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Is Favoritism the Secret to Productivity?
In a recent study, the University of British Columbia Sauder School of Business assessed whether preferential treatment in the workplace would build or break top-performing teams. In a survey of 357 participants, results showed that the preferential treatment of high-performing employees increased feelings of self-worth for these favored employees. With a higher sense of value, these employees created a more productive work environment. A recent article from Human Resources Executive Online further explains that although this study illustrates a strong correlation between preferential treatment and productivity, it does not conclude that favoritism is the only method to achieve high performing teams.
Click HERE to view the full report...
The Quickest Way Your Employee's Heart? Through Their Stomach.
Seamless.com, an online food delivery service, recently surveyed 1,200 companies (with 20 employees or more) to evaluate whether free food in the workplace stimulates a high-performing work environment. The survey results illustrated that company-provided food was considered by employees as a form of recognition. When organizations showed appreciation to their team through food, employees became more engaged in their work. Other highlights from the report include:
- Over 50% of those surveyed said free food would positively influence their decision on whether or not to accept a job offer.
- 60% said free that free food encourages socialization amongst employees during meal times.
- 33% said that free food would increase their attendance at optional company events.
- Over 50% said when their company provides food, they are more likely to make smarter decisions regarding meal choices and nutrition.
Click HERE to read the full article...
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Acknowledging Accomplishments
Someone in your organization deploys a new process, lands a new client, saves the company money through new efficiency, etc. What do we do? Considering these accomplishments at year end when bonuses and raises are considered is too long to wait. Instead consider some no-cost recognition. Have the CEO send a personal note to the employee acknowledging the event and congratulating the employee. Maybe even have this done in person. Perhaps the congratulations message comes as an email to the employee, with all other employees copied. Recognition for successes is a great, low or no cost way to boost employee morale....which can translate into happier employees that don't easily leave your firm.
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Interview Question of the Week
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Q: We want to offer a bonus for employees who refer candidates for open positions that result in a newly hired employee. What do you see as the standard for these types of bonuses and policies?
A: Employee referrals are a great way to help your sourcing effort. The standard these days varies...but most firms offer anywhere between $500 and $2,000 per hire. The bonus tends to be contingent on the new hire staying with the firm for a period of no less than 3-6 months, at which time it is paid. One other bit of advice - hand out the checks at a company meeting. You get great internal buzz and PR, motivating even more referrals in the future.
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Legal Disclaimer
Information provided in The OperationsInc Navigator is researched and reviewed by the HR experts at OperationsInc. The information in every issue of The OperationsInc Navigator is in part gathered via information available in the public domain, as well as in part the original, copyrighted work of OperationsInc and is protected under U.S. copyright laws. As such, you may not reprint or publish in any format any article or portion of article The OperationsInc Navigator without the express permission of OperationsInc. OperationsInc provides the information in this e- newsletter for general guidance only. The information provided herein should not be used as a substitute for consultation with professional human resources, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation.
We encourage you to pass along any issue of The OperationsInc Navigator by forwarding it to friends and colleagues. |
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Quick Links... 
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Regulatory Process Delays New Jersey's New Pay Equality Poster and Notice Requirements from Taking Effect
Click HERE for article
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FMLA Poster Update
Click HERE for article
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IRS Eradicating Form 5500 Penalty Notices
Click HERE for article
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OK to Use Current I-9
Click HERE for article
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2013 FCRA Requirements
Click HERE for article
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2013 Minimum Wage Increases
Click HERE for article
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HSA and FSA Limits for 2013
Click HERE for article
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WTPA Notice of Pay due 2/1/2013
Click HERE for article
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Upcoming Training Events
March 12, 2013
Norwalk, CT
E-Mail Etiquette Breakfast 'N Learn
March 20, 2013
Webinar: Interview Skills Basics
March 20, 2013
Norwalk, CT
Sexual Harassment Prevention & Awareness Training
March 22, 2013
March 28, 2013
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Did You Know...
OperationsInc offers Exit Interview Services, which enable organizations to more accurately and confidentially measure why its employees are leaving. Through this process, we will assess the drivers of turnover and identify potential issues within your organization before they have a further destructive impact on your company's overall success.
How We Do It:
- OperationsInc will work with you to identify the exact methodology for collecting and reporting your Exit Interview data.
- Interview questions are customized to target specific challenges and / or problem areas your organization may have previously encountered. These questions typically focus on the employee and his or her reason for leaving, overall satisfaction, and any changes he or she would make in the organization.
- Interviews are performed via telephone by our team of seasoned HR experts. Exit Interview Questionnaires will be delivered to the client within 24 - 48 hours of the interview. In addition, aggregated reports and trends analysis can be completed monthly, quarterly, or annually.
The multiple sources of data gathered throughout the process can provide your organization with a richer foundation of information.
As a non-partisan, third party, OperationsInc can gain a deeper insight and provide your organization with a richer foundation of information.
Click HERE for more information.
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