UPDATE 9/19/2011: This site is "abandoned" - sort of. This site will remain "live" but not updated. I have a NEW site at http://wphebert.com - same great bat content - new bat channel.
When this site started in 2006 I (we) were new to the whole blogging thing. We decided at that point to go with something easy and quick to get started. We chose typepad for it's ease of use and speedy setup. It's been a great place to host this site and the blog for 5 years.
But we have grown and so have our needs. We've wanted to move to a more robust site structure for a while but were a bit worried about pulling the plug and moving... just like in real life huh? When you've got over 1,000 posts and 1,000 great comments from readers you don't want to lose any of that - and we were frankly, a bit worried.
But like anything in business, and behavior - sometimes you just need to bite the bullet and make it happen.
Since that time I've hosted this blog on another site for 2 1/2 years. Now I have moved and started a completely new site.
Called "What Is Paul Thinking?" it is more about opinion than fact. It will have podcasts and other fun stuff. It will be better.
They (researchers) found that hating your job may run in the family (let's see an incentive program handle that.)
But why not just click over to our "Compendium" and read them yourself?
The compendium is a collection of the things we've seen in and around the web that we found interesting and noteworthy in the incentive world and we think you might like it too. You don't need to do the work - we're already doing it so just piggy-back on our stuff. We don't mind. Really, we don't.
See ya soon with another compendium...
BTW - can you believe it is September already! Wow.
Compendium Sources
FYI - we are always looking for new sources of information so feel free to let me know if you have blog or a site that you think we would find interesting. If so - we'll subscribe and see if there is stuff that should be included in the next go-round.
Be warned - if your feed is set up to only push out a teaser paragraph or an excerpt it gets bounced. We won't spend the time to click out and give you link juice when you could be thinking about your readers and provide the full feed. And FYI - most people who subscribe in a reader feel the same way. Open up the feed kids - information wants to be free!
A couple weeks ago I posted a link to our "compendium" of articles from the incentive, engagement, recognition and reward world. My initial thought was to create one each week. But that was too much work - and I'm all about reducing the "too much" part of work.
So, I've just added on to the last compedium. Over time it will grow and grow... kinda like that stuff in the back of your refrigerator.
This go-round we have about a dozen new posts - listed before the ones I put in last time. This way - if you're new to the compendium - you can review the history. If you've seen it before you can just view the newest batch.
Last week I started a new thing where I scour the web (well, just my RSS feeds, google alerts and twitter stuff) and provide a summary of what I think is interesting in the incentive, reward and recognition space. I'm using the service called "scoop.it." (It's in beta - and I have 10 invites - hit me in the comments if you want one.)
I think (not real sure how to use the service yet...) it's supposed to be an ongoing list of articles - but I deleted all the stuff from last week and added new stuff for this week so if you didn't get to check out the articles I pointed to then - well... buy bye. They are gone.
I think I'll do a new list each week with a date attached so over the course of the year there will be 50 or so individual "compendiums" versus one huge one. I'll start dating them with next weeks issue.
I'll add some commentary on ones I think need it (just a short sentence or two.) Normally my comments will be normal type and something from the article will be in quotes and in italic font. Still playing so it may be reversed - but you'll get the idea.
Like before - if you think I'm missing a feed that I should be looking at let me know.
I haven't done this in while but this post is really about directing you to another post. We have a post up on Fistful of Talent today on company culture. Called "Like Water for Culture" it's about how important culture is when considering who to hire.
I know - there are many of you who hear the words company culture and you throw up in your mouth a little. I get it - you don't like to talk about the soft and squishy stuff. Culture Smulture you say... it's not about culture it's about hitting the time clock and collecting the Benjamins. Unfortunately, as rational as that seems it is totally 100% false.
Culture is the environment in which we spend about 40% of our time in order to get the Benjamins. Culture is the air we breathe while we do the rational stuff that pays the mortgage and get's us that big 65" LED flat screen with 3D technology and built in neck massager and popcorn maker.
While we can't always put our finger on culture it permeates our work life - and when you think about it - our personal life as well.
You can get paid a ton to do what you're good at but if the environment you work in is toxic and it doesn't match up to your values - and your boss is always kicking you around the office - you will come home and kick the cat or the dog or tease the fish. Your working life affects your personal life. #FACT.
As every host on Family Feud has said more than once - "And the survey says" - work meaning, recognition and feeling connected at work are the key drivers satisfaction and engagement. Collecting Benjamins is always (I'll emphasize) ALWAYS further down the list of what people really want at work.
