Employee Recognition & Engagement Resources

Last year, we were invited to speak about the importance of employee engagement on Worldwide Business with kathy ireland®. During our time on the show, we discussed changing the way organizations look at employee engagement, as well as bringing solutions to the problems of employee disengagement. 

We've spoken a great deal about how to engage employees within your organization. That's why this blog will focus on the other end of the spectrum -- identifying employee disengagement. When you hear the term "disengaged employee," it's easy to think of employees browsing Facebook or placing personal Amazon orders. However, disengaged employees are not always that easy to spot. Most of the time, they have not always been disengaged, but through a series of events, they find themselves caught in a cycle of negative thoughts or with an apathetic outlook on their responsibilities. Employees that were once proactive thinkers can become purely reactive and stop contributing in meetings. 

Do you ever find yourself asking how you can help increase employee engagement and create a safe environment? One of the most effective means of accomplishing this is through a points-based safety incentive program designed with measurable rules to engage your employees and reward them with points they can redeem for desirable merchandise. When coupled with a comprehensive Safegagement strategy, this program helps create a culture of recognition and boosts morale in the workplace.

This type of employee recognition program has proven time and again how effective it can be to ensure proper actions among employees. David Michaels, Assistant Secretary of Labor for OSHA said, “A positive incentive program encourages or rewards workers for reporting injuries, illnesses, near-misses, or hazards; and/or recognizes, rewards, and thereby encourages worker involvement in the safety and health management system. Such an incentive program can be a good thing and an acceptable part of a (VPP) quality safety and health system.”

Luckily, this can all be avoided by taking proper safety precautions and making sure that your team is fully engaged at all times. One of the best ways to achieve this is by implementing a comprehensive Safegagement strategy.

It’s no secret that providing exceptional client service is a core piece of organizational success for any company, but is it enough to retain clients and assist in generating new business? Do you find yourself wondering how your organization can stand out above the rest and be successful for years to come? That’s where creating a concrete client experience strategy, fueled by employee engagement, comes in handy.

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.