Smart companies have known for quite some time now that innovation is not only an R&D function. They understand that innovation in the truest sense of the word doesn’t need to be that sweeping to have value. They believe that any idea that will elevate corporate performance is worth encouraging.
Encouraging new ways of looking at old issues also leads to a more involved and connected employee base and makes work more enjoyable.
According to Debra Kaye author of Red Thread Thinking Weaving Together Connections for Brilliant Ideas and Profitable Innovation, more than 1500 CEOs from 60 countries and 33 industries have all said that “innovative thinking” more than anything else their company does or supports is the key to keeping their businesses ahead of the existing competitors and emerging rivals. On the flip side of the equation, CBS Market Watch says encouraging creativity across the ranks is one of the ways companies can actually make work more fun.
Employees who are encouraged to share their ideas like their jobs better and they flourish in workplaces that openly reward and recognize them for trying new approaches. Studies say that these workers are 250% more likely to develop new ideas on a regular basis.
Rewards can also play a role in mitigating the fear of failure. Employees at businesses who overtly acknowledge and celebrate new ideas are not at all concerned about an idea not working out as planned. They know that the only bad idea is the one not shared.
If you want to capture better ways to doing business—while also making the workplace fun again—start by making your employee environment more rewarding.
Presented by: Mike Ryan, Senior Vice President, Marketing & Strategy
Wednesday, June 5, 2013
3:00-4:00 PM EDT
Even though unemployment remains stubbornly high, businesses have struggled to attract and retain employees with the right skills sets and leadership potential they need to grow the enterprise over time. In fact, a narrowing of the leadership pipeline (defined as a global shortage of workers who possess both the abilities and attitudes of a potential leader) is putting a squeeze on the long-term goals of most businesses.
Why is this happening? And, more importantly, what can HR do right now to ensure that their companies come out ahead in the race to secure long-term leadership from their existing employee ranks. Where will the leaders of tomorrow going to come from? And what role can your employee recognition programs play right now to help identify and encourage top talent?
This webinar will make the case for the “Total Recognition” solution—a more balanced and complete implementation philosophy that from day one will afford a comprehensive answer to enterprise recognition.
This webinar will examine:
- The impact employee demographics and work styles play in shaping the leadership divide.
- The transition employees take from workers to managers to leaders .
- The role of employee and organizational alignment plays in shaping vision adoption.
- How existing leaders influence potential ones.
- How the right employee engagement systems help HR nurture the leadership pipeline
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Are companies using every tool at their disposal to retain their best employees? It’s a question that’s on the mind of CEOs everywhere. Why now? While “net new job creation” has been stubbornly soft, the actual number of monthly “hiring events” has been up significantly. That means that companies on growth trajectories are going out and poaching top talent from competitors.
In the coming months it will be increasingly difficult to hold on to good people. Faced with the possibility of losing them, business leaders are raising wages. According to CareerBuilder’s 2013 hiring forecast, 72% percent of employers plan to increase compensation for their existing employees in the upcoming year. The need to retain talent is the main driver.
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Why Employee Recognition Still Matters
By Mike Ryan, SVP Marketing & Strategy at Madison
March, 2013
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