And when the academics do their studies to find out what really impacts performance - money and other "transactional" benefits of the task always fare worse than the squishy stuff like recognition and validation - and - culture.
So, pop over to Fistful of Talent - read the post and tell me if you think culture is important or not.
If we didn't have HR making rules for us - would be happier or more miserable. Before you answer - check out the post on FOT.
Rules Are Important
As with incentive programs, rules are critical to ensure the results you want are the results you get. Too few - and you chaos. Too many - you get paralysis. HR - like good program design - finds a balance between those two ends to create a space where people can exercise creativity and personal control.
If a trophy falls on your head in the forest and there’s no one there to see it, were you recognized?
Recognition Is Social
At its heart – recognition is a social event - and the definition of social is changing. That is what we will be talking about on Tuesday, March 1st at 1:00 pm EST.
Opinions are like...(insert your favorite body part)
I know it will come as a shock to many of you readers, but I have opinions. I also don’t mind sharing them. Come to think of it – social media is kinda like crack for us blowhards isn’t it? But I digress.
A few weeks back a Toronto and Boston based recognition company, I Love Rewards, called and asked me about the future of recognition. I told them. They asked would I be willing to go on record with my opinions and of course, I said yes.
A few more chats, a whitepaper and viola – a webinar is born.
Recognition 3.0
When we chat on Tuesday you’ll get a quick overview of where we’ve been with recognition and where I see going in the future. But be prepared – that future isn’t 20 years hence – it’s like next week.
Drawing parallels from the changes businesses have dealt with since the beginning of the industrial revolution (yeah – I go back that far) – to business webs and co-opetition – we’ll talk about how your recognition efforts need to follow that same arc of evolution. I know I found it interesting to put together – and I think you’re find it interesting to be a participant.
I Love Rewards
Now, I don’t recommend one company over another, and I’ve not used I Love Rewards – but their approach to recognition is refreshing and interesting enough to get me to play along with them on this webinar. They are based in Toronto with offices in Boston. I first met them at the HR Technology Conference in Chicago a few years back when that conference overlapped the Motivation Show. I remembered them because I thought it was interesting they eschewed the Motivation Show 100 yards away for space at Bill Kutik’s fete. They do think differently and I think you will find their approach a bit different than a lot of other recognition companies.
Pulling Out My Influence Powers
I want a lot of folks on the webinar Tuesday so I’m going to use my influence super-powers to say this...
Many, many, many people have already registered (in excess of 300) – if that many people think it’s cool don’t you think you should do it too? (Social Proof)
Your Mom told me you should do it. So did Pres. Obama. (Authority)
You like me – right? That’s reason enough. (Liking)
I give and I give here at the site weekly. Post after post, blood on my keyboard from raw fingers – isn’t that worth spending an hour with me on Tuesday? (Reciprocity)
You have always been a forward HR and incentive/reward thinker – that’s why you read this blog. You must remain consistent with that history and tune in to hear about Recognition 3.0. (Commitment and Consistency)
Once it’s over – it’s over. Never to be heard again – kinda like the Beatles performance on the studio rooftop in 1970. Well... not exactly – there will probably be an archived version. (Scarcity)
And to really reinforce it and make you feel bad for not signing up...
5 out of 6?
Sign up - Please...
I have a magic number in my head that I want to hit. When we have that many listeners on the webinar money will start falling from the sky (but only for those that are on the webinar 30 minutes after it starts.) Looking forward to hearing from you all on Tuesday!
Innovation is a big topic in companies today. The speed of business has almost required companies to reinvent and re-envision their products and services to find new ways to create value for their current – and maybe more importantly – their future customers.
I my opinion two things are necessary for true innovation.
First is an employee base that understands what your company really does for a living. And second... there must be no fear.
No fear of failure. No fear of reprisals. No fear of being different.
Saying that and doing it are two different things. Most companies can talk about innovation. Many companies have brainstorming sessions on what they can do different. During those sessions, they will say there are no bad ideas. Unfortunately, many of the ideas generated go nowhere. So either they were bad ideas – or there was a concern or fear associated with implementing them.
I thought it would be interesting to see what fearless looks like, and to do that, we need look no further than Jon Evans (@bigjonevans on twitter.)
Jon Evans – Fearless
Jon Evans – entrepreneur, local celebrity and fearless marketer. He is known in our city of Greenville, SC as Big Jon Evans. Some attribute that to his size – I attribute it to his ideas. Jon initially got some local notoriety by selling ad space on a scooter to offset the cost of the scooter. That went over well and within a few days had sold enough space to pay for the scooter. (More info here on the experiment.)
