Be fair

Seems like common sense, right? You would be surprised. In my past career in pharmaceutical sales (about three years ago), there was a big contest in which reps could earn $2500 by hitting certain targets. My counterpart and I had mirror territories and coverage responsibilities. Despite the fact that this was a world class and top pharmaceutical company, data glitches allowed her to win the $2500 and for me to win nothing. The worst part? My [unexperienced] manager awarded me with $200 in sympathy points, but was unwilling to fight for me up the ladder. This was the beginning of my declining engagement at the company. If I worked so incredibly hard, and had proven results, why would management not be willing to make things fair?

Takeaway: Program rules must be fair and consistent. If this does not hold true, you will get the opposite of your desired effects for your program.

Have you been a victim of an unfavorable incentive program, one in which you deemed unfair?

Culture does not change because we desire to change it. Culture changes when the organization is transformed – the culture reflects the realities of people working together every day – Frances Hesselbein

What does your culture say about you? What steps are necessary to help foster a new culture?

Thirty one percent?

According to a recent study by Blessingwhite, only 31% of employees are engaged (and I would argue that that's a little optimistic). Although the past year has shown tremendous growth for organizations, employees are now starting to look elsewhere. There has never been a bigger need for employee engagement solutions that are fun, effective, and innovative. It's about creating a culture that your employees want to be engaged in, and then helping them do what they want to do. Employers should not be fooled that employees are going to stick around because "the job market is bad." For top talent, it is almost always good. So how do you know if your employees are engaged? The Gallup Organization came up with the Q12, a 12-question survey that identifies strong feelings of employee engagement. Results from the survey show a strong correlation between high scores and superior job performance.

• Do you know what is expected of you at work?
• Do you have the materials and equipment you need to do your work right?
• At work, do you have the opportunity to do what you do best every day?
• In the last 7 days, have you received recognition or praise for doing good work?
• Does your supervisor, or someone at work, seem to care about you as a person?
• Is there someone at work who encourages your development?
• At work, do your opinions seem to count?
• Does the mission/purpose of your company make you feel your job is important?
• Are your associates (fellow employees) committed to doing quality work?
• Do you have a best friend at work?
• In the last six months, has someone at work talked to you about your progress?
• In the last year, have you had opportunities at work to learn and grow?

As a manager, are you empowering your employees? Do you feel engaged in your daily work?