When HR executives ask me how they can get “buy in” from their C-Suite brethren for new initiatives related to employee engagement I tell them to speak one truth to power “profitability”. I have not met a senior executive yet whose head did not turn when promised greater profitability, and that is exactly what HR professionals should be promising they can deliver with properly-built employee engagement programs. There is a positive correlation between employee engagement levels and corporate profits and they can prove it.
The idea – and the complaint – that safety and health departments operate out of organizational “silos” has been around for decades. You can trace it back to the creation of OSHA in 1971. Safety and health then became a compliance policing function in many companies. And many employers were angered at OSHA’s sudden intrusion into their operations. As a result, management put safety and health departments and personnel in a silo separated from mainstream business activity. For some employers angered at OSHA, the further distance between safety and the rest of the operations, the better. And so, in a number of business-case scenarios, began safety’s segregation – a cause of frustration, resentment and insecurity for many safety and health professionals that persists to this day.
I am rapidly approaching my 10-year anniversary with my company. It’s a family-owned business so already has a friendly built-in quality about it that makes it feel familiar before you even get to know anyone. I have made lifelong friends over the years – some have left and keep in touch and some are still here alongside me.
Topics: Blog, customer loyalty, Employee Appreciation, employee engagement, Employee Motivation, Employee Wellness, Engagement, Loyalty, Motivating Employees, recognition, Rewards Program, Wellness Programs
In a previous blog I talked about the importance of measuring results and I still believe that is a key component for inclusion in the creation of a program strategy. Equally as important is the need for a communications plan.
One of the most likely contributors to a failing program is the lack of a communications strategy. We have seen it happen many times – a company launches a program and then “hopes” it essentially runs itself. Many companies believe in the power of incentives, recognition and rewards but often don’t realize the effort that it takes to create, launch, sustain, and enhance a successful program over time. If a program is not communicated on a regular basis in various ways….well then it is essentially out of sight - out of mind (and the likely demise of the program). Consider the program to be the flower and the communication the water – without it, it dies on the vine.
It is not only important to create a communications strategy for the launch but also one that evolves and is administered frequently throughout the life of the program. Communications must be multi-dimensional and targeted. Similar to the need for benchmarking prior to a program launch in order to properly measure results, surveying your audience(s) about how, where, when they obtain information is critical.
For more on this topic click here to read “Great Program Communications Inspire Employees, Drive Results,” a recent white paper published by the Performance Improvement Council, of which All Star Incentive Marketing is a member.
Topics: Blog, employee engagement, Employee Motivation, Engagement, Incentive Marketing, Incentive Program, Incentive Programs, Incentive's, Incentives for Employees, Motivating Employees, recognition, Rewards, Rewards Program, Safety Incentives, Safety Program, Wellness Programs
Viewed through my eyes, virtually everything relates in some way, shape, or form to employee engagement (EE). For me, this is further evidence that engagement should not be just an ancillary issue that safety folk consider only occasionally, when they are not focused on other, more normal, safety issues like PPE and training. In many ways EE has become the most important issue to contend with, and its power is only growing.
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The Grand Motivation Masters Awards featured All Star Incentive Marketing among the recipients in the Engagement and Recognition category. Medical waste disposal firm Stericycle worked with All Star Incentive Marketing to create 1st Safety, a safety improvement program. As a result, Stericycle has seen an 80% reduction in insurance claims. The company has saved $800K in the first 18 months of the program.