10 predictions for the future of social learning from the 2020 Workplace

The last ten years has seen phenomenal change in technology and the learning function in such a short time. What can we expect to happen over the next 10 years? How will it affect the way we work and live? And what can companies do to prepare for the change ahead?

In their new book, "The 2020 Workplace, How Innovative Companies Attract, Develop, and Keep Tomorrow's Employees Today", corporate learning professionals Jeanne C. Meister and Karie Willyerd bravely predict the nature of the workplace of the future. Here is an excerpt from a recent article with some of what they have discovered.

1. Augmented reality learning emerges
2. Most learning incorporates use of a mobile device
3. Games and simulations are used for every content area
4. We will have a huge app-etite
5. Peer-to-peer learning blossoms
6. Expert and credibility ratings create trusted search networks
7. Search bots go on the prowl for you
8. Governments will become more involved in ensuring that its citizens have access to training and retraining
9. The learning function's focus shifts to accreditation, with less emphasis on the learning process itself
10. You will be rated publicly, much like a Yelp or Amazon rating for people

This article was based on the book, "The 2020 Workplace: How Innovative Companies Attract, Develop, and Keep Tomorrow's Employees Today."

HarperBusiness, 2010

Click here to read the full article.

Employee recognition – put people before profits for greater success.

Companies are in the business to make money. So why would a company even consider putting its people ahead of profitability? Because in our post-recession economy, employee recognition methods that put people first may be the key for future success.

 
The emergence of social media, an increasing need for transparency, and labor market trends are transforming the global marketplace into a people-centered economy and giving rise to a new concept called “Employee Enrichment.” These are the findings according to a new study entitled Leadership and the Performance of People in Organizations: Enriching Employees and Connecting People¹."

Employee enrichment is a strategic approach that genuinely emphasizes the quality of people’s lives with a “people-first” orientation that extends far beyond the typical work/life balance.
Very simply, the concept is that the better a person’s well-being, the better that person performs. So if a company takes care of its people first, its people in turn will take care of the profits.

Move over employee engagement
Over the past few years, employee engagement has been the hot button with techniques such as special training, career development and employee incentives often yielding impressive and measurable results. But that was fundamentally driven by a profit-first approach – companies wanted employees to be engaged so they would perform better.
Now visionary leaders are adopting the new mantra of employee enrichment as they recognize that today’s workers are looking for more than money and advancement in their careers.

More powerful perks for employee recognition
Smart companies are moving to an employee enrichment model by taking a more proactive interest in their people and fostering personal growth through education support, training programs, physical and mental wellness efforts, rewards and incentive programs.

According to the most recent selection of Fortune magazine’s Best Companies to Work For (CNN Money.com, downloaded 1/21/10), some new perks that work include things such as a fully staffed on-site medical center, a free fitness center and natatorium, corporate artists in residence, an on-site farmers market, healthy living incentives, concierge services and paid sabbaticals along with the more common techniques like generous retirement investment matches, etc.

The ability to attract, retain and motivate high-performers will become increasingly important for today’s companies. Managers that put their people first and reward them in ways that truly enrich their lives will be more likely to keep profits in the picture.
 
Written by Leslee Vivian
Leslee Vivian is a professional writer specializing in employee recognition and blogs for Power2Motivate®, the On-Demand service that helps companies recognize, motivate, train and reward their employees.                                                                            
¹ Study by The Forum for People Performance Management and Measurement, “Leadership and the Performance of People in Organizations: Enriching Employees and Connecting People” (Won-joo Yun and Frank Mulhern, Nov. 2009).

Want to recruit better employees? Green is the new black.

We’re all familiar with the phrase “You can never be too rich or too thin.”  Well, these days a new attitude has become much more fashionable. Beyond basic black, it’s the sentiment that “You can never be too green.” At least if you’re a company.

More likely to buy green

Companies today benefit from being green in a number of ways. For one thing, customers are more likely to buy your products or services.  

A recent study by Edelman Public Relations found that 39% of the respondents said they were more likely to purchase the product of a company they perceive to be socially and environmentally responsible, and 80% said they would boycott a company they perceived as being irresponsible in that regard.

Clearly being green helps boost your bottom line. But beyond that, the commitment to green is proving to be a powerful tool for recruiting and retaining employees. It’s increasingly evident that people prefer to work for an environmentally responsible company.

Prefer to work green

According to an Ipsos Mori survey¹, 80% of respondents across 15 developed nations would prefer working for a company that “has a good reputation for environmental responsibility” – the figure was 81% in the U.S. 

The good news is that employers are taking notice. More and more companies are greening their operations and encouraging more eco-friendly behavior at the office.

In fact, an interesting side note shows that across all the countries surveyed, more respondents were more concerned about working for an environmentally responsible Going Green company than purchasing from one. One potential reason: “employees feel a significant sense of responsibility and association with their employer’s actions concerning the environment.”

