employees. Increased employee energy and engagement. Read the full post “3 Reasons Why You Should Treat Employees Better” for more on each of these, but really – isn’t it obvious? by Derek Irvine. Recognize This!

Say Goodbye to the Annual Bonus


The chatter is focused on how to promote a coaching culture throughout the year to continuously improve employee performance. Few people, however, are offering a real solution to the compensation piece of the annual review. Traditionally, employees had their review with their manager and received a rating based on their performance over the past year. The video below features a snippet of Globoforce CEO Eric Mosley’s keynote from WorkHuman 2017.

6 New Stats for Employee Recognition Skeptics


I feel lucky to work for a company that understands and invests in employee recognition and rewards. But we’ve all worked for companies or leaders who don’t buy into the concept of employee recognition. New research from Globoforce’s WorkHuman Research Institute can help you silence the skeptics. Here are six new stats from that finding: Meaningful work is more important than compensation. Compensation was third on the list. 63%), be highly engaged (89% v.

Insights from the CHRO Panel at #WorkHuman 2017


This week I’m honored to be at the WorkHuman conference put on by Globoforce. Vicki Williams, SVP of Compensation, Benefits, and HRIS at NBCUniversal. Employee-Focused Programs. Vicki Williams talked about NBCUniversal’s approach to crafting a positive employee experience. ” The firm has put together a new social recognition program that has allowed employees to give peer to peer, 360-degree feedback throughout the organization.


Solving Pay Differentials between Executives and Staff; Men and Women

Compensation Cafe

UK-based HR Strategist Jon Ingham is an example (from his Strategic HCM blog) : “The issue is the wide variety in expectations of male and female employees. If women don’t think they’re going to receive a pay rise, and particularly if they believe that their male colleagues will, then this is going to reduce their engagement, discretionary behaviours, and reduce the impact of Britain’s pay rise on business and national productivity.”. d like to hear from the compensation experts.

Connecting People: How Cisco Used Social Recognition to Transform Its Culture


While at HR Tech in October, Claire Gray, senior director of global compensation at Cisco Systems (a Globoforce customer), presented a session titled, “How Cisco Fuels a Culture of Innovation for Employees.”. Claire opened her talk by introducing Cisco’s People Deal, which is an ambition for the kind of experience Cisco hopes to create for its employees. It’s our aspiration of how we want to be and how we want our employees to feel.

4 Keys to Leadership According to Jack Welch

Compensation Cafe

To be a good leader for your employees, one needs to be rich with your praise, cheer them on, love to watch them grow and be excited about their success. And that’s the major challenge, and risk — keeping the “middle 70” engaged and motivated… Everyone in the middle 70 needs to be motivated, and made to feel as if they truly belong.”. Above-and-beyond bonuses available to any level of employee. First and foremost is employee engagement.

Elevating the Workforce Experience: The Personal Lens


In the place where we spend the majority of our adult lives, it behooves organizations to understand the true nature (and costs) of how employees interact and connect with one another. At a leading data company, leaders elevate human connections through the organization’s employee wellness program. To that point, all organizations should seek employee feedback to empower them to shape their own experience. Involve employees in decision-making.

Are Employee Servcie Awards really necessary today?

OmegaHR Solutions

What do you do when you don’t have employees staying long enough for service awards? I was reading an article that gave examples of tax exempt benefits that your employees really want. He further referenced a study by SHRM and Globoforce that said “ 90 percent of HR professionals surveyed said recognition programs positively impacted engagement.” By far the top objective for YOS programs is to appreciate employees (88 percent.)

A Question of Measurement and Value Creation

Compensation Cafe

Developing the right formulas for executive compensation is a tricky balancing act, ensuring that one’s focus is appropriately distributed across short-term performance and longer-term value creation. One trend is to follow a Balanced Scorecard (BSC) philosophy, supplementing traditional financial metrics (such as accounting earnings or stock price) with nonfinancial metrics (such as employee engagement and customer satisfaction). Compensation Philosophy Recognition

What’s Ahead for HR in 2017?


