If employee engagement and retention are your biggest concerns, you're not alone

According to a survey from the Society for Human Resource Management (SHRM), employee engagement will be the biggest HR challenge employers face in the next three to five years.

The concern ranked "very important," topping the list for 69 percent of HR professionals. Close on its heels was employee retention (63 percent), followed by employee recruitment (53 percent) and culture management (51 percent).

Luckily, 80 percent of the HR professionals who participated in the survey also shared that their companies have an employee recognition program. This is good news because recognition can be a big factor in whether or not employees are "plugged in" and, as a result, loyal. It's all related: Recognition feeds engagement, and engagement feeds retention.

Looking for ways to motivate your employees? Here are 10 simple ideas to ramp up your recognition efforts:

1. Leave a handwritten thank you card at their desk.

2. Appeal to their sweet tooth. Chocolate, candy and cookies always do the trick.

3. Buy them a small gift certificate to their favorite coffee shop.

4. Invite them to join you for lunch.

5. Sit down with them and have a sincere, non-work related conversation.

6. Recognize a star employee’s recent efforts at a company meeting, and give the employee a personalized certificate to mark the moment.

7. Find small gifts for hard-working employees to keep at their desk. Anything from fun-shaped sticky notes to a smart-looking pen will work.

8. Create an event. Have a crazy hat day or favorite sports team day; give an award for the best dressed.

9. Bring breakfast to the office.

10. Call employees into your office to tell them what a great job they’ve been doing lately.

Remember what Zig Ziglar once said, “People often say that motivation doesn't last. Well, neither does bathing - that's why we recommend it daily.”

It’s up to you to motivate your employees on a daily basis. Even something as small as a thank you note can go a long way.

If employee engagement and retention are your biggest concerns, you're not alone

Through thick and thin, it's the people who matter most

We talk a lot about employee morale on this blog. We stand behind the notion that happy, engaged employees are more positive, more productive and your most important resource. So when Robert Half Management Resources posed the question, “Which one of the following is the greatest lesson you have learned from the recession?”, we were pleased that the #1 response was, “Place greater focus on maintaining employee morale.” Ding, ding, ding – employee morale gets top billing!

Participating in the survey were 1,400 chief financial officers from a random sample of U.S. companies with 20 or more employees. The other top responses from the CFOs:

• Take decisive measures more quickly to avoid multiple rounds of cost-cutting — 22%
• Make sure we have enough staff to maintain productivity — 22%
• Implement more detailed succession plans — 15%

But back to employee morale. How encouraging that people in high places recognize the importance of employee morale – no matter how rough the waters. And let’s hope they’re not "all talk and no action" when it comes to this belief. We’ve said it before and we’ll say it again: Once the recession lifts, employees will remember how they were treated. Will your best employees stick around as the economy improves, or will they dust off their resumes and hit the job boards?

Happy employees are good business. “Without a motivated workforce and adequate staffing levels, companies can be ill-equipped to take advantage of improving market trends,” said Paul McDonald, executive director of Robert Half Management Resources. “They may also risk losing top employees as the job market strengthens.”

What about your business? Did you make employee morale a priority during the tough times of the recent recession? Are you confident that you treated your employees right … and will be rewarded with their continued loyalty?

Through thick and thin, it's the people who matter most

Small businesses report steady or improved morale, despite recession

A new workplace survey suggests that efforts by small businesses to maintain employee morale throughout the recession are paying off.

More small businesses believe that employees’ work environment has more impact on job satisfaction than financial factors like benefits or compensation, according to the TriNet quarterly HR Trends Survey.

More than 75% of the 250 small businesses surveyed said employee morale has held steady or improved during the second quarter. Another 41% believed that employee morale in their companies has remained unchanged from a year ago. More than one-third (34%) felt that employee morale in their organizations improved during the past year.

Survey respondents cited company culture and reputation as the top contributor (36%) to employee morale, followed by flexibility and work/life balance (23%) and job security (22%). The bottom of the list included advancement opportunities (4%), benefits (5%), or compensation (9%).

Well over half of employees (60%) said their employer successfully built and maintained a positive employment brand through good communication and quality management practices.

“These results prove that employees are happier and more likely to stay with their companies due to the quality of their management,” said Burton M. Goldfield, president and CEO of TriNet. “Companies that develop the skills of their leaders boost employee morale, which then positively contributes to the company’s overall employment brand.”

How do you think the recession has impacted employee morale at your company? Over the past year, has it improved, remained steady or declined? Please leave a comment and let us know how your organization is handling it.

Small businesses report steady or improved morale, despite recession

What workers want most this summer: Time

Flexible schedules and leaving work early on Fridays are the the benefits employees want most this summer, a new survey by OfficeTeam suggests.

More than 450 office workers were asked, “Which of the following summer benefits would you most like to have?” They answered:

• Flexible schedules 38%


• Leave early on Fridays 32%


• Activities (e.g. company picnic, potluck) 6%


• More relaxed dress code 5%

“Employees appreciate flexibility in their jobs because it gives them greater control and enables them to handle other commitments without sacrificing their work performance,” said Robert Hosking, executive director of OfficeTeam.