So being environmentally friendly not only can boost your sales, but it can go a long way toward boosting your employee engagement and motivation as well. Now that’s really the power of green at work.

Written by Leslee Vivian

Leslee Vivian is a professional writer and blogger who helps companies motivate, reward and train their employees. If you know her, you know she’s motivated to be a better golfer.

¹ Data from “Corporate Environmental Behavior and the Impact on Brands" Tangberg and Ipsos MORI survey, October 2007; n = 16,823.

Give virtual employees real rewards.

Okay, so you've got a great team of virtual employees that work remotely or from home. They like the freedom and independence of working off-site, and you like the lack of overhead. The question is how do you keep them focused and motivated when you may not see them for days, weeks or at all?

Here's how:

Build trust.

Trust is the starting point in almost any good relationship. As a manager, you have to believe that your virtual workers can perform their jobs properly with little or no supervision. Your workers need to know clearly what's expected of them and that you believe in their ability to deliver on those goals.

Have a virtual open door.

Strong, trusting relationships spring from honest and regular communication. Create a virtual open door policy. Keep in touch on a consistent basis through email updates, regularly scheduled status meetings or conference calls. Encourage genuine feedback and input.

Show your appreciation to the world.

Regularly praise your virtual workers for their accomplishments and make sure their other team members know as well. Phone calls, emails, posting a note on the company Facebook wall, or tweeting are all good ways to help workers feel recognized and appreciated in their community.

Motivate through involvement.

Involve your team in determining their performance rewards. Create a simple survey and ask what motivates them. Typical rewards like a corner office don't matter when you're working from home. However, things such as the latest smart phone or a faster computer probably do. Perhaps they'd like to take seminars to learn new skills or want rewards linked to a hobby or personal interest. Find out.

Connection is also its own reward.

Making your employees feel connected to a greater community can be a reward in its own right. When people know they're being kept in the loop and are up on what's happening, they feel more like part of your company.

In a virtual environment, the biggest hurdle is recognition and reward. To keep your virtual team productive and satisfied, remember they're still real people and real rewards work.

Written by Leslee Vivian

Leslee Vivian is a professional writer and blogger who helps companies motivate, reward and train their employees. If you know her, you know what motivates her is being a better golfer.

 

We're mad as hell, and not going to take this anymore!

60% of workers plan to say "take this job and shove it" as soon as the economy picks up.

According to a recently released White Paper by the Recognition Council, a recent U.S. Manpower study showed that 60% of workers plan to look for new jobs as soon as the economy picks up.¹

http://www.recognitioncouncil.org/

As Newsweek's Jeffrey Pfeffer points out in a recent article about corporate downsizing, "When the current recession ends, the first thing lots of employees are going to do is look for another job." (Lay Off the Layoffs, Jeffrey Pfeffer, Newsweek, Feb. 5, 2010, downloaded Feb. 17, 2010.)

http://www.highbeam.com/doc/1G1-218456702.html

Feeling lucky that you have a job is no longer enough for many employees. Overworked and under-rewarded for a few years now, they're fed up and are looking for more stability, opportunity and appreciation.

As an employer, how do you prevent your best people from packing up as the economy picks up?

Proving to them that they're individually appreciated may be the only way to engage them and keep them from heading for the exits.

1. Forget one-size-fits-all recognition programs.

Not everyone responds the same way to incentives, especially with today's multigenerational workforce that includes Baby Boomers, Generation X, and Generation Y (Millennial Generation). More than ever, creating recognition and reward programs that address the diversity of generational needs is essential.

2. To know them is to motivate them.

There's only one way to determine how best to motivate individuals. You have to get to know them. Managers should spend time on a regular basis with each employee to determine what type of recognition would be the most effective.

3. Recognize what everyone brings to the team.

Studies prove employees need to feel valued and know that the work they do on a daily basis matters. In fact, 67% say the most important employer attribute is "recognizes the value I bring to the organization." (Length-of-Service Awards Becoming More Personal, Rebecca Hastings, SPHR, 2009 HR Trendbook, p. 46.) www.recognitioncouncil.org/photos/custom/FuelingRecovery__final_2.pdf

Employees who feel valued are more likely to return the favor by paying attention to the company's bottom line, treating customers better, and supporting the overall work community.

4. Put their best interests before yours.

Let's face it, we prefer to do things that are in our own best interest. The trick for employers is to find ways to connect what employees want with what benefits the company and reward that behaviour in a way that is meaningful to the employee. If it works for them, they'll work harder to help achieve your company's business goals. (Influencing and Reinforcing the Behavior You Want in Employees and Customers, Dittman Incentive Marketing, downloaded Feb. 11, 2010.)http://www.buzzle.com/articles/influencing-and-reinforcing-the-behavior-you-want-in-employees-and-customers.html

5. Explore new technology to motivate today's changing workforce.

Exciting new alternatives for employee engagement are now available in the market. On-Demand solutions that use a "Software as a Service" (SaaS) design, such as Power2Motivate® (P2M®), are reshaping employee recognition and performance programs.

