Building a Self-Worth Culture – July 2018

When I was brainstorming on how to get people/companies to have a vested interest with Hope Torch apart from charity, I was stumped.  It has been a huge challenge.  We had tried different strategies like cold calling, roadside promotions, networking, employee training, nothing seemed to result in the support in reaching out to the kids that we wanted to generate. In our group meetings, I realized the key is self-awareness because our vision of self-worth addresses a common challenge for all.  The problem is, not many understand it or acknowledge it; I felt it personally too. So to market the vision (not Hope Torch), a small idea sparked which was… Read More

Continue Reading

Uber’s Darwinian Culture

There are many reasons to why a work culture can be disappointing mostly it starts at the top management down to the bottom. Uber is an example of a corporate with a lot of room for work culture improvement.  It has been in the news for this very reason.  “Yet the focus on pushing for the best result has also fueled what current and former Uber employees describe as a Hobbesian environment at the company, in which workers are sometimes pitted against one another and where a blind eye is turned to infractions from top performers.” Major factors are leadership, nature of business, company values, policies, work ambience, recruitment and… Read More

Continue Reading

Empowering Forms of Recognition

Everyone wants to be recognized. It’s a great feeling. It’s one of those feelings that motivates us to work harder. It probably shouldn’t be our primary source of motivation, but it is definitely a great support to our motivation. It gives us that little “oomph” when things become difficult. For recognition to be empowering, we need to consider how and what it means to the receiver. There are two forms of recognition: affirmation and appreciation. Affirmation & Appreciation Affirmation is letting you know that you are on the right track, or that the work you have done was done well, or that you have achieved a skill. Today my kids… Read More

Continue Reading
Employee Training Requires Adult Learning Strategies

Employee Training Requires Adult Learning Strategies

Corporate training must be teaching. Unfortunately, that’s not always the case. Much of corporate training serves a different purpose. Social interaction, a break from the monotony of work, etc… In these cases, training is secondary to the ulterior purpose. For the HR training departments who want to corporate training to be true to its name. It should be skill development. It should be team development. It should be some form of development which leads to transformation in the way that the corporate employee accomplishes work. When we consider corporate training, we see that concepts are laid out in front of employees through a brief 1-day to 1-week course of sessions.… Read More

Continue Reading

Engaging Employees through Transparency

Employer’s do not realize that Transparency is an overlooked value, yet it leads to increased Motivation and Engagement in the company’s culture. Unfortunately, transparency has no metric.  There is no value to increase.  It is a perception of the employee community. A corporate culture can be said to have transparency if the employees can answer two questions: What is our current health and how am I contributing to it? What is our vision and how am I contributing to it? Corporate health predominantly refers to finances. An awareness of the financial health of an organization is paramount to transparency. At the same time, corporate health extends just beyond finances.  It… Read More

Continue Reading
Jet Blue Corporate Citizenshp through CSR Localization

JetBlue pioneers Corporate Citizenship through CSR localization

“They took that message to heart and moved the company’s corporate social responsibility department under the people department (human resources) to help ensure that efforts benefiting JetBlue’s three areas of focus—youth and education, community, and the environment—were aligned with crewmember engagement initiatives.” – Katherine V. Smith, Executive Director BC The initiatives they have taken through Corporate Citizenship is a good example of how CSR localization can increase employee engagement, like the Blue Horizons for Autism. “We know that our customers feel good when they see friendly and engaged crewmembers, and corporate citizenship—a commitment to sustainable operations and the development of the communities in which we live and work—is what keeps… Read More

Continue Reading
Employee Recognition Stats

Employee Recognition in the details is key to Employee Engagement

The number one reason for employees to leave their job is that they don’t feel appreciated. In fact, studies show senior managers view employee recognition programs as an investment rather than an expense. WorldAtWork – Trends in Employee Recognition 2013 Report Recognition in the details is key to Employee Engagement.  Sadly, from the WorldAtWork Report data, about 2 out of 3 employees receive no recognition for their hard work. Feedback is crucial for an employee’s growth. Recognition enhances feedback by transforming it into constructive criticism.  Feedback with recognition affirms a sense of accomplishment in the work being performed.  For this reason, it is important to be on point and accurate… Read More

Continue Reading
Three Keys to Translating CSR into Employee Engagement

Three Keys to Translating CSR into Employee Engagement

Corporate social responsibility has become a catch-phrase in the philanthropic world.  The perception of CSR departments is that the corporate is looking to dump money on whichever NGO applies first. However, many corporates have built extensive internal structures to ensure that their CSR initiatives serve a greater purpose than just satisfying the government and PR requirements. One purpose corporates embrace is that CSR can directly translate into employee engagement.  Sometimes, this is easier said than done. Three Keys that Reinvent CSR for Employee Engagement In and of itself, CSR does little for employee engagement.  While it strengthens the relationship between the corporate and the society, the employee is left out… Read More

Continue Reading
LinkedIn - Listening to Employees

Advocacy for Employee’s Choices leads to Employee Engagement.

“Hi Jeff, I’m Erika Hairston an APM Intern here, and one day I want to be a Head of Product at a large tech company that affects children”. Jeff responded, “That was a very clear and concise career goal that I have no doubt Erika is already working towards. Now, all of us in this room, including me, know about her career goal and will keep it in mind”. – Q&A with Jeff Weiner, CEO of LinkedIn. Advocacy is an intricate part of what plays or contributes to a healthy Employee relationship within the organization. Advocacy in the case of Erika was for the higher-ups to take an active interest… Read More

Continue Reading
Little Things Improve Employee Engagement

Simple Ways that Little Things can Impact Employee Engagement

It is the little things that makes a huge difference, which means addressing concerns of Employees and Not Job-related tasks. Here are some hacks to make the best of employee engagement tools and techniques: 1. Begin engagement from the bottom Some articles around the web will tell you that employee engagement begins from the top. But here is a golden rule because of which this is not the most efficient way – The farther the proximity from the top management, the most vulnerable the employees are for dis-engagement. This is why, when you think about engagement, start from ground level employees with the intention of making them feel closer to the… Read More

Continue Reading