October 24, 2010  by Mark Allen
The reason HR departments remain frustrated around change management, is largely because the traditional role of HR has been so tactical.  In other words, upper management says “You just keep hiring, training, and keep us out of legal trouble, and we’ll all be happy.”

The cornerstone of top successful companies today, is the ability for top leader(s) to connect the company vision with employees on an organic level.  We all agree employees are truly the company’s most valuable asset, which just adds to the problem of viewing HR as a tactical, “you can’t do that because of this law/regulation/policy” role.  It is time for HR to evolve to more of a strategic role within the company.  A roll that can assure maximum productivity, customer service, safety, loyalty, etc.

Because of today’s growing communication technologies, (exciting times!), HR should be a part of all company strategy meetings.  They are closest to the trenches and indeed now have new tools to keep employees trained, engaged, and “fired-up” on exceeding company plan…. especially during times of change.

The answer? For HR to stay included in the C-suite  conversation is to keep bring solutions to sustaining company profitability.   Keep pushing HR execs!  The industry is changing.

The Marlin Company, provides tools for workplace communications to top executives and management in the following industries:  Manufacturing – Healthcare – Distribution -Transportation – Hospitality – Warehousing – Sanitation -Retail – Utilities

Join Mark Allen on LinkedIn to share smart and profitable ways to engage employees:  View Profile

October 19, 2011  By Mark Allen
Like all employee benefits, wellness programs get under-appreciated and under-used if they’re not properly communicated. Though it may have started with good intentions, it can mean thousands of company dollars going down the drain if you do not offer quality, ongoing communication.

Currently, 60 percent of employers offer a wellness program, and another 8 percent of companies plan to offer one within the next 12 months.(1)   The growing popularity of wellness programs bodes well for the health of our country’s workforce — but only if employees take advantage of them.

In talking with hundreds of executive managers, we hear employers today are more interested than ever in offering wellness programs to their employees.  They are looking for ways to help offset the rising cost of providing health care coverage to employees, and they want to attract and retain a quality workforce as well. But merely offering a wellness program won’t necessarily get employees engaged — you have to communicate well and often.

Employers can partner with a benefits carrier that offers face-to-face communication as part of its enrollment services to help spread the word about their wellness benefits.  A sit-down, face-to-face session with a benefits counselor can help employees develop an better awareness and appreciation of a company wellness program.  Tools such as benefits statements and salary illustrations can help employees understand the value of the services provided, and the best way to keep this in front of employees is through the use of workplace digital signage.

Employers feel workers don’t understand their benefits in general. 

The perception among employers is that their workforce knows very little about their benefits.  In fact, less than 19 percent of employers think their employees have a very good understanding of their benefits. And nearly 5 percent think their employees know nothing at all about their benefits.(2)

A Harvard Business Review survey sponsored by Unum points out the need for improved benefits communication.  In a 2010 survey of HR leaders, 43 percent say their employees are satisfied with their benefits, but considerably fewer (30 percent) say the same about their benefits communication.(3)  In fact, 23 percent of them say their employees view their benefits communication as weak.

The Marlin Company, provides tools for workplace communications to top executives and management in the following industries:  Manufacturing – Healthcare – Distribution -Transportation – Hospitality – Warehousing – Sanitation -Retail – Utilities

Join Mark Allen on LinkedIn to share smart and profitable ways to engage employees:  View Profile

(1) 2011 Employee Benefits, Examining Employee Benefits Amidst Uncertainty, Society for Human Resource Management, Feb 2011.
(2) Colonial Life, SHRM National Conference Survey, July 2009.
(3) Unum/Harvard Business Review Analytic Services, June 2010.

Oct 1, 2011  by Mark Allen

WHAT IS WORKPLACE DIGITAL SIGNAGE? Workplace digital signage uses wall mounted video displays in highly visible areas to communicate to employees. Fresh, compelling content reflecting the most current mission and vision from upper management arrives via digital internet to display at one or multiple locations simultaneously.

HOW IT WORKS? Digital messaging makes the corporate vision visual and imbeds company missions deep into minds of employees in a way that is easy to sustain.  At every level of the company, employees stay focused on important messages and initiatives resulting in lasting change in behavior. Common points of focus are safety, quality, productivity, recognition, teamwork, and attitude.

