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!
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.
A somewhat new service is available in beta called "Scoop.it."
Scoop.it allows you to create a "newspaper" of sorts from things you find interesting on the web. I'm experimenting with the service and of course I thought of you, gentle reader.
I asked myself - "what would help my readers in their day-to-day life and business." And I answered - "a grouping of articles that someone else took the time to read and evaluate so that they can see what's hot and what's not in the incentive industry with little or no effort on their part."
That, is what Scoop.it facilitates. And that is what I'm offering to you. So, for the first (and possibly the last - but probably not) time I give you the...
I subscribe to over 350 different blogs, sites, what-have-yous on a variety of subjects from science and pyschology to how to build steam-punk watches. In addition, I monitor my twitter stream where I'm following 2,000+ people. I also get a lot via email. I have a lot of info coming in.
It's from all those input streams that I find ideas for posts on this blog, posts on the FistfulofTalent blog and posts for clients and friends. It's how I keep up with the industry and business in general.
And now you can have a subset of that firehouse, vetted and consolidated for your reading pleasure.
Many of the feeds I get are from incentive and reward companies. Some of their blogs have some interesting stuff you should be aware of. In fact - if you want to be sure you're at least included in the first pass shoot me a note and let me know where your site is and I'll take a look and add it to my reader list.
CAVEAT: If you have your feed set up to only show a "summary" or an excerpt so that I have to click through to the site - forget it. Don't bother sending me the site info. Feeds that only show a summary are simply padding their web page stats trading clicks for readers. I don't click through. I ignore the content ... period. No exceptions. A feed reader is for me to get info WITHOUT clicking out to your site. So don't suggest your site if it only offers a summary feed. (btw - none of your readers appeciate it either - it's a pain in the ass and it shows that the site is about you not them - they will remember that. Just sayin'.)
Hope you find it interesting and helpful. Let me know what you think in the comments. Continue or cut? Your call.
I only ask for 5% of revenues when this idea is built. And it will be. By me or someone else ‘cuz it’s brilliant, infinitely doable, cool, and did I say brilliant?
But like all great ideas I can’t take full credit. If it weren’t for @chrisferdinandi and his blog "Go Make Things" I wouldn’t have thought of this the other day.
Chris uncovered an application using QRCodes, built by Tesco Korea (big global grocery company) that is simply brilliant as well. (I’m using brilliant a lot lately – makes me sound British, no?) From his blog...
"Tesco recreated an entire grocery store with signage in Korean subways. The layout and items were identical to those in their actual stores. Each item was labeled with a QR code. People waiting for their train could simply scan the QR codes to add items to their list, and have them delivered while they ride the train."
Also on his site is a video of how it works. It is, have I said, brilliant?
What’s in Your Catalog
So I’m thinking... one of things every incentive company deals with is developing a catalog for award point redemption. In the past it was paper-based and supported by a big staff of buyers and designers and printers. Back in the day we'd actually have catalog wars – “mine is bigger than yours” fights and delays in launching to see if we could get a copy of the competitor's catalog and make ours bigger and badder. We spent a lot of money on those things ($1 Million plus.) Then the internet came along and everything went online. Then Amazon.com got in (and then back out quickly) which changed our idea of what “lots of items” meant and now if an incentive company can’t say they have “millions” of items – well – they are just pikers aren't they?
But what if---- what if you could build your own individual and personal catalog simply by using the barcode scanner on your smart phone?
You can use both QRCodes and Barcodes - there already are apps that scan the barcode and then tell you the price of the item at different stores so this is not a stretch.
Think about it. Shopping in Kohls and you like that shirt? Whip out our smart phone – punch the “My Catalog” app and up pops your barcode reader software, takes a picture of the item/bar code and uploads it to your personal online catalog. As you earn points in your program (and this could be employee, channel or consumer) your app reminds you of what is in your catalog at various point levels and as you hit those levels it asks if you want to order it. If you say yes... then automagically (I’ll admit I don’t have this all worked out – but hey – I never said it was VC ready) behind the scenes the item is ordered and shipped to your house/work/mistresses' condo.
So... whadda ya think? Should I start looking for retirement homes in France?
I know we think autonomy, mastery and purpose are great – but what’s really great is setting goals (internal AND external) and working toward them and receiving the reward WE WANT when we hit those goals.
I think it is brilliant (I know, again.) But I think chip bag clips are the smartest thing I’ve seen in a while too...
