Engage2Excel Blog

Posted by Melissa Meunier on Wed, June 12, 2019

Every week, more than 150 million Americans go to work with the expectation that they will make decisions that are in the best interest of the company they work for and its customers. Employee recognition plays a vital role in influencing the attitudes and actions of employees, motivating and celebrating behaviors that bring company values, aspirations and policies to life.

In our latest best practices report, Great Recognition Moments, we showcase insights, strategies and examples from eight Engage2Excel clients that do an exceptional job at integrating recognition into operations and the daily experiences of employees. The programs represented include different types and styles of recognition for performance, safety, demonstration of core values and employee loyalty.

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Posted by Melissa Meunier on Fri, May 3, 2019

If you think the success of your company starts with excellent customer experiences, you are in good company. But that’s not quite the whole picture. While it’s true that customers hold the cash and they dole out more of it when you treat them well, it’s also true that behind every positive customer experience is a dedicated employee.

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Posted by Melissa Meunier on Thu, May 31, 2018

Is your company more effective at recognizing employee performance than your closest competitors? If you are uncertain about the answer, you may want to investigate. Performance recognition is a powerful tool for influencing behaviors that drive key business outcomes.

 

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Posted by Melissa Meunier on Wed, April 25, 2018

For the past decade, many in the HR industry have been calling for radical changes to the performance management process and an end to the annual performance review. While many companies have moved to more frequent programs for individual goal setting and performance feedback, reports of the death of the annual performance review (to steal a quip from Twain) “have been greatly exaggerated.”

People want to know where they stand.
When Facebook reevaluated its performance management systems several years ago, according to a November 2016 article in Harvard Business Review, they conducted focused groups and a follow-up survey with 300 people that revealed 87% wanted to keep a more formal process.

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