Blog | Employee Incentive Information | Performance Management | Divvy

Empower yourself. An interview with Diane Ingram

We bring you interview two with author, teacher and coach, Diane Ingram. Diane conducts workshops for business leaders, entrepreneurs and employees on tapping our talents. Her emphasis is on personal empowerment, presenting a unique approach.  In our last interview, Diane talked about how we can create a performance culture within our organization.  In today's interview, we discuss her latest book: "SHINE! Be Empowered and Engaged at Work" Her ideas put focus on finding purpose, meaning and clarifying values. Qualities she says dramatically impact our personal, professional lives and overall performance. How to empower youself and live with purpose is where we go in our interview with Diane.

Topics: Experiences Employee Engagement Taico Incentive Services Results

Human Resources. Where to find the stones and walk on water!

Job Title: VP Human Resources.
Job Function: recruiting, labor relations, compensation, benefits, payroll, computer skills, organizational development, support sales and safety departments, tons of paperwork, create regular reports, Spanish a plus, oversee communications, boost loyalty while retaining employees, manage multiple tasks in spite of frequent interruptions, solve every problem, ability to walk on water.
OK, so I added the "walk on water" part. That's what we hear sometimes from HR executives we work with. It often feels like this. When you know where the stones are, you can easily follow them underfoot to safe harbor. As one ex-military friend Bill M. told me, "If you're infantry you're the unit's direct value component, everyone else is support." In the manufacturing environment, you are of direct value to the company being on the plant floor building a product or selling it to customers. Otherwise you're just part of the support team. In hospitals and medical organizations if you are the nurse or physician, you are directly caring and healing patients. Your work has direct value. The remaining personnel are considered a supportive role. The point is that in every organization there are individuals who's activities add direct value and those who provide a supportive function.  In the past, HR's role was more a supportive one. Today you are being asked to do more and be of direct value in ways that impact profits and performance. For example, one of HR's biggest challenges is retaining great employees and improving loyalty.  More than ever, of direct value to an organization's financial health. Here are some important ways to engage, retain and encourage loyality from employees.

Topics: incentive technology Communication Employee Engagement Loyalty Programs Employee Retention Sales Performance points-based recognition program

Stress is drowning your hospital personnel! Here's how to get air!

“We know from speaking to our members who work at our hospital that morale is suffering and stress levels are on the rise. We are fearful for what the future holds for patients, for our nurses and health care workers. We know our members want to be able to provide patients with the compassionate care they deserve." says Glen Turp Director Royal College of Nursing Yorkshire. According to the US Dept of Labor, stress levels among hospital workers are indeed on the rise. Big time. The destructive effects of stressed out, burnt out hospital employees can hurt everybody. Maybe you're one of its victims. However, if you have been living life on this planet, the idea of experiencing a completely stress free lifestyle is ridiculous, impossible and even unhealthy. Knowing when healthy stress levels move to unhealthy ones is key. Building a workplace culture that engages, motivates and recognizes your nurses, facilitators, staff physicians and other personnel for their contribution brings happier employees.  Its no secret that creating a happier staff creates happier patients. Adding recognition impacts the individual to contribute to morale, quality of care, industry reputation and your bottom line. Here are some ideas that will help you and your organization breath easier again.  
 
I remember jogging along a beautiful wooded area in upstate New York last summer.  Then some days later I began to experience chills, shakes and headaches. During one highway drive down a crowded, busy lane, I found out I couldn't steer my car. I had lost muscle control of my arms and legs. My close friends, John and Ellen came and rushed me to the emergency room.  My diagnosis? Lyme disease. I am very grateful to everyone who made themselves available to me throughout my recovery. That's the power of recognition. The doctor said I would be out of commission for a while. His orders included no appointments or plans for two weeks, minimum.  No business, no clients. I was naturally anxious. The hospital personnel at Henry Hudson Hospital were upbeat, attentive and supportive. They made me feel I was in goods hands. I followed their protocol. I exercised, changed my diet, got quiet and got well. I deeply thanked them all and told them I hope they're getting bunches of recognition and rewards. Maybe. That's the power of recognition and my practicing healthy stress. The stress of making healthy changes actually boosted my immune system.

Topics: employees retaining your valued employees Communication CFO Performance