As one of the megatrends, some people call it a hype, “Bring Your Own Device” or just short BYOD shows strong two digits growth rates across all businesses and across the globe. More than 50% of the employees think, that BYOD lets do their job better. They are familiar with their own devices and these devices offer features that are not standard in every company and provide more flexibility. On the other hand, BYOD increases risks for the IT environment of a company and demands more tools and more attention from IT department.
Motivating employees can not be done by raising their salary. This isn’t really a new perception, but still money is the biggest issue when talking about the compensation package for a new or existing job. As the Infographic below shows, rewarding and recognition of employees has a significant impact on motivation. “Free” recognition and virtual rewards have become increasingly important in today’s workforce over tangible, high cost rewards.
More than that, a strategic approach for rewarding and recognition drives business results. Therefore some companies have already started with programs to support and increase the motivation of their employees. Motivated employees are more engaged and this is one of the key drivers for growth. Some continuous improvement strategies like TPS, LEAN and Six Sigma have “built in” recognition strategies to motivate team members and accelerate cultural change to adapt their company to future challenges.
Some of the new trends and hypes may also be incorporated in these recognition strategies:
- Bring Your Own Device (BYOD)
- Social Media Integration
- Idea Management
The most important thing by integrating such supporting strategies is providing instant and personal (positive) feedback to the employees. Recognize and reward your employees and you will see a lot of positive effects on the bottom line.
Im ersten Teil zum Thema “Home Office” wurde der radikale Kulturwechsel von Yahoo bzgl. der Freiheit der Mitarbeiter von zu Hause aus arbeiten zu dürfen, untersucht. Seit Februar 2013 ist “Home Office” bei Yahoo nur noch unter gewissen, stark eingeschränkten Bedingungen möglich. Wichtige Argumente waren damals, dass durch “Home Office” auf der einen Seite die Innovationsfähigkeit von Yahoo leiden würde, auf der anderen Seite aber auch die Kommunikation und Arbeitsgeschwindigkeit der Mitarbeiter reduziert wäre. Nun, etwa vier Monate später, gibt es erste Stellungnahmen zur Wirksamkeit des “No Home Office” seitens Yahoo. [Read more…] about Home Office – schädlich für Innovationen? (Teil 2)
In every company employees have to follow processes. Employees receive trainings for these processes and the performance of the processes is measured. On top of that a lot of companies have introduced continuous improvement or breakthrough methodologies like TPM, Six Sigma and so on. But, does Six Sigma really drain employees’ creativity? Does Six Sigma really kill innovation? [Read more…] about Does Six Sigma Really Drain Employees’ Creativity?
Most of all employees know it: the annual review. This is the dreaded performance review together with your boss to walk through your accomplishments and targets for the past year. Generally you will also talk about some areas where you need improvements and the trainings to participate for the coming year. But, does this really make sense to talk about performance gaps or training gaps that had occurred months before under concrete circumstances? [Read more…] about The Annual Performance Review – a Dying Dinosaur?
Google Glass ist ein technisches Meisterwerk, welches die “analoge” Welt des Menschen noch näher an die digitale Welt, den “Cyberspace” heranführen wird. Die Grenzen zwischen dem “ich bin hier” und dem “ich bin drin” werden verschwimmen. Google Glass wird dabei oft als Datenbrille bezeichnet. Dem ist es jedoch nicht so. [Read more…] about Google Glass – wie es funktioniert
Jabil shows flexible and standardized automation philosophy [Read more…] about Jabil’s Automation Philosophy