Blog | Employee Incentive Information | Performance Management | Divvy

Why marketing needs employee engagement

When examining notable Chief Marketing Officers like Marissa Riccardi, Michael Lazerow, Eileen Zicchino, Simon Clift, Pamela Kaufman, Terri Graham, and so many others, a common understanding is shared. Employee engagement dramatically affects the success of building your brand.

“When it comes to clients, it’s all about trust,” notes CMO Eileen Zicchino. “When we look at our brand attributes, it’s about character, intelligence, and strength. Our employees help us put the client first. Our workforce works very closely with them which, in turn, builds our brand. It must be about relationships and trust even if it means we have to turn away business.”

The promise your brand makes to customers is powerfully delivered through the behaviors of your workforce. They are your brand ambassadors. With every move, they represent your brand and they are what differentiates you in the marketplace. All the advertising dollars in the world can proclaim how great your products are or how customer-focused your company is but it’s not enough. How your receptionist answers the phone, how accessible your customer service hotline is, and how well you serve the interests of your clients is what ultimately wins and retains customers.

Properly identifying what makes your brand valuable while helping employees to live and breathe your brand promises will result in superlative employee and customer experiences. That’s what you want.

The focus then becomes how best to collaborate with your employees to match brand values with your customer requirements. What are your strengths? What are you excellent at? What is innovative about you? Are you delivering on your promises? Does your workforce enthusiastically advocate for your brand’s message?

Topics: Employee Engagement Employee Recognition employee training Results Suggestion Programs Employee Incentive Programs Social Engagment Tools Employee ideas Chief Marketing Officer CMO marketing

What is a happy employee? What is an engaged employee?

Companies today want to attract and retain the best quality talent. Some of these same organizations believe the best way to do this is to offer the most enticing perks one can imagine— sauna rooms, nap areas, free lunch, paid days off, afternoon bowling, and the list goes on.

Much confusion remains among employers as to the differences between a happy worker and an engaged worker. Of course, anyone would be happy with a free lunch but the point here is that being engaged must come before being happy. They are not necessarily exclusive. They just need to be put in the right order. Your highest ideal, as an employer, is the development of a productive, creative, loyal, and passionate workforce. That will happen when you have engaged your people. The results will also affect your customer base because your engaged employees will take better care of them. Your customers, in turn, will tend to stick with you.

If you are a forward looking brand, you will have to contend with the economic uncertainty out there among consumers. No one has to tell you, the customer is always right even when they’re not. Although the level of consumer skepticism is high, this can work to your advantage if your employees are inspired to provide great customer service and experience. For example, an employee may be happy at work but not necessarily investing their energy on behalf of your organization.

When surveyed, some employees might even claim to be happy and satisfied with their job but will not hesitate to jump ship when another “opportunity” comes along. By coming to a better understanding of what it means to be happy, satisfied, and engaged, you can take intelligent steps to improve your overall workforce retention and performance.

Topics: incentive programs Rewards Communication Employee Engagement Employee Retention Employee Recognition Results engaged employee

Employers. Jump over your obstacles and increase performance!

My friend, John A, called me about all the new taxes affecting his music company. He was a bit anxious about his ability to continue operating in the black while retaining his talented employees. After some discussion he decided the best thing to do was to reach out to his accountant to get professional advice. John asked, What can I do to reduce my tax burden, I am already at the limit. His accountant's reply? "Well John you're doing everything right and by the book. Seems to me you're just going to have to make more money.", then hung up the phone.
Businesses today, across the country, face the very same problems. Regulation, not enough growth capital, health care costs, energy costs, more taxes, complexity of taxes, uncertainty about the economy's future. Sure, if you have the time, the money and the mentality to lobby legislators all day long for relief, more power to you. Frankly I haven't found one business owner, large or small, who enjoys such luxuries. Irrespective of the obstacles being imposed on you by regulation and economic uncertainties, facing these gremlins squarely will help you survive and excel. Here we look at the most pressing obstacles you face and ways to jump over them.

Topics: incentive technology retaining your valued employees Communication Employee Recognition CFO performance improvement solutions Results

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

Peer to Peer recognition. What to know before taking the plunge!.

"I was very honored to be nominated by my co-workers for my efforts in the company," noted project specialist for a high profile technology company.  "I will go above and beyond for anything that my team needs in the future. And it makes me want to be more aware of all the people around me and what I can do to recognize other employees."
Workforce community recognition or peer to peer can be an effective, low cost approach for reducing turnover, boosting performance and morale. Co-worker acknowledgements inspire. When a peer recognizes a colleague it creates strong bonds within the workforce conducive to all doing a better job. Another plus is the lessening of pressure on managers and senior leaders already overburdened with additional work responsibilities. Peer to peer recognition is positive and personal. One example is the peer nomination structure in the entertainment industry. Winning a peer driven Tony or Oscar is largely what makes it so prestigious. However, before you decide to make the move to a co-worker recognition initiative, here are some observations I hope you will find helpful.

Topics: Service Awards Communication Employee Engagement Employee Recognition wellness programs Sales Attendance Rewards and Recognition Results

Designing your incentives program.

In response to requests we receive about incentive best practices, here are some ideas and general guidlines. With some simple planning and the assistance of an incentive professional, you can initiate, develop, launch and implement an effective employee sponsored corporate incentives program. At the outset I also recommend downloading our free incentive planning guide.

Topics: incentive programs Communication Employee Engagement incentive and reward solutions employee training Results incentive program