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The Ever-Evolving Employee Experience

Posted By Editor, Laurie, Monday, December 11, 2017
Updated: Tuesday, December 19, 2017
By David Kovacovich, HR West 2018 Speaker

The Ever-Evolving Employee Experience By David KovacovichI’ve been in the Human Capital Management industry for 10 years. We started with logoed lamps for milestone achievements. The concept of Employee Recognition made the process of rewarding behavior change more immediate and systematic. Employee Engagement introduced employee learning, performance management, live events and leadership development into a broadened view of employee development.

Read on the HR West Blog.

Tags:  culture  Employee Engagement  employee experience  Employee Recognition  Transparent Leadership 

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A Guide to Employee Recognition

Posted By Editor, Laurie, Wednesday, March 15, 2017
A Guide to Employee Recognition created by RPG Card Services

Tags:  employee enagement  employee recognition  employee retention 

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Connecting People and Purpose: 7 Ways High-Trust Organizations Retain Talent

Posted By Administration, Saturday, September 24, 2016
Updated: Saturday, September 24, 2016

Contributed by




Meet Jessica Rohman, Director of Content, Great Place to Work® at the NCHRA Engagement & Recognition Conference on Wednesday, September 28th at Golden Gate University. Jessica will present "Engaging and Retaining Your Future Workforce" (first session, 8:30am).

>> Read more and register here. 

Discover strategies for achieving true employee engagement and a successful recognition program! #NCHRAEngage 

Great Place to Work® has crafted its perspective by learning from great leaders, surveying millions of employees, and examining thousands of the best workplaces around the globe. The company thrives on sharing the insights they've gleaned from their work with companies of all industries and sizes in order to help organizations around the world build, sustain and scale their great culture. Here are highlights from the 2016 Fortune 100 Best Companies to Work For® report (white paper) -- seven ways high-trust organizations retain talent. 


It’s easy to understand the difference your actions make in the world if you are the president of an organization, or a nurse who is saving patients’ lives. It can be more difficult to make that connection from the factory floor, behind a cash register, or even from a computer screen.Therefore, it’s critical that leaders and managers clearly define the overarching purpose of the company in the world, and just as importantly, connect each employee to their specific role in driving it forward through their work. This way, no matter where a person sits in the organization, they know that their actions play a role in the broader fate of the company, and ultimately, in the world at large.

Increasingly, highly-evolved workplaces and leaders are coming to understand that tapping into the collective knowledge of an organization is the key to success. Unlike the command-and-control ethos that has traditionally characterized many organiza-
tions, more and more of today’s CEOs are incorporating openness, transparency and employee empowerment into their workplace cultures. 

Nothing shows an employee more clearly that they make a difference to the company than the authentic desire, on the part of leaders, to actively seek their ideas. As such, leaders at great workplaces work tirelessly to stay connected to employees in all parts of the company, including on the very front lines. And, at the core of this behavior is the belief that employees have something valuable to say. By giving employees multiple avenues to share their ideas, questions, and concerns, leaders only amplify the message that staffers are an important part of the company’s success.

In many organizations, only a small percentage of employees actually work directly with the company’s client base. However, establishing the link between an employee’s work—regardless of where they sit—and the final impact it has on the end customer can be powerful in creating a sense of purpose. Examples of ways to make this connection include:
> Internal communication campaigns that inspire pride in employees – including mentions of where their products are showing up
in the press, sales numbers, and more.
> Site visits to retail stores or customer locations.
> Incorporating customer stories and feedback into corporate communications.
> Bringing customers/patients onsite to talk about the impact the company’s products or services have in their lives.

Many of the Best Companies across industries create opportunities for employees to interact directly with the customers/users of their services.

Working with a group of strangers is one thing; collaborating with a valued community is a completely different proposition. A universal quality of great workplaces is the strong sense of family and team experienced by employees across the organization. In fact, at this year’s 100 Best Companies to Work For®, nearly 9 in 10 employees report: There is a “family” or “team” feeling here.  
Building a close community with colleagues only furthers work as more than “just a job.” And, when the going gets tough, these relationships can be critical touchstones for employees in making their days more enjoyable—creating another reason to ride out difficult times with the company rather than jump ship for another opportunity.

Whether it’s via birthday or anniversary celebrations, a personal thank you card, kudos at a staff meeting, or a high-class celebratory gala, the recognition and appreciation of employees is important to the understanding that they—as a person and as an employee—make a difference to the company. “One of the most powerful ways to help people understand that they are making a difference at your company is by recognizing them for their contributions,” says Great Place to Work® Partner, Anil Saxena.

One of the greatest strengths across the 100 Best Companies to Work For® is a strong commitment to volunteerism and philanthropy. Not only are employees involved in these efforts in a very hands-on way, but volunteer opportunities are woven into the employer brand and the employee value proposition. This way, all employees have an opportunity to feel that because they are a part of their company, they are able to contribute to their community in a meaningful way. (See sidebar: Clif Bar on white paper* detail.)

Click here to read *the complete white paper....


Tags:  employee engagement  employee recognition  employee retention  Engagement & Recognition Conference  Great Place to Work 

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