Check out these links published in BusinessWeek and Fast Company magazines, to find out what people are saying about our new book 'The Orange Revolution'. http://www.businessweek.com/managing/content/sep2010/ca20100924_731486.htm
http://www.fastcompany.com/article/how-a-team-at-apple-made-the-ipod-dream-a-reality
And don't forget, our 'Orange Revolution' unveiling is scheduled for October 27th at 8:30am, at the Turf Valley Resort in Ellicott City.
Seats are limited so please contact our office if you'd like to join us to find out how you can create high performance teams!
Email: Baltimore@octanner.com or call 410-661-5668.
Monday, October 4, 2010
Wednesday, September 22, 2010
JOIN US for the ORANGE REVOLUTION!
The authors of the New York Times mega best seller The Carrot Principle and The O.C. Tanner Company are at it again. This time revealing data from a new 350,000 employee study that proves there are no great leaders without great teams!
When: October 27, 2010
Registration and Breakfast: 8:30am
Presentation: 9:00am - 11:00am
What you'll learn:
- Get insights from many of the world's most respected teams on how to cultivate breakthrough teamwork.
- Understand how effective teamwork engages employees, accelerates performance and can transform an entire organization.
- Get ideas on how HR and leadership can start "organgifying" teams immediately.
Reserve your complimentary seat today!
Contact Ellen Sparks at Ellen.Sparks@octanner.com or Natalie Limneos at Natalie.Limneos@octanner.com.
SEATS ARE LIMITED for this event and will be assigned on a first come first served basis! We look forward to seeing you there!
Thursday, September 9, 2010
You Do All The Giving, We Do All The Work...
With Thanks® Holiday, you get to spread the good cheer, and O.C. Tanner gets to do the administrative work.
Just how it should be.
Thanks® Holiday comes already branded with the thanks® gift passes and redemption site landing page, plus access codes to hundreds of name brand gifts for your employees to choose from.
Every detail is taken care of for you:
· Gift access codes come in $35, $70, or $125 values for gift passes, or you get the flexibility for other values when using printable certificates or ecards
· Hundreds of gifts, from electronics to home to garden to food to sports have already been sourced and are available for easy redemption.
· One consistent solution across all employees, departments, and divisions, no matter how big the order
· No outsourcing or shopping
· No inventory to manage
· No gift card fees
· Tracking and reporting redemption is automated
· Shipping, handling, and tax are included
Thanks® Holiday comes already branded with the thanks® gift passes and redemption site landing page, plus access codes to hundreds of name brand gifts for your employees to choose from.
Every detail is taken care of for you:
· Gift access codes come in $35, $70, or $125 values for gift passes, or you get the flexibility for other values when using printable certificates or ecards
· Hundreds of gifts, from electronics to home to garden to food to sports have already been sourced and are available for easy redemption.
· One consistent solution across all employees, departments, and divisions, no matter how big the order
· No outsourcing or shopping
· No inventory to manage
· No gift card fees
· Tracking and reporting redemption is automated
· Shipping, handling, and tax are included
· All gifts are protected by a five-year warranty (the best in the industry)
Contact your Baltimore Team for more information about how to spread the Holiday Cheer this year.
Email us at Baltimore@octanner.com or call 410-661-5668.
Tuesday, September 7, 2010
Making Recognition A Priority
Employee Recognition Rocks - Kick Employee Recognition Up a Notch
By Susan M. Heathfield, About.com Guide
Employee recognition is limited in most organizations. Employees complain about the lack of recognition regularly. Managers ask, “Why should I recognize or thank him? He’s just doing his job.” And, life at work is busy, busy, busy. These factors combine to create work places that fail to provide recognition for employees.
Managers who prioritize employee recognition understand the power of recognition. They know that employee recognition is not just a nice thing to do for people. Employee recognition is a communication tool that reinforces and rewards the most important outcomes people create for your business.
When you recognize people effectively, you reinforce, with your chosen means of recognition, the actions and behaviors you most want to see people repeat. An effective employee recognition system is simple, immediate, and powerfully reinforcing. Employees feel cared about and appreciated. It may seem simplistic, but people who feel recognized and cared about produce more and better work.
Employee Survey Pinpoints Recognition
In a client employee satisfaction survey, the question about whether the company cared about the welfare and happiness of its employees drew divergent views. Some people agreed; others disagreed.
So, the Culture and Communications team put out a second survey asking what would make the employees feel as if the company cared about them. We developed several answers employees could check and supplied room for their comments and additional thoughts.
Fifty-five percent of the respondents said that praise and attention from their supervisor would make them feel as if the company cared about them and their well-being. As you might also expect, money, benefits, and events such as company lunches ranked high, too. But recognition from the supervisor ranked above all other choices.
I have sponsored similar surveys in different organizations. The findings are always similar. Employees want to know that they have done a good job – and that you noticed. Employees want to be thanked and appreciated.
A leader of employees makes other people feel important and appreciated. The leader excels at creating opportunities to provide rewards, recognition and thanks to his or her staff. A leader creates a work environment in which people feel important and appreciated.