Trends in HR for the year ahead will emphasize empowerment, the employee experience, and ultimately a more human workplace. One of the key findings from that report is a much greater emphasis on empowerment and the whole work environment, increasing the robustness of how we think about employee engagement and cultural fit. We collectively stand at a pivotal moment for HR to integrate technology and humanity in creating a better workplace and a better employee experience.

Promotions, Bonuses, Raises, Recognition - When They Work (and When They Don't)

Compensation Cafe

You can’t give all employees promotions, bonuses, or raises. In perhaps a worst-case scenario, promotions are little more than title changes in which the employee’s job duties change little if at all with no pay increase. It’s not a positive experience for the employee. Promotions are valuable, but we must ensure promotions are also real in that they advance a person’s career with the appropriate compensation increase. Once it’s exhausted, employees lose interest.”.

The Business Case for Employee Recognition and Rewards

Compensation Cafe

Why do we compensate employees? But compensation professionals (and readers of this blog) know the pay cheque is but one part of a very complex agreement between employer and employee to maximize a mutually beneficial relationship. Latest in these reports is Mercer’s 2015/2016 US Compensation Planning Survey, which is well summarized in this SHRM report. Career-change opportunities within the company to keep employees on board while diversifying capabilities.

Cafe Classic: Influencer Networks - A Hidden Key to Recognition Program Success

Compensation Cafe

Editor's Note: We sometimes get fuzzy the difference between recognition and compensation as implements in our rewards toolbox. I know readers of Compensation Cafe know this, but let me state the obvious – compensation and recognition are very different.

#WorkHuman Day 2: Organization of the Future

The People Equation

Derek Irvine of Globoforce leads a panel discussion with HR Executives on how to make work more human. Derek Irvine, Globoforce’s VP, Client Strategy & Consulting, moderated a three-person panel of senior leaders in the HR role. The topics were wide-ranging, covering many aspects of the employee experience: recognition, performance management and the role of employee citizenship and charitable works on employee engagement scores.

Faith, Trust, and Pixie Dust at Total Rewards


came from Colleen Burgess, director of compensation and performance at Qlik. Speaking on a panel with three other Globoforce customers titled, “Slicing Up the Total Rewards Pie to Deliver Stronger ROI,” Burgess told the audience that the key to building a great culture comes down to, “Faith, trust, and a little bit of pixie dust.”. Steve Menzel, director of compensation at Bristol-Myers Squibb, discussed the total rewards transformation his company went through.

[Webinar] Making Recognition More Inclusive at Cardinal Health


“Our brains are hardwired to motivate us toward connection and belonging – it’s how we survive and thrive … and findings show that belonging and attachment to a group of co-workers is a better motivator for some employees than money.” – Pat Wadors, senior vice president of global talent organization at LinkedIn. Linard will also share some compelling data on number of recognition moments since launch and improvements in Cardinal Health’s annual voice of the employee survey.

Cafe Classic: Why Employees Actually Leave (Hint: It's Not Money)

Compensation Cafe

Editor's Note: Why do employees leave? How much alignment is there between why managers think employees leave and their actual reasons for doing so? Leigh has been researching employee engagement and retention best practices for the last two decades and shared with the webinar participants his findings from deep analysis of employees included in the Saratoga Institute study (which included 20,700 surveys from employees in 17 industries, and 4,500 verbatim comments).

Technology Is Changing Human Resource Management – But Where Will It Go?

Get Hppy

In its 2015 report in collaboration with Globoforce , The Society for Human Resource Management identified employee engagement, talent retention, competitive compensation, and developing the organizational leaders for tomorrow as major human capital challenges. Instead of asking themselves if it’s worth pursuing this channel,, they engaged the upcoming working generations on their own “ground”.

A Comprehensive Guide to Total Rewards (And How to Master It)

Vantage Circle

In this article, you will learn: What are your employees looking for through their Total Rewards Strategy. How to approach a Total Rewards Strategy that ensures benefits for both employees and employers. How to manage all aspects of employee compensation, reward, and recognition.