Flexible scheduling can be an inexpensive way to motivate employees during the summer months, adds Hosking. For businesses worried that customer service will suffer, he suggests staggering workers’ schedules to maximize the total number of hours employees are able to assist customers.

“Companies should pilot flexible schedule programs before rolling them out permanently,” Hosking recommended. “This gives businesses time to evaluate the impact on workflow and productivity.”

If flex time isn’t an option, allowing employees to occasionally leave early on Fridays can boost morale. Many workers plan activities and weekend trips during the summer months and would appreciate the extra time to get started, says Hosking.

What workers want most this summer: Time

How employees aim to impress during tough times

As eight out of ten companies continue to cut labor costs by such means as reducing salaries, worker hours and job perks, many employees are taking extra steps to ensure their jobs aren’t part of those cuts.

A recent Randstad survey revealed exactly how employees aim to impress their bosses and improve their job security during times of economic unrest. While some employees are willing to put in the extra work to make a good impression, most won’t take it much farther than working some overtime.



Some key findings of the survey include:

• Only 47 percent are willing to work overtime to impress their boss in order to create more job security for themselves


• Only 37 percent reported a willingness to come in early or stay late to impress their bosses


• Less than half of employees (43 percent) think their boss is open to new ideas


• A mere 19 percent view their boss as their biggest advocate


• Despite all that these employees are willing to do to impress their boss, taking a pay cut is not one of them (4 percent)


• More women are willing to take on more work and responsibilities than men (11 percentage points more), 63 and 52 percent respectively

Mass layoffs and downsizing can have a severe impact on the morale of employees in surviving positions. The stress of watching their coworkers leave and working in an office with a growing number of empty cubicles may have some workers wondering if they’ll be the next to go.

Even companies that are economizing by eliminating low-cost perks like coffee cups and plastic utensils can be seriously damaging employee morale. While finding ways to save money, companies may be unintentionally pushing employees out the door.

“Employees’ professional development and morale should always be a priority for employers, and especially in an economic slowdown when employees may feel additional burdens,” said Eric Buntin, managing director, marketing and operations for Randstad USA.

“A healthy employee-employer relationship greatly contributes to an overall positive workplace attitude. Employers who connect with their employees create an environment where workers are more engaged in their jobs. Ultimately, this increases retention and productivity, both of which tie directly to a company’s financial success.”

As an employee, have you been doing anything differently to impress your boss since the recession began? As an employer, do you notice your employees putting in any extra effort to create better job security for themselves?

Please leave a comment and tell us all about it.

How employees aim to impress during tough times

Lonely cubicle graveyards killing employee morale

Since the recession began, companies have been forced to make difficult decisions, including mass layoffs and downsizing. Among a list of other negative repercussions, those difficult business decisions are transforming once bustling gray mazes full of busy employees into barren “cubicle graveyards.”

Workers may now have more room to stretch out, but the ever-growing emptiness is having a harmful effect on remaining employees’ morale.

During the past year, the average square foot per office occupant has risen to 435 square feet, up from 415 square feet in 2008, according to International Facility Management Association (IFMA) in a recent MSNBC article.

Compared to last year, there are fewer people working in a greater amount of space. A spokesperson for the IFMA attributes the growing amount of empty space to the economic downturn and mass layoffs our country is experiencing.

While the sight of empty cubicles can be depressing to remaining employees, many organizations aren’t doing much to improve the situation.

"To some extent, companies are waiting until things stabilize so they can look at their options," says Ilene Gochman, an organization effectiveness expert with consulting firm Watson Wyatt. "People are not sure they have the right size organization yet. They don’t want to move people and then have to move them again."

Unfortunately, it’s not that easy on those left behind.

"Emotionally, workers look around the empty office, and it brings the depth of the economic crisis home for them in a personal way," says Leslie Seppinni, a clinical psychologist. "They wonder: 'Am I next?' and a tremendous amount of anxiety and depression builds as they try to figure out what steps to take next." (MSNBC)

Other workplace experts featured in the article offered some tips for offices dealing with cubicle graveyards:

• If you’re an employee upset over the empty office landscape, speak up. Some managers may be unaware of how the empty cubes are affecting morale and usually all it takes is a simple conversation to bring it to their attention.


• Rearrange the office and test different layouts. Take a look at how employees are using the space they already have and ask, “Do they need more conference rooms or more collaboration space, such as informal meeting areas?”


• Let in natural light. A simple way to immediately improve the mood around the office is to allow more natural light flow through windows. Disassemble cubicles and give more employees a window view. Set up Wi-Fi in the office so workers can become more mobile and collaborate easier.

Lonely cubicle graveyards killing employee morale

Test employee engagement with a new sensitivity survey

Employee engagement is a main factor in determining the long-term success of a business. Studies show that engaged employees perform as much as 20 to 28 percentage points higher than disengaged employees, making them one of your business’ best assets during tough times.

"When employees witness corporate downsizing and start to fear for their own jobs they often lose their motivation, which in turn affects their job performance, thereby causing them to become less productive and less of an asset to the company," said Greg Harris, president of Quantum Workplace, a market research company that surveys employee engagement, loyalty and retention.