WHY IT WORKS?  Delivering communication in a short space of time to all staff prevents some being “in the know” and some not.  It leads to a more efficiently run operation, fewer injuries, increased productivity and morale, and to avoid costly mistakes. And, the BEST way to engage employees and retain top talent is through a culture of recognition. Results from every department include better customer relations, more on-the-job satisfaction, and greater profit for investors.

In this age of too many meetings, narrow profit margins, and increased distractions, where do executives find time and emotional energy to properly address these topics to an entire workforce?  The question for every manager should be:  How much does it cost NOT to be addressing daily?

The Marlin Company, provides tools for workplace communications to top executives and management in the following industries:  Manufacturing – Healthcare – Distribution -Transportation – Hospitality – Warehousing – Sanitation -Retail – Utilities

Join Mark Allen on LinkedIn to share smart and profitable ways to engage employees:  View Profile

Sept 18, 2011 by Mark Allen

You have many options for workplace digital signage, ranging from single computer connected to a single screen, to multiple screens through out the facility connected by network cable or wireless.  But before you get started, we recommend that you create a checklist and answer the following questions.

Content Management
1.  What is the main outcome you want to achieve?  How will you rate your return on investment?  (ie,improved sales, safety, morale, productivity, training, etc)
2.  How many departments will be allowed to help create content?  Will this job go to one person?  Or is it a priority to involve input from Operations, Marketing, Safety, Human Resources simultaneously?
3.  If you pick one department to manage the system, how will you be sure they secure participation from other departments to help communicate with your work force?
4.  If you pick multiple departments to be responsible for input, how will you keep everyone trained and involved over time, as managers hire in and out of their positions?
5.  If you use content from an outside content provider, how can you be sure it will be appropriate for your industry?  How will you control the quantity and quality of programming?

Hardware
1.  Where will you locate your new system(s)?
2.  How will signal be delivered between you, media player and displays?  IP, LAN, Coax, VGA, Cellular Digital?
3.  If you choose a central player, then “push” signal through boosters and extenders to multiple displays, can you afford blank screen on all the units at once, if entire system goes down temporarily?  If not, consider the  use of one media player per screen as the most dependable method of signal distribution.
4.  If you will have multiple displays, who will be committed to learning the technologies for installation?  Maintaining integrity of the zones you set up?  Set up RSS feeds? Content Scheduling? Live video? Media players? Ongoing maintenance?
5. If you have the system built in-house, how confident can you be that the same individuals will be around later for technical issues? … to maintain or perform repairs in 6 months, 36 months or longer?

Wherever you go and whoever you talk to about digital signage, you hear the mantra, “content is king. ”  Remember, that the success of your digital signage system will depend on how you manage the resources that go into your content.

Mark Allen is a workplace communications expert representing The Marlin Company.  He writes here to provide tips, advice and solutions to make manager’s job easier engaging employees.  To discuss digital signage, he may be reached at 925 676-8700.

By Bob Ebers – July 19, 2011

During these changing economic times it’s critical to look beyond employee engagement to other factors that leverage success. To help your organization win at the next level you must understand the drivers of both high performance and workplace engagement.

This Thursday, July 21 there will be three FREE One-hour employee engagement webinars, about the practices and behaviors that connect and energize managers with employees through key success metrics. By understanding these “big picture” predictors of success you will be able to craft better HR strategy, make better resourcing decisions and avoid wasting company money.

More information and sign-up: www.workplacestars.com/hpo_we_072111.pdf

The following will be covered:

• The Need: Why transforming workplace motivation into productivity is a top priority in today’s environment?
• The Science: What four drivers motivate high performance at work? What three factors are critical to high performance and workplace engagement?
• The Action: What actions can you take when resources are limited?

Hope you will attend.

With regards,
Bob Ebers

July 15, 2011 by Mark Allen

1 Taxed as income.
2 Taxed again at point of sale.
3 Low contrast from one reward to next.
4 Low anticipation.
5 Low excitement factor creating awards.
6 No sharing/family involvement.
7 Little trophy value.
8 No social reinforcement.