PS... just to be trendy - we could also put a social sharing app in this that let's other people in the program see what you have made public in your catalog so they could add it to their catalog or share info on the item if they already have it (kind of a +1 for awards). Okay, now maybe it's 10% of revenues.
Hit me in the comments on via email and let me know when to expect the checks.
Today I received the following email from Sonar6 (See image below.) Their tag line... "performance reviews that don't suck." Gotta love it.
Full disclosure - I met the principals a couple years back and had dinner with them and fellow FOT'ers @Kris_Dunn and @jessica_lee ... the Sonar6 team were great guys with a great approach to HR software. I am a non-attorney spokesperson and no compensation was provided.
The Email
Here's an image of the email I received... (click image to go to the video.)
Why I like this...
First...
Like they say in the email - creating the video was a great team-building activity. I'm sure they had discussions around what was important, what should be included, how to present that information. If you think about it - that's a great way to garner alignment and agreement on your business proposition. At the end of the day - their 3-minute video was what every employee should know and believe about their company. What a great way to ensure alignment. Wouldn't it be cool if they did a series of these vignettes - each around a different value they bring to the table - create a library of who they are and what they bring to their clients - great engagement... great training asset.
Second...
This is also a customer engagement tool. They are sending out to their customer base a real picture of who they are and what they do. Real faces, real voices, real stuff. Not edited and committee-written emails, brochures, website links, etc. This is who they are. (okay - some editing - would have been better with an outtakes trailer... )
One Email - Two Results
In my mind this is a great way to kill two engagement objectives with one stone. Engaging employees with the company mission, values, proposition - and the customer with a real connection to the people who they may just end up working with. What a great way to pull people into your "tribe."
One more thing...
Could they have assigned different teams with the same task and done some sort of incentive with awards for best video?
Possibly - but I think the idea of doing the video and knowing it would be used to help the company is reward and recognition enough. This IS one of the places where incentives may keep employee teams from being authentic and real - forcing them to worry more about technique and style - ultimately, defeating the purpose of the exercise.
Check it out... and ask yourself - what's your video?
Survey after survey after survey show that employees want and desire recognition (I’d say validation but why pick nits) – and most companies are doing a poor job at it
Recognition is THE thing that affects retention, engagement and motivation (again – being lazy and not linking out – just google it – the data is there)
When facebook does it, it must be true. I used to say, “if it’s on google it must be true – but I think facebook has become the new bellweather for truthiness – and they are instituting feature after feature that allow individuals to like, connect and recognize what others on facebook are doing.
When Ze Frank creates a social service called Star.me then recognition has either arrived or jumped the shark (sort of a Schrödinger’s Cat paradox me thinks.)
Star.Me
Star.me is a new startup by Ze Frank – an internet celebrity from a few years back (some would say still but for me not so much.) He climbed the internet celebrity ladder with his blog “The Show with Ze Frank” – which I used to connect to regularly. He is a “performance artist.” He has no training or experience in the recognition and reward space and yet he is leading a new start up called Star.me – which is all about recognition. Go figure.
Star.me is a new social network driven by the giving and receiving of “stars.” Prompted by the stars he remembers teachers giving out in his childhood Ze Frank believe we all need more stars. And his new startup is a way to give and get them. Star.me is in private beta (I don’t have credentials yet – and is built as a social network leveraging just about all the “gamification” (jeez to I hate that term) elements available to keep you engaged with the site.
The site isn’t for companies – it’s designed for the general public. Below is a video embed from Techcrunch where Ze Frank talks about his new start up. (Email and RSS subscribers may have to click through to the post to see video.)
More comments after the video.
My first impression of the interview, other than the hair fail, is that Ze Frank had no clue why recognition is good – just that it is, that it is needed and he wanted to find a way to monetize it and collect some Benjamin’s. He was pretty vague about the value of recognition and why people want stars other than some memory of getting them in school.
But...buried in the interview was this key (and I think hugely important comment)
“Recognition lubricates social interaction.”
Silos and Crossing Them
Silos are ubiquitous in most companies. Silos are also kryptonite to innovation and collaboration. When companies have big, established silos, most employees won’t reach out and connect across silos for fear of reprisals and retribution. Unfortunately, crossing silos is like crossing the streams in Ghostbusters - you don't do it.
But recognition may be the one thing that makes crossing silos acceptable.
