Effective Engagement Matters
Bob Nelson, Ph.D., is one of the leading experts in the United States on how to inspire, recognize and engage employees. His best-selling "1001 Ways to Reward Employees" offers insight based on ongoing research at The Peter F. Drucker Graduate Management School, as well as Nelson's work with more than 1,000 organizations.
Now Maritz, a St. Louis-based provider of employee recognition and sales incentive solutions, is offering a leadership engagement tool that aims to help leaders effectively use employee recognition. The latest addition to Maritz Recognition Studio, Leadership Engagement targets company leadership to engage and inspire them to use employee recognition more effectively to attain organizational goals.
Research conducted by both Nelson and Maritz shows that the number-one reason cited by managers for not using recognition is that they don't know how to do it well. "This solution available from Maritz allows leaders to be better able to recognize employees, which is vitally important to a company's success," Nelson said.
According to Mark Peterman, vice president of marketing for Maritz Motivation, the suite of tools combines Nelson's expertise on informal recognition with Maritz's experience with formal recognition. "The addition of Leadership Engagement to that suite of tools helps organizations reach the heads, hands and hearts of their leaders, raising both the awareness and the skill level of all leaders in systematically providing recognition to their employees," Peterman said in a press release.
Maritz Leadership Engagement uses Celebrity Service Institute's research-based E-Experiences method to deliver an integrated set of skills and competencies layered in over time to sustain permanent change. The Institute uses a spaced repetition model with diverse experiences, from interactions and simulations to online role play, interactive testing and real-time feedback and coaching.
"Typically, while the content delivered in traditional classroom training can be important, most of the time it produces very little lasting impact because too much information is delivered too fast," Nelson said. "It's like trying to drink from a fire hose, while what's really needed is more of a drip irrigation system to allow for learning that is layered in over time, providing participants the chance to integrate their learning into on-the-job application and in the process systematically building their competencies."
Leadership Engagement marries critical employee needs, such as involvement and autonomy, with essential leadership behaviors, such as manager support and recognition. Companies that understand the critical needs of their employees, from traditionalists to generation Y, will be able to better attract, retain and develop key talent, as well as enhance the customer experience and build a strong and loyal client base in years to come.
For more information, visit www.maritz.com.