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Out of the Mouth of HR. Issue Four: Change is Hard.

by Allison
31. July 2014 09:48
Allison

At SHRM 2014, many of the HR managers we talked with said that they have been reluctant to change or evolve their recognition programs, citing a number of different reasons. Oh, change, why are you such a problem?!

Not just in the world of HR, but in all of our worlds, change happens every day in some form: new people come in, old people leave; new technology is embraced, old ways are poo-pooed. To learn, grow, and progress, we know we must change—except few people want to... which got me thinking about a book I received at a pivotal moment of change in my life. It was called "Who Moved My Cheese?"

Maybe you've heard of it, maybe you haven't. I'll summarize it just in case:

In essence, the story is about four characters (two are mice) who have come to rely on a source of cheese that has been a constant in their lives. When the supply of cheese begins to dwindle and eventually is gone (or moved), the characters all handle it differently. Some saw change coming and addressed it, while others wasted time in denial.

The book has been both lauded as a business essential and criticized for being simple, childish, and patronizing. Had it not entered my life like a shovel to the  head, maybe I would have had some disdain for it, too. But, if you can strip away the cartoonish and contrived, the message is absolutely spot on. It goes like this:

"Change Happens
They Keep Moving the Cheese

Anticipate Change
Get Ready for the Cheese to Move

Monitor Change
Smell the Cheese Often So You Know When it Is Getting Old

Adapt To Change Quickly
The Quicker You Let Go of Old Cheese, the Sooner You Can Enjoy New Cheese

Change
Move With the Cheese

Enjoy Change!
Savor the Adventure and Enjoy the Taste of New Cheese!

Be Ready To Change Quickly And Enjoy It Again
They Keep Moving the Cheese."

It's all true, and you can relate it to many aspects your life, as well as to your organization's recognition program. Change will happen at your workplace, like the new generation of workers with different behaviors, values, and preferences who are descending on you. Recognize them the way you're used to doing it, and you'll likely lose them. You need your recognition to stay relevant, interesting, and engaging. As the workforce, belief systems, and technology change, the "handwriting on the wall" is clear: "If You Do Not Change, You Can Become Extinct."

Here are some resources to help you keep thriving:

Free Whitepaper: Talkin 'Bout My Generation!
Article: 3 Step Recognition Program Review
Article: 10 Ways to Revitalize Your Employee Recognition Program
Free eBook: Design and Implement A Successful Recognition Program: Making the Case for Recognition


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Allison is a self-proclaimed Copywriting Diva and has the certificate to prove it! She's been writing for Baudville for five years and has worked in a variety of business settings for 20 years. Before becoming a professional writer 13 years ago, Allison worked as a department manager where she used Baudville products to motivate her team. She's what we call a true believer!

Boost Performance with These Tips for Call Center Incentive Contests!

by Allison
30. July 2014 09:20
Allison

If you run a call center, you're probably always brainstorming new tactics for increasing sales or improving the service experience. Usually these initiatives are driven by overarching corporate-level goals, like promoting new products, increasing visibility in a new market, or launching seasonal campaigns. In more service-oriented centers, the focus may be less on sales and more on call handling/resolution time. Whatever your initiative, it's one thing to broadcast these efforts, so that everyone knows their objectives. But, if you add some excitement and healthy competition to the mix, you can achieve better results and improve morale at the same time. 

Over the years, we've held different contests in our sales suite, and we've learned that, to ensure success, you need to remember the Three Vs: vision, variety, and vitality…

Vision. What is it you're trying to achieve? Increased average order value? Better customer retention? Higher conversion rates? Are your goals short or long term? These guiding forces will drive the duration of the competition as well as the rewards you offer. Identifying measurable and fair metrics is equally important to ensure that everyone has an equal opportunity to be successful.

Variety. If you have several core initiatives, then you have the luxury of changing them up monthly or seasonally. But, you may just as likely have a goal that is constant and doesn't change. Either way, maybe more importantly for the latter, you need diversity to keep your team interested and motivated.

You can change the way that you reward your team: one month you could use a collect & redeem program, like Tokens of Appreciation™ , the next you could use a traveling trophy , and the next you could issue tickets that give your team members a chance to win a prize (at Baudville we have a prize wheel and a Plinko board). You can also change the prizes on a regular basis: shirts & gear they can sport with pride, casual days , gift cards, and even time off.