Jon is also working on a book for small business marketing and continually adds value to the small business community here in Greenville by experimenting with new ideas. He’s put together book clubs for small business owners and provides social media support and consulting as well. But his most recent endeavor is the most fearless yet.
Jon runs an advertising service called 4Head4Rent – and because yesterday was my birthday, I decided to splurge and contracted for Jon’s services. I bought space on Jon’s forehead for I2I.
Jon lip syncing "Take This Job and Shove It!" - Homage to all those employees who will be looking for new careers in 2011 (at least according to research.)
This is the 40 minute live video stream (recorded obviously - but we were live at the time!
4Head4Rent
In the local market you can’t miss Jon and that makes for a perfect place to have your advertising. Jon will rent his forehead to your company for a day. One company each day for 365 days. Yeah... he doesn’t get a day off. He’ll introduce himself all over town as your brand and will create lip sync videos, interviews with you and host a live video show where you can discuss whatever you want. This new venture was featured on local TV and the response from local businesses has been great.
As I mentioned – I did this yesterday for I2I. I’ve included the videos Jon and I put together. Other small businesses in Greenville have been using his services and you can also see their videos on Jon’s web site.
Do I think this is the future of adverting? Probably not. Do I think it is interesting and different? Absolutely. Do I think it is fearless? 100%. Will something else come from Jon being fearless? You betcha.
Let Your Fearless Out
What ideas do your employees have in the back of their minds? What fearless idea that may sound stupid, wrong, etc. that you should try once? Do you have a culture that allows for that?
How many people can be like Jon and launch an idea without fear? How many people like Jon do you wish were in your company?
So Jon – thanks for taking the time to play on my birthday and good luck and please... keep the ideas flowing and keep being fearless. You show us all what is possible.
That may be more important than showing us what is probable.
Well... I’m here this morning. No Mayan disasters struck and @TrishMcfarlane and I made it through an hour without triggering the apocalypse. It may have been just dumb luck – but I’m guessing it was the loyal fan base built by @SteveBoese and the @HR_Minion that kept us from completely falling apart.
Thanks to all the callers and the very active backchannel on twitter.
First off - Mea Culpa - I screwed up and forgot to play the closing ad from Aquire – the show sponsor – sorry folks. Check out Aquire here – the provide workforce planning and analytics solutions that win awards! www.aquire.com -the sponsor for #HRHappyHour - wouldn't be possible without them.
First – for those that want to listen to the full show is here (a bit over an hour – stay past the hour mark, there is a good question before we shut down) or simply click the play button in the player to the right.
All props to Trish who kept the hour moving and made sure we kept focused and on track. She was the perfect co-host in that she represents the HR person who is typically tasked with putting together the “motivation” or the “recognition” program for a company. She asked some great questions – questions that are on the minds of many an HR person.
Below are my top takeaways from the hour-plus conversation...
You Are Not the Motivation Department
I’m thinking I didn’t do the best job because I started the show by saying no one can motivate anyone. You can influence, you can provide an incentive – but motivation is individual and internal. But at the end of the night there was a tweet that said something along the lines of “HR shouldn’t be in charge of motivation because they themselves are too cynical.”
So I guess the idea that HR isn’t in charge of motivation – that no one is – didn’t really come across.
One more time – you are not in charge of motivation. You can only allow people to be motivated but you can’t do it... a program can’t do it. HR needs to take that off their list.
Instead - put this on the list – Train managers on how to “do” effective recognition. Train Managers on how to design effective incentive programs (not motivation programs – incentive programs.)
Those two things are, and continue to be, the biggest roadblocks keeping companies from really being fun and engaging places to work. Managers don’t know how to recognize people and they don’t know how to identify the behaviors they want and provide appropriate incentives.
HR – spend your time there.
Cash VS Other Awards
Our first question from the audience – “I want cash. Why do we need the other stuff?” Always a perennial favorite for people like me who plan and design reward programs.
The short answer – cash is great but it is addictive, fleeting and cold. Cash creates a transactional relationship and can create a negative when withdrawn. It is a very blunt motivational instrument. People always say they want cash. But the goal of any program is to balance what people want versus what people need and what the company needs and just giving people what they say they want isn’t always in the company's or the individual’s best interest. The research is there. Cash is the reward of last resort. That assumes that you’re not paying slave wages. C’mon – they gotta make a living.
Recognition
We spent a lot of time on the show talking about recognition and who should do it and how it should be done.
