This lively RSA Animate, adapted from Dan Pink’s talk at the RSA, illustrates the hidden truths behind what really motivates us at home and in the workplace. theRSA.org
The ‘X’ model of employee engagement by BlessingWhite
Employee Engagement can be a vague term. In this model, BlessingWhite details a specific and compelling model for articulating what Employee Engagement is – and what it means to the individual and the organization they work for. © BlessingWhite 2012 – animation by whiteboardanimation.com
New Research: How Employee Engagement Hits the Bottom Line
What would contribute most to your being both happier and more productive at work? How about feeling truly taken care of, appreciated, and trusted by your employer?
More than 100 studies have affirmed the connection between employee engagement and performance, but the Towers Watson 2012 Global Workforce Study — 32,000 employees across 30 countries — makes the most powerful, bottom line case yet for the connection between how we feel at work and how we perform.
This new study concludes that the traditional definition of engagement — the willingness to invest discretionary effort on the job — is no longer sufficient to fuel top performance in a world of relentlessly increasing demand. The problem is that “willing” doesn’t guarantee “able.”
What’s required now is something called “sustainable engagement.” The key factor, the study finds, is a work environment that more fully energizes employees by promoting their physical, emotional and social well-being. I’d add to that mental and spiritual well being — or more specifically, the added energy derived from the capacity for absorbed focus and a strong sense of purpose.
Read full post written by Tony Schwartz at hbr.org
Are Your Employees Engaged
Companies who fail to prioritize employee engagement often cite financial reasons – but Kruse says that’s a mistake. “It doesn’t cost a lot of money,” he says. “People will feel engaged with their boss and their company if there’s a feeling of growth, appreciation, and trust.” Growth may include promotions or raises, says Kruse, but there are also other considerations: “You don’t have to get promoted to feel like you’re being challenged and advancing on the right career path.” Similarly, recognition isn’t just about cash bonuses; sometimes a handwritten thank you note or public praise from the boss can be just as meaningful. And trust, says Kruse, is based on an employee’s belief that his or her leadership team is headed in the right direction: “I know there’s a plan, and I fit in.”
Read full post written by Dorie Clark at forbes.com
How the idea for ComplimentKarma was born
I co-founded ComplimentKarma for a simple reason: to promote positive feedback. A few years ago, I was working as a consultant in the Bay Area. We had a program where employees could submit written thank you notes to each other. At the end of every month, these notes were pooled, and a cash reward was given randomly to a few recipients.
I noticed that this casual program motivated me to do a better job. I was encouraged to seek out ways to help my peers, and I also wanted to praise them for the good things that they did for me.
When I eventually left the company, the notes and the reputation that I had built over time were lost. I realized that there was so much value stored in the actions that I performed every day—but that value could not be digitized or quantified for a future employer, nor could it be communicated thoroughly in a résumé.
ComplimentKarma is our solution for unlocking this crucial but hard-to-access information. By enabling anyone to send professional and social compliments, which are then posted to the recipient’s profile, ComplimentKarma supplies a detailed picture of your reputation, with verifiable proof of experience. The practical benefits for a job search are clear, but we also are proud to simply promote a positive culture, whether in the workplace or in the world.
Happy Complimenting!
Aman Singh
Co-founder
twitter.com/amansingh2000
linkedin.com/in/amansingh2000
ComplimentKarma Badges
ComplimentKarma user profiles and compliment examples
Professional Profile is like a resume and should only contain work-related compliments, which users exchange based on how well they perform their day-to-day job related tasks. It must not contain any casual compliments.
Social Profile should contain all the non-work related & casual compliments, even including any casual compliments between coworkers or professional contacts.
Following are some example compliments:
From sender’s Professional profile to receiver’s Professional profile (work-related compliments only)
- Aman from ComplimentKarma compliments his coworker Mike for great product
- Restaurant compliments its employees for their hard work
- Judy from Retail Company compliments Robert from Media Company for running a successful media campaign, for her company
From sender’s Professional profile to receiver’s Social profile
- Aman from ComplimentKarma compliments his site’s top user Jessica
- Jason from Real Estate Company compliments his customer Linda for using his services
- A Popular Restaurant compliments its regular customer Rob for continued patronage
From sender’s Social profile to receiver’s Professional profile
- Vicky compliments Aman from ComplimentKarma for acting quickly on her feedback
- Randy compliments Company Groupon for providing awesome deals
- Ruby compliments Scott from Hair Salon for giving her that beautiful haircut
From sender’s Social profile to receiver’s Social profile (non-work related compliments only)
- Brian compliments his coworker Alexandra on her basketball skills
- Maria compliments her fiancé Chris for planning that awesome birthday party for her
- Jimmy compliments his friend John for help with moving