So, what's the easiest way to find out if employees in your organization are engaged in their work? Ask them.

Start a conversation with employees to find out how they are handling the recession and how it may be affecting their work. To get a better sense of how engaged employees are across the entire company, you can take it one step further and ask them to complete a survey.

We recently came across a great format to follow when testing employee engagement levels in the 10-question Economic Sensitivity Survey developed by Quantum Workplace, a market research company that surveys employee engagement, loyalty and retention.

The survey measures employee engagement by an employee's "ability and willingness of individuals to exert effort for the benefit of the company, their tendency to speak highly of the organization and their intent to stay."

Quantum suggests you can determine how engaged your employees are by asking them to rate these 10 statements:

1. Management is providing good leadership and guidance during difficult economic conditions.
2. My job is mentally stimulating.
3. I understand how my work contributes to the company's performance.
4. There are future opportunities for growth at my company.
5. My company affords me the opportunity to develop my skills.
6. I receive recognition and reward for my contributions.
7. There is open and honest communication between employees and managers.
8. I see professional growth and career development opportunities for myself in this organization.
9. I know how I fit into the organization's future plans.
10. Considering the value I bring to the organization, I feel I am paid fairly.

Employee engagement should be at the top of your list of key business objectives, especially if your organization has experienced layoffs since the economic downturn began. An engaged workforce is a productive workforce, something every business needs during tough times.

"Now, more than ever, employers should be helping employees know how they're part of the future of the company. You need to quell any negative or fatalistic attitudes that might be present and educate the staff that this isn't something that's going to last forever, and that we need to be prepared for better times once the economy turns around," emphasizes Harris.

If you're looking for ways to let your staff know you appreciate their hard work, you can find a variety of new employee recognition ideas from G.Neil. Even playful gifts like a silly-looking stress ball can show an employee that you notice and are grateful for the extra effort they've been putting in recently.

Test employee engagement with a new sensitivity survey

Improve teams, invest in talent with corporate training in a recession

Businesses are coping with the economic downturn in a number of ways from slashing budgets to downsizing. It is more important than ever to get the best return on investment in every aspect of your business.

Industry experts like George Colony, CEO of Forrester Research, advise companies to deal with the economic recession by investing in existing talent.

At a recent dinner Colony hosted for top CIOs, discussion on politics and the economy led to a list of recession strategies companies can use to successfully ride out an economic slowdown.

In a recap of the dinner on Colony’s blog, some of the best practices for a recession include:

• Outsourcing is not a silver bullet. Use the recession to build internal skills.
• Use a slowdown to improve the team -- look to bring in great people who have been laid off elsewhere.
• Cut training and development last. That resource is critical to success in the post-recession period.

Instead of limiting the development of your team by cutting training programs, learn how to stretch your training dollar in a free webinar from Training Time - Squeezing the Most Out of Your Training Budget: Corporate Training in a Recession.

Training and development should remain a priority during tough times because:

• Trained workers perform more efficiently with less errors and delays
• Training boosts employee loyalty by encouraging career development
• Employees taking on extra work quickly learn how to get up to speed with the right training
• Training improves employee morale and confidence
• Your best asset in business is a well-trained employee

Experienced training professionals will share tips and ideas to find better, more cost-effective training opportunities including the pros and cons of in-house versus outside training, the benefits of group versus individualized training, virtual training and tapping into expert talent within your company.

Good training doesn’t have to be expensive. Join us on Wednesday, October 15, 2008, at 1 p.m. EST for the free webinar - Squeezing the Most Out of Your Training Budget: Corporate Training in a Recession. Space is limited, reserve your seat now.

Improve teams, invest in talent with corporate training in a recession

Remodeling morale at Home Depot

In the midst of a struggling economy, home improvement giant Home Depot is remodeling from the inside out, with employee morale and sense of ownership at the top of their “fix-it” list. HR chief Tim Crow has his hands full renovating training programs, expanding cash bonuses and increasing employee/customer face time.

In a recent Q & A with Workforce Management, Crow talked about the difficulties Home Depot has had to face while the country suffers through the “weakest housing market in more than 25 years.” This year company profits fell over 60%, forcing the company to halt expansion plans and close stores, impacting the lives of 1,300 employees.

While the company and country struggle financially, Crow has kept his focus on creating a sense of ownership among employees, improving employee product knowledge and strategically using rewards and recognition programs to revitalize morale.

Home Depot’s morale building strategies include:

Success Sharing. If stores make their sales goals, everyone gets a cash bonus. In 2007, Success Sharing bonuses totaled $63 million.

Homer Badges. Badges, named after the company mascot, to recognize store associates for living the company’s values. If employees earn three badges, they get a cash bonus.

Aprons on the Floor. An company-wide initiative encouraging employees to find new ways to cut costs so Home Depot can spend more on staffing. The company cut its HR staff by more than half, with four HR managers overseeing 6 to 10 stores each.

Read the complete Workforce article on how Home Depot is keeping training and employee morale high priorities during tough economic times.

Remodeling morale at Home Depot