Like Ze Frank said – recognition is the lubricant for social interaction. Making sure your employees have ways and methods of connecting and recognizing each other within and between organizational silos lubricates the interactions that must happen in order for innovation, engagement, and collaboration to occur. It is very difficult to refuse a meeting or a conversation with someone who just recognized your work or highlighted how great you are in the company program or on the company intranet. You can’t refuse a meeting if the person requesting it just gave you a big thumbs up in the Peer-2-Peer recognition program.
Cross the streams – provide the lubricant needed for social interaction in your company and watch as silos melt away – and overall company performance increases.
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.
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.
The presents are unwrapped. The kids have moved out of the family room and into their rooms – hoarding candy and newly acquired Christmas booty. You’re sitting there, staring at the tree and other decorations knowing the day is looming when they will need to be re-boxed and re-stored for another 11 months. Granted there are a few of you who celebrate differently at this time of year but the upshot is the same – it’s over and it’s time to get back to the tasks at hand. The tasks that have been held in abeyance for the last two weeks of the year.
And, if my google reader and twitter stream is any indication of what the corporate zeitgeist is – enabling web 2.0 technologies is on your list somewhere – and probably somewhere near the top.
You’re starting to consider sharing more information. You’re beginning to form a “social media strategy” around these new–fangled sharing and collaboration tools. You’re using words like open and transparent. You’re still trying to figure out what Yammer is and why you should know about it.
All of that is what Enterprise 2.0 is – and isn't.
Enterprise 2.0 is a good idea and something most companies will do incorrectly.
"In fact, our data show that fully networked enterprises are not only more likely to be market leaders or to be gaining market share but also use management practices that lead to margins higher than those of companies using the Web in more limited ways."
Their point – Enterprise 2.0 is a money maker.
And, because it’s a money-maker, many companies will jump in and begin loading technologies on their servers, enabling employee smart phones and opening up the dialogue with their customers. They will start to connect people all over the place with networking applications. They will go full-metal Enterprise 2.0.
Enterprise 2.0 is People
Connecting people is the new black. ‘Cept is has always been the new black. Just a different style black.
Business has always been about people. People talking to people. People selling to people. People helping people. People connecting to people. Enterprise 2.0 is no different – it’s just people connecting to people – but now it’s people connecting to people on steroids. You've all heard the warning bells about how good news – and the bad – can go viral. You’ve all read about losing control of your message (as if you really had it in the first place) – and you’re now caught between a rock and a hard place.
Rock = Networks can potentially drive greater profits.
Hardplace = Networks can potentially increase risk.
Enterprise 2.0 is all about people and their interactions. Unfortunately, for as long as you’ve been running your company, division, department – people are unpredictable and messy. People don’t fit into equations and predictive models well. In general we can categories and make sweeping predictions, but when it comes to technologies that impact ALL employees – what we’re really worried about here are black swans - and uncontrolled access to wide-reaching technologies is a breeding ground for black swans.
Enterprise 2.0 is Built on Engagement
Too often we hear and see pundits talking about which technology solution is best for Enterprise 2.0 – but the reality is none of them is effective unless you have engagement right.
Before you look at the shiny buttons and bells on Enterprise 2.0 technology solutions – look at your employee engagement. Ask yourself if your employees really know what to say, do and be on these new social tools. Do you trust them? Do you believe they know what to say, how to say it and who to say it too? Does every employee know what your mission and values are and do they know what that looks like in the “connected world?”
I’m not talking about a “social media policy” – I’m talking about positive, proactive behaviors from your employees that will allow them to use these new tools to benefit themselves and your company. I’m talking about how employees feel at a personal and private level about your company. Do they believe and trust you (you meaning management and the company?) Do they want you to succeed? Do they know what “succeed” means? Is it profit? Is it customer satisfaction? What defines your culture and how engaged are your people in that culture?
In order for you to be successful with Enterprise 2.0 tools you have to have a solid engagement strategy and process in place.
Fuel on the Fire
Enterprise 2.0 tools are like adding steroids to your business. If you have a healthy culture and a great engagement plan – you can leverage these new tools and be the poster child of Enterprise 2.0.
However, just like in the human body, if you have an infection (ie: bad engagement) adding steroids to the system can push the infection into overdrive and you will get the exact opposite reaction – and you will get it at light speed.
Take my advice - working on your engagement issues is REQUIRED BEFORE you open the floodgates of Enterprise 2.0 technologies.
Don’t believe the hype – Enterprise 2.0 is really about engagement enabled by technology. It is not about processes enabled by technology.
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