Employee Recognition & Engagement Resources

In the past, we’ve discussed the importance of active employee engagement as it relates to safety in the workplace. And within those discussions, we’ve placed an ongoing emphasis on maintaining proper channels of communication. So, today we’re going to dive a little deeper into this facet of engagement and highlight 10 ways you can improve your ability to create a safer working environment by receiving and disseminating the right information—in the right way.

When building an effective recognition strategy for the workplace, incentive programs can play a key role in developing higher levels of active engagement. Combined with additional tactics, such as employee referrals, milestone awards and wellness packages, these efforts have the potential to increase productivity, employee ownership and even individual self-worth. Keep in mind that if you choose to incentivize your company’s safety program, it must be done in a manner that’s conducive to your policies, efforts and regulations. If incorrectly set into motion, you run the risk of encouraging team members and managers to hide and/or not report injuries that occur.

We have big news.  Today, we are proud to announce that R. Scott Russell will be joining our team in the role of Enterprise Engagement Analyst. In his role, Scott will work with our clients to build metric driven engagement, recognition and safety programs while also working to build new programs and diversified partnerships.

“Given his wealth of experience in an array of industries, I know Scott will make an excellent addition to the company. His knowledge and wisdom are an incredible asset to us and we can’t wait to see his skills in action,” says Jeff Ross, President and CFO.

Decades of research have shown us that companies that fully engage with their employees experience 48% LESS safety incidents … and that’s not all. According to a Gallup study, those same companies also experience 41% higher quality levels, 22% higher profitability and 21% higher productivity.

We’ve spent years researching these differences and have developed a powerful concept aimed at helping every brand build upon the successes of these companies. We refer to it simply as “Safegagement^TM.”

Safegagement isn’t just about safety -- it’s about your company’s bottom line.

This is the third entry in our three-part series on how to accelerate employee engagement. If you missed parts one or two, be sure to view them here (Part 1 / Part 2) prior to reading on.

As we’ve previously discussed, achieving total engagement is not an easy task. However, selecting the right candidates to activate your workforce and embracing employee strengths are the first two steps in uncovering real results. The final action we’ll discuss today revolves around the health and happiness of your employees, which can ultimately play a rather decisive role in your team’s overall effectiveness.

This is the second entry in our three-part series on how to accelerate employee engagement. If you missed part one, be sure to view it here, prior to reading on.

So, now that we’ve opened up on how to select the right people to lead your workforce, we must now set our sights on the next important action on the road to total engagement:

As we’ve been discussing in our latest series of blogs, employee engagement is far and away one of the most crucial advantages any organization can have—regardless of the industry. But, with only 30% of the American workforce engaged in their jobs, how can we ever hope to realize our full economic potential? The truth is, it can be accomplished by following the lead of companies who are already making a difference within their own offices.

With such a strong, proven link between employee engagement and financial outcomes, if we could find a way to double the current rate of 30%, it would dramatically improve everyone’s bottom line. At least, that’s the wisdom Gallup dispensed within their recent report, “State of the American Workplace.” They were able to derive this number from their client base, which showed that their engagement level was actually higher than the national average at 47%. But an even more important sign rests with winners of the Gallup Great Workplace Award. Those organizations averaged 63%—or five times greater than the national average.

HubSpot is one of those rare companies who have actually managed to change the way businesses operate. From setting an example with their own unique culture to authoring The Culture Code, a living document that continues to shape our understanding of just how important culture can be, their influence is undeniable. Founded in 2006, they’ve since become a measuring stick for how businesses should engage their employees, which is evident in CEO, Brian Halligan’s memorable quote, “We take our best people and put them against our biggest opportunities.”