For the record – there is no right answer. All program design should be based on the company culture, the employee type/class/group you are working with and the goals of the program. There is no silver bullet. There is a place for cash, travel, gift cards and merchandise. It all depends on your goals and objectives and the company style.
As Trish smartly pointed out... don’t start with “we need an incentive program” start with “what do we want to accomplish – what are the goals.” Too often we look to “motivation” programs to solve a problem somewhere else. Make sure the system isn’t the problem. Rarely is the first cause for poor performance motivation.
Don’t apply best practices... they only work in the company that developed them. Instead look for best principles – broader concepts that can be redesigned for your particular business environment and culture.
We talked about designing company recognition at the top – with a strategic intent – and delivering it closer to the employee. An award from a faceless bureaucrat has less impact than one from one’s direct manager. Again – unless you have a culture where the top brass is accessible and personable and people want to get recognition from the top. The job of HR is to determine which of those approaches works best. All reward programs should be connected to the vision/values of the company – but it should also be connected to the day-to-day effort of the individual. That’s why I recommend design strategically – implement tactically.
We talked about “how much is too much” recognition. Again – too much of bad recognition is as bad as no recognition. Recognition needs to be timely, personal, genuine. If you can’t do that don’t do it at all. People see through disingenuous recognition quickly. That’s one thing you can’t fake. If done correctly recognition is something that we never tire of. No one ever got upset because someone else valued their work and their efforts.
How much is enough? Like the old Abraham Lincoln quote when asked how long a man’s legs should be – “long enough to reach the ground.” How much recognition do you need – enough to communicate you value the employee’s contribution.
Incentives
We didn’t talk much about incentives. I’m guessing it is less of an issue for HR folks since incentives are typically focused more on specific department goals and very specific behaviors versus the overall company objectives.
However, incentives as opposed to recognition – should be designed closer to the employee class you’re trying to impact. In other words – sales managers should deign sales incentives – not HR. Sales managers understand the behaviors to target and the effort required. HR should allow the functional areas to design incentives (assuming of course they have been trained effectively.)
Whew... This is getting way too long...
Not unlike my ramblings on the show last night I’m going on and on here...
So – to get all the gooey goodness of #HRHappyHour - Listen to the show... provide some feedback here and remember...
Design Strategically – Recognize Tactically – Award Intelligently (hey... I just made that up...)
One of the things I look forward to each week is the Thursday night blogtalkradio show #HRhappyhour hosted by Steve Boese (@steveboese) and Shauna Moerke (@hr_minion.) Unfortunately – this week they made the big mistake of inviting me to be on the show. Trying to keep me in check is the fabulous Trish McFarlane (@TrishMcfarlane) from HR Ringleader who drew the short straw and will be the guest host (with me trying to keep up.) I’m guessing Steve and Shauna wanted to be as far away from this train wreck as possible (because of me not Trish - she'll be the only thing saving it!.)
What Will It Be Like?
Hell, I don’t know. In doing a bit of show prep this past week I spent about an hour or so on the phone with Trish trying to hash out the show outline and I think we probably hit on about 134 different things – from incentives, to rewards, to social psychology to how to raise children to when to punish vs. when to reward.
The topic of how to engage, influence, motivate, reward, recognize and drive employee behavior is a big, wide topic. I’ve spent 20+ years working on it and I still learn a lot every day. Some of that may just come through on Thursday night.
What I Think We Will Touch On...
What I think we’ll end up talking about is...
What is motivation and can HR do anything about it?
What can HR do to do “engagement” better?
Is it really HR’s problem?
How should a company run incentives and rewards programs?
What are most businesses getting right? Getting wrong?
Where does Paul spend his vacations (what’s a vacation?)
But more importantly...
Listen to Previous Shows
What Do You Want To Know?
Anyone who’s ever met me knows I don’t have a problem talking about things I’m passionate about. But I’d like to hear what you all think? Given the fact that I spend my time and energy on employee “motivation” – what questions do you have?
Hit me in the comments or send me a note via email (link at top of site too) or hit me on twitter @IncentIntel. Let me know what’s bugging you. What would you like to know? I’m pretty good at the whole engagement and motivation thing but if you have a question on anything hit me – I’ve stayed at a Holiday Inn before so I’m sure I’ll have some input.
So... put it in your calendar – Thursday, January 13, 2011 at 8:00 pm EST. Link to the radio show site is here. Link to the the blog site is here.
Listen in via your computer or call in via the phone 646-378-1086.
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