9 No stories accumulating over time.
10 Lost opportunity to tailor to individuality
11 No creativity means lower perceived value.
12 Each employee gets the same thing. Boring.
13 Perceived as compensation.
14 Becomes entitlement over time.
15 Studies show non-cash is more motivating.
16 Cash benefits are quickly forgotten.
17 Cash has little trophy/brag value.
18 Cash is impersonal.
19 Gets spent on things like bills, gasoline, toilet paper.
20 Takes up space in your wallet.
21 Cash has germs.  Well it does.
22 Can be easily lost or stolen.
23 Money-changing tempts manager abuse.
24 Non-Cash is $400/yr non-taxable.
25 Non-cash alternatives foster sense of community.

Agree?  Disagree?  Comments below.

Hey – it’s Ona from Workplace Rewards!

Business improves when employees and staff are recognized, rewarded and engaged through programs that are effectively defined and structured with goals and proven returns. That’s what we do at Workplace Rewards and why we want to be a part of your team.

Contact us for ways we can help. Enjoy and Prosper!

June is National Safety Month

Goal: Everyone in the workplace has a responsibility to keep the environment safe. Digital Safety Counter makes it easy to keep everyone focused on ‘Days Worked Since Accidents’. Join us for June 16 webinar to discuss with others who are using this program, and how you can get yours….FREE! Register here.

Idea: Encourage your staff to submit ideas for improving safety and reward them with Brownie Points that can be redeemed for cool gifts they choose for themselves. Here’s more on this idea!

June is Professional Wellness Month

Does your company encourage positive employee health behavior with special incentives and recognition? 2010 Findings – Employers and Employees agree: Employers have a responsibility to encourage preventative, healthy behaviors in the workplace.

Idea: Sign up for the National Employee Wellness Month Challenge where participants and their companies will go head-to-head for a little healthy competition and help demonstrate the important relationship between increased physical activity and good health.

June is Effective Communications Month

Effective communication is not just how you relate to others or what they hear; it’s what you say. Do you say too much? Here’s a short, funny and effective video on poor communication. Now, some ideas on GOOD communication

Idea: Help your staff and co-workers to relate better with one another by engaging in some on-the-job-role playing. Take turns assuming roles of management and other demanding positions. This will provide insight into expectations and an appreciation for good communication.

June’s Big Idea:

Workplace Rewards Monthly Idea Bulletin promotes nationwide events and causes to celebrate each month. This month, we’re celebrating Dad’s everywhere!! During June 13-19 (National Men’s Health Week) recognize the men in your life and encourage them on healthy habits. Using your own photos and words, surprise them with personalized gear!

Know More
Fun To Know : June 11-13 Take A Kid Fishing Weekend

You Should Know : June 19 – Father’s Day

In Your Community : June 5 – World Enviroment Day

Quick Links

Games & Things
Recognize & Reward
Productive You!
More About Us

If you find this Idea Bulletin valuable, please forward to friends. Your opinion matters so please, let us know what you’d like to see. Our mission is to help you make work a better place and if we’re not doing this right, tell us. We’ll get better for you and that’s our promise!
Love you madly,

Ona

By Mark Allen - June 30, 2011
Motivated employees work more efficiently and produce better results. Using monetary and other rewards to improve motivation is a simple idea, but doing it fairly and effectively can be challenging.  How to create a compensation program that motivates employees, results in a more productive staff and is administered fairly? The secret, according to Microsoft’s Small Business resource center, lies in these four steps to motivated employees.

1. Establish an action plan. While the goals that you want to achieve may vary from one project or staffer to another, the process that you follow can be duplicated each time. Andrew Birol, president of Birol Growth Consulting in Cleveland, breaks the process down into five steps: These are the most important details of any compensation plan. You must always reward top performance and must be as clear as possible to your staff on just what you consider top performance. You also must have a plan and culture that motivates less-than-top performers to strive to do better. Communication is the key ingredient for the entire program. Harvey Wigder, principal of Fulcrum Resource Group in Newton, Mass., points out that much of the program’s success will hinge on people getting clear and consistent messages and understanding the objectives. “Obviously, everybody likes it if the company is successful and there are plenty of profits that they can give out,” Wigder says. “[But] at least if people are communicated to and if they understand the ground rules, they know that if things don’t work they’re not going to get incentives.”