Vitality. Switching up your contests and prizes will keep energy high and add in the element of surprise. Making sure everyone's standings are publicly displayed, and recognizing winners in front of their peers will create greater incentives and boost your team members' desire to strive for their own time in the spotlight.

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Allison is a self-proclaimed Copywriting Diva and has the certificate to prove it! She's been writing for Baudville for five years and has worked in a variety of business settings for 20 years. Before becoming a professional writer 13 years ago, Allison worked as a department manager where she used Baudville products to motivate her team. She's what we call a true believer!

Give Employee Feedback the Right Way and Get Amazing Results.

by Allison
29. July 2014 08:43
Allison

What do whoppers, cheese, and super-sizing have to do with giving feedback? Check out our July newsletter to find out!

If you're in the midst of giving mid-year reviews, you might want to stop mid sentence and read this article, which outlines our advice on how to best give employee feedback—whether it's positive or negative, constructive or critical. There are right and wrong ways to do it, and if you want to get the most out of this important evaluation moment, preparing yourself with these expert tips is a great place to start.

Ready to learn more? Click here to read the article.

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Allison is a self-proclaimed Copywriting Diva and has the certificate to prove it! She's been writing for Baudville for five years and has worked in a variety of business settings for 20 years. Before becoming a professional writer 13 years ago, Allison worked as a department manager where she used Baudville products to motivate her team. She's what we call a true believer!

 

 

Out of the Mouth of HR. Issue 3: You Don’t Have the Budget for Recognition.

by Allison
28. July 2014 10:13
Allison

As we continue to troubleshoot some of the HR issues that came up at SHRM 2014, I have to say I was pretty surprised that so many attendees are still feeling that lack of budget is one of them. I don't want to put Baudville out of business or anything, but I'm here to tell you that some of the best recognition is free or darn near

Sure, sometimes money talks and other times big shiny awards shout, but what's really important in most people's days are the small moments of appreciation and encouragement. If you think you can't afford a recognition program, you should know that, these days, you can't afford not to have one. And, if you follow these simple ideas, you can reap all of the benefits without breaking the bank.

The Magic Touch. High-fives, handshakes, and pats on the back are all perfectly acceptable ways of giving on-the-spot, totally free recognition. Served up strategically, by the right person at the right time, they have day-changing power. Trust me on this. I've experienced it firsthand.

Public Displays of Appreciation. This next no-cost recognition idea comes from one of my favorite virtual consultants: Harvard Business Review. Giving verbal props to a deserving employee at an all staff or a more private team meeting is a meaningful form of acknowledgement that gives the recipient a pride-worthy and memorable moment. You only spend a little bit of your time, but you earn ten-fold in employee satisfaction. Here's an abridged version of HBR's advice:

"…because recognition is a powerful motivator, you need to find ways to give it. Try sending written acknowledgment, like a thank-you email with senior management copied. In team discussions, recognize behaviors that people should continue. Hold sessions focused on positive feedback and have everyone share what they appreciate about each team member, whether specific contributions or general strengths. Finally, share credit publicly." (You can read the entire tip of the day here.)

Group Love. If you're operating with little or no recognition budget, you can still build a culture of recognition, by inviting everyone's participation. Peer-to-peer recognition not only takes pressure off managers, but, by nature, it costs little or nothing. Think small notes, Shout Outs™, free downloads, and free ePraise. Make these tools accessible to your team and provide incentives (like casual days) for participation, and you'll achieve a robust program for less than a daily trip to the vending machine.

 


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Allison is a self-proclaimed Copywriting Diva and has the certificate to prove it! She's been writing for Baudville for five years and has worked in a variety of business settings for 20 years. Before becoming a professional writer 13 years ago, Allison worked as a department manager where she used Baudville products to motivate her team. She's what we call a true believer!

 

IT to the Rescue! Celebrate System Admin Appreciation Day!

by Falon
24. July 2014 16:49
Falon

Tomorrow is System Admin Appreciation Day! Here's how we're celebrating at the ‘ville!

We don't know where we'd be without our team of IT gurus. Oh, wait, yes we do – we'd be banging our heads against our keyboards and crying. Thanks, IT! You ARE APPRECIATED!

See all of our Team Shirts here!

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As a team member since 2005, Falon has worn just about every hat the 'ville has to offer. She's seen both sides of working life — as an employee and as a manager — so if it sounds like she knows what she's talking about, we're pretty sure that's why. When she's not juggling between the IDville and Baudville brands, she's been known to whip up a mean diorama - just like that!

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