_______________________
How is the current climate at your organization? Do employees feel appreciated? When was the last time an employee satisfaction survey was conducted? What were the results and what actions were taken? Do all employees have the opportunity to be recognized?
By Susan M. Heathfield, About.com Guide
Employee recognition is limited in most organizations. Employees complain about the lack of recognition regularly. Managers ask, “Why should I recognize or thank him? He’s just doing his job.” And, life at work is busy, busy, busy. These factors combine to create work places that fail to provide recognition for employees.
Managers who prioritize employee recognition understand the power of recognition. They know that employee recognition is not just a nice thing to do for people. Employee recognition is a communication tool that reinforces and rewards the most important outcomes people create for your business.
When you recognize people effectively, you reinforce, with your chosen means of recognition, the actions and behaviors you most want to see people repeat. An effective employee recognition system is simple, immediate, and powerfully reinforcing. Employees feel cared about and appreciated. It may seem simplistic, but people who feel recognized and cared about produce more and better work.
Employee Survey Pinpoints Recognition
In a client employee satisfaction survey, the question about whether the company cared about the welfare and happiness of its employees drew divergent views. Some people agreed; others disagreed.
So, the Culture and Communications team put out a second survey asking what would make the employees feel as if the company cared about them. We developed several answers employees could check and supplied room for their comments and additional thoughts.
Fifty-five percent of the respondents said that praise and attention from their supervisor would make them feel as if the company cared about them and their well-being. As you might also expect, money, benefits, and events such as company lunches ranked high, too. But recognition from the supervisor ranked above all other choices.
I have sponsored similar surveys in different organizations. The findings are always similar. Employees want to know that they have done a good job – and that you noticed. Employees want to be thanked and appreciated.
A leader of employees makes other people feel important and appreciated. The leader excels at creating opportunities to provide rewards, recognition and thanks to his or her staff. A leader creates a work environment in which people feel important and appreciated.
_______________________
How is the current climate at your organization? Do employees feel appreciated? When was the last time an employee satisfaction survey was conducted? What were the results and what actions were taken? Do all employees have the opportunity to be recognized?
Wednesday, August 25, 2010
SAVE THE DATE....October 27, 2010!
The Orange Revolution is coming to the Baltimore/Washington Metro area!
Stay tuned for more details about this special research unveiling and learn how you can engage and motivate your team to achieve world-class results.
Stay tuned for more details about this special research unveiling and learn how you can engage and motivate your team to achieve world-class results.
Monday, August 16, 2010
Create a great team with tips from a groundbreaking study
Using a 200,000-person study on employee engagement, authors Adrian Gostick and Chester Elton wrote the New York Times mega-bestseller The Carrot Principle. Their research revealed there are three principles that the best managers follow when recognizing and appreciating their employees:
1. Make it frequent.
The research showed that employees in the best workplaces receive some form of recognition every seven days. This includes verbal praise, emails of thanks, handwritten notes, and so on.
2. Make it specific.
Praise must be specific to what matters most in your organization. General praise can actually backfire, since it implies that you haven’t noticed an employee’s unique contribution.
3. Make it timely.
Day-to-day recognition should be timely to the action, showing that you are paying attention. When employees go above and beyond, they expect your thanks—or quite simply, they might not go above and beyond again.
For even more insights into leadership, contact us to download a complimentary copy of the first chapter of Elton and Gostick’s latest book, The Orange Revolution (coming September 2010). The book features the findings from a 350,000-person study showing the characteristics of the world’s best teams.
1. Make it frequent.
The research showed that employees in the best workplaces receive some form of recognition every seven days. This includes verbal praise, emails of thanks, handwritten notes, and so on.
2. Make it specific.
Praise must be specific to what matters most in your organization. General praise can actually backfire, since it implies that you haven’t noticed an employee’s unique contribution.
3. Make it timely.
Day-to-day recognition should be timely to the action, showing that you are paying attention. When employees go above and beyond, they expect your thanks—or quite simply, they might not go above and beyond again.
For even more insights into leadership, contact us to download a complimentary copy of the first chapter of Elton and Gostick’s latest book, The Orange Revolution (coming September 2010). The book features the findings from a 350,000-person study showing the characteristics of the world’s best teams.
Monday, August 2, 2010
Wow! I was so impressed with the new training that is based on the new book Carrot Revolution, that I had to post a clip of the training! Check it out!
Chester Elton sent this to us.
'In the short four days it has been on You Tube we have already had 400 views! Give it a look and see what you think. http://www.youtube.com/watch?v=flVSMKw71L0
There will be several more videos that we will shoot and use in the training, this is just one and we think brings a new dimension to this training with real clients and real people.'
Chester Elton sent this to us.
'In the short four days it has been on You Tube we have already had 400 views! Give it a look and see what you think. http://www.youtube.com/watch?v=flVSMKw71L0
There will be several more videos that we will shoot and use in the training, this is just one and we think brings a new dimension to this training with real clients and real people.'
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