2. Be creative in determining rewards. Before you launch the plan, decide the reward. If you’ve relied on bonuses or profit sharing in the past — and they work — then, by all means, continue to use them. However, Moynihan suggests keeping a notebook on your employees to distribute these cash rewards fairly. Here you can keep notes on their performance, both good and bad, throughout the year. That way, you can reward people for longer-term performance rather than skipping them because of a mistake they made last week. If cash flow is a problem — as it is with many small businesses — look to other ways to offer rewards. In fact, some human resource experts believe that non-cash rewards can have a greater impact for the employees. “All of the great behaviorists have said that you have to go out of your way to recognize and just give praise. That doesn’t cost you anything to give praise. But if you do go out of your way to give a non-cash reward along with that praise — that’s just gold,” says Brent Longnecker, president of Longnecker & Associates in Houston.

3. Give employee rewards your personal touch. Part of the recognition factor in rewarding employees is your involvement. If you want to send your employees out for lunch, then make the arrangements yourself. “One of the coolest things that I’ve seen done is where owners or executives of a company actually take on a job that they would normally have their subordinates doing,” Birol says. “If you’re having a luncheon, have the executives cook the food. Show by activity that you really are all on the same team.” It’s also important when dealing with non-cash rewards that you tailor them to the individual as much as possible. Put another way: Offering a movie buff an afternoon at the golf course might not have the impact you were hoping for. “If you customize something to people’s preferences, you’ll usually get eight to 14 times the value of what you paid,” Longnecker says. He also points out that if the reward comes from you, their boss, it will mean that much more to your employees, even more than if you had handed them a bonus in their paychecks.

4. Group rewards may be appropriate, but don’t undermine individual initiative. One final issue is decidingthe scope of your compensation plan. In a bid to be fair, and to keep the program simple, it may seem logical to offer group rewards and to leave individual rewards for things such as base pay. However, that can emphasize group achievement at the expense of individual initiative. With that in mind, Birol says that a plan should ideally operate on two levels, covering both individuals as well as the group as a whole. “You make one-third based on the individual’s tangible performance, and the remaining two-thirds based on the group accomplishing and achieving whatever it was charged with doing,” Birol says. “From there, you have everyone rank their peers.”

Want to learn more about the latest in employee engagement through improved workplace communications?  Then
be sure to check out www.themarlincompany.com.

Mark Allen is a Workplace Rewards contributor.  As a Regional Manager for The Marlin Company, a
workplace communication provider, he has 12+ years experience in workplace motivation, marketing
and communications, and has a passion for new tech ideas that make work a better place.

Motivate your employees to engage in fitness on the go whether they are traveling for work or just getting in a quick work out during their lunch break…

Idea:  Personalize using your company logo.

These fitness journals are a great gift idea for an internal fitness training…

Don’t forget the walkers and the wobblers in your company…

Sufficient water intake is an important part of health and well being.  Give away an inexpensive bike bottle to promote your company or upgrade to a bottle with a filter inside or this Hydracoach Sports Bottle that measures daily water intake.

As Ona Lage mentioned in her post, sleep is key to health and well being.  If you have employees that travel for work, this Sleep Kit will help improve their zzzzs on the road…

Shannon Pedder of Oakland, Ca has been in the industry for over 14 years and can help you promote help and wellness in your company with just the right gift or reward.

The Workplace Giving Campaign is a unique workplace giving program designed to empower your employees by offering them a choice in the nonprofits they can support. Employees want to be able to choose what charities they will support and are more satisfied with a workplace campaign that gives them this option. Such campaigns achieve greater participation, satisfaction and overall contributions. Giving also allows your company to brand the campaign as your own.


By offering a choice of nonprofits, the American Heart Association’s Workplace Giving Campaign helps you empower your employees, increasing their satisfaction and boosting your campaign’s success.

The American Heart Association is here to help your campaign succeed!