P2M® offers incredible flexibility to tailor programs to the way you want to meet individual needs, unsurpassed reward selection with immediate access to millions of rewards, and a simple pricing model that can save your company up to 20% off your total program cost. >>Find out more about Power2Motivate®.

The recession has been a grueling and challenging time for so many, to say the least. As the economy improves and new opportunities present themselves to workers, employers need to ensure their good employees are engaged and willing to put in the effort to help the business recover. By successfully tapping into the right employee motivators, companies have a real chance of achieving success.

¹  "Pump Up Employee Engagement: Fuel Prosperity with Strategic Recognition".

This white paper was produced by the Recognition Council, a strategic industry group within the Incentive Marketing Association (http://www.incentivemarketing.org). More information about the Recognition Council is available at http://www.recognitioncouncil.org/. http://www.recognitioncouncil.org/

New for 2010! Turning Recognition Into Green™

In addition to our internal practices power2Motivate^® will be unveiling an exciting new initiative called "Turning Recognition Into Green" (TRIG) which will empower employers as well as our whole supply chain network to create a measureable link between employee behavior and the environment. It's a big idea that will not only offset 100% of Carlton's carbon footprint but it will also dramatically change employee behavior by creating a measureable link between their day to day environmental habits both at work and in their community. It's an idea that will continue to set us and our clients apart.

At Power2Motivate^® we are committed to constantly improving the P2M^®operating system delivering the world's best incentive, recognition and training solutions while also pioneering innovative ways to help improve our environment.

Amazon's Legacy May Be In What They Taught Us About Managing Customer Expectations

Amazon.com has confirmed that it is exiting the Incentive industry after becoming the cornerstone supplier to thousands of customers in less than three years. This was no small feat. The Incentive industry had had a long history of making it extremely difficult to secure accurate reward data, offer broad reward selection, and deliver timely fulfillment and order tracking. Until Amazon.com this was simply a dream shared by many but executed by no one.

Whatever the reason, it can't be denied that Amazon.com's short foray into the Incentive world taught us all a thing or two about how to properly manage reward selection and fulfillment while enabling our industry to finally exceed our customers' expectations. They were heads and tails above the rest!

I'm speaking of course about things such as delivering the best selection while driving down reward cost; well below what our traditional Incentive suppliers could deliver the same item for. Amazon.com was the first to ensure two-three day delivery with full EDI order tracking making it possible to manage a national drop ship program with complete data integrity. This is now the standard for our industry--an industry that pre-Amazon.com, accepted something far less than perfection as the norm.  No matter what we do going forward, we cannot go back to those days.

Amazon.com was only in the fulfillment game for a short time, but as an industry we all have to admit, it was long enough to make a big impact.

New Power2Motivate Web Site!

 

New Power2Motivate Web Site Offers Tools, Information

to Help Companies Build Employee Engagement

 

Carlton Group, Ltd. has re-launched its Power2Motivate Web site at http://www.power2motivate.com, allowing users to easily launch their employee incentive and recognition programs in just minutes. And to help companies measure and understand their employee satisfaction, the new site offers a free employee engagement survey. 

“The demands of this economy require high levels of employee engagement to drive bottom line results,” says Carlton CEO Rob Purdy. “With the free workforce engagement survey, companies receive a clear snapshot about participation levels, employees’ satisfaction with their job and manager, and how the company’s engagement level compares to the national level. Our experts work with the data to help companies develop an overall employee engagement strategy.”

The Web site also offers free tools, resources to stay on top of trends, and information to help managers create effective employee recognition strategies.

“The P2M blog will be regularly updated by guest experts who will share valuable information about recognition and incentive strategies that really work,” says Purdy, adding that visitors to the site may sign up for a free digital subscription to Return on Performance magazine, a business publication that provides executives with information about employee engagement and performance.

Also available is a free 7-day trial of Carlton’s innovative Power2Motivate, a leading “On-demand” recognition, incentive and training solution available in over 50 countries. To learn more, visit http://www.power2motivate.comor call 905-477-3971.

A robust social media strategy also accompanies the Power2Motivate’s launch, allowing Carlton to continue to reach out virtually to companies with free white papers, and other tools available from the robust and easy-to-use, web-based P2M application.

 

About Carlton Group, Ltd.

Our mission is to deliver the world's best on-demand employee recognition, incentive and training solutions.

Carlton Group is a full service performance improvement company specializing in the automation of recognition, incentive and training programs. It is Carlton's goal to bring our clients leading edge solutions that help to improve employee performance, inspire loyalty with employees, customers and channel partners, as well as assist in building their brand and driving profit. To learn more, visit http://www.power2motivate.com or call1-866-451-2225 x 227.

 

Rob Purdy
CEO - Power2Motivate