Category Archives: Multigenerational Workforce

Orchestrate a Culture of Rock Stars

A performer standing on stage facing the crowd with his hand in the air

Do you wonder what the magic is behind the most successful companies?  OR how YOU can become the next success story?  Rock star performances are driven from individuals with fundamental skills who are nourished by a dynamic, responsive and engaging corporate culture.   Cultivate a garden of rock stars by building a culture of reliability, accountability, and responsibility plus leading powerfully, passionately and purposefully.

Do this by:

  • Capitalizing on individual strengths and exploiting them
  • Utilizing trust as the foundation of your culture
  • Motivating, coaching and developing high potentials

Remote Workers

A short time ago Marissa Mayer, CEO of Yahoo!, shocked all telecommuters when she implemented a corporate policy preventing telecommuting.  Her actions left those who work from home defending their privilege!

  • A 2014 study by the Society for Human Resource and Families and Work Institute found that “67% of companies allow workers to work remotely occasionally, up from 50% in 2008” and
  • A Gallup State of the American Workplace report found that people who work remotely are more engaged, enthusiastic and committed to their work — but only if they work outside the office 20% of the time or less.

So where does your company land in all this?

It seems to me as though file sharing, electronic communications, and mobile workplaces have made working from home a very easy solution and one that seems to satisfy younger generations and their need for flexibility.

While I believe the flexibility is critical to recruiting and maintaining the top performers, I also believe in the value of good old-fashioned face-to-face interactions.

There is little that can take the place of the accountability that comes from sitting down with your employee, the communication and flow that comes from employees conversing sporadically to get informed and the  camaraderie that comes from everyone working together to reach a desired end!

 

Face Time STILL Your Biggest Asset

The millennials moving into the workforce come with a big imaginary technology bubble wrapped around them.  Corporate leaders see Generations Y and Z coming and mistakenly make room for the bubble to fit through the door – offering social media, instant messaging, texting, skype, e-mail and other remote communication methods.

facetme

A recent study by Randstad identifies that 51% of Gen Z and 52% of Gen Y chose the face-to-face meeting as their preferred form of communication.  Less than 20% of each generation said they prefer e-mail.

These amazing statistics bode well for your organization.  The traditional, culture-building team meetings are still top on the list, even for your newest team members!  The need for human interaction remains strong.

For generations, it has been proven that communication is critical to the success of an organization.  As corporate leaders in an evolving workplace, maintaining the grass roots communication should be a priority.  It is face-to-face where we can see expressions, emotion and gestures – all things that are very difficult to gauge when utilizing newer forms of technology.

Plan a meeting, invite everyone.  The technology is simple and the results exponential!

Happy Holidays!!

holiday2015

Happy holidays to you and yours from our President, Dianne Durkin, and all of us here at Loyalty Factor.  May your final days of 2015 be merry and bright, and may you have the happiest and most successful New Year!!

Face Time Still Your Most Valuable Asset

The millennials moving into the workforce come with a big imaginary technology bubble wrapped around them.  Corporate leaders see Generations Y and Z coming and mistakenly make room for the bubble to fit through the door – offering social media, instant messaging, texting, skype, e-mail and other remote communication methods.

A recent study by Randstad identifies that 51% of Gen Z and 52% of Gen Y chose the face-to-face meeting as their preferred form of communication.  Less than 20% of each generation said they prefer e-mail.

These amazing statistics bode well for your organization.  The traditional, culture-building team meetings are still top on the list, even for your newest team members!  The need for human interaction remains strong.

For generations, it has been proven that communication is critical to the success of an organization.  As corporate leaders in an evolving workplace, maintaining the grass roots communication should be a priority.  It is face-to-face where we can see expressions, emotion and gestures – all things that are very difficult to gauge when utilizing newer forms of technology.

Plan a meeting, invite everyone.  The technology is simple and the results exponential!a500-virtual-team

The Environmental Crisis, Part II

How can leaders ensure their business “weathers the storms” of the environmental crisis?  Sustainable operations, coping with a shortage of natural resources and their rising costs will drive the need for innovation, creativity, and change.

The main challenges for business leaders include:

  • Transformational thinking – Strategies, structures, decision making, operations, cultures, processes and procedures must all evolve to minimize environmental impact. Innovation will be necessary on a massive scale.  Creative, strategic and conceptual thinking will be critical leadership skills.
  • Execution – Change initiatives rarely fail at the conception stage; successful execution is what so often eludes organizations. Leaders with a track record in delivering business change will be prized.
  • Visionary Communication – As agents of transformation, leaders will need to inspire employees to strive to achieve the new, sustainable organization. And they will need to spell out with total clarity what it means in practical, everyday terms for individuals’ roles and performance.
  • New forms of collaboration – The intellectual power to deal with climate change will be beyond any one leader or even organization. Collaborations across functions and with external partners will become essential.  Competitors will be forced to come together to find shared solutions.

treemindDianne Durkin, founder of Loyalty Factor, has a plethora of leadership programs to help guide your leaders through this transition.  Contact Loyalty Factor at dmdurkin@loyaltyfactor.com to schedule a personal consultation with Dianne Durkin to receive a free proposal for a leadership program specifically created for your organization.

Idea Agent

Anyone who has been surrounded by creative artists, writers or musicians knows creativity often comes along with strong – even conflicted – personalities.  Leading a creative team means harnessing this conflict and managing it to benefit, not detract from, the work.

In Idea Agent, Lina M. Echeverria explains that an understanding of each human being and the way he or she relates to others needs to be the guide.  It continues with being comfortable with conflict and with understanding that arguments and discussion are as essential to science as experimentation itself.

The secret to leading a creative team lies in establishing cultures where leaders exhibit flexibility through:

Responding to needs and identifying opportunities

  • Creating unorthodox career paths and letting people move outside their groups
  • Respecting ideas and needs of the whole self
  • Embracing new ideas
  • Accommodating life-needs
  • Changing directions willingly and abandoning tried-and-true ways

In summary, to excel in breakthrough innovation the leader of the organization must create a culture defined by beliefs, attitudes, energy and continual interaction.  It must be a culture of creative engagement and liberating values.  This will create a network that is vital for innovation.
Loyalty Factor has been helping businesses embrace creativity and innovation for over 19 years.  For more information on the value of a corporate culture that welcomes innovation, contact Loyalty Factor at www.loyaltyfactor.com.

 

Relationship Economics – David Nour

What’s the most valuable asset you or your business possesses?  Is it your physical resources?  Your intellectual properties? Your work force?  Your skills and knowledge?  All are important aspects of business success.  But you can’t get the most advantage from any one of them if you don’t make the right strategic investments in your relationships.  It’s called building relational capital. 

 David Nour in his book Relationship Economics offers 3 things you can do to build relational capital:

 Become More Interesting:

Did you know that only an estimated 27 percent of all Americans have a valid passport?  Travel, whether domestically or abroad, is a perfect opportunity to expand your horizons, provide unique perspectives on very different social styles, and in the process, hopefully provide you with a new outlook on not only how we as US citizens view the world but also how the rest of the world views us.

 Build a Personal Brand:

Regardless of your profession, when others engage you, buy from you, work with you, or trust and invest in you, they are in essence buying three things: your product or service, the perception of the company behind the product or service, and the brand called you. 

 Become Known for Content:

As a mentor often reminds me, “If you don’t toot your own horn, there is no music!”  How are you combining content – your unique ideas, insights and perspectives – with context and applying it to specific situations of others to improve their condition?

Dianne Durkin, President of Loyalty Factor, offers personal coaching.  Contact Loyalty Factor (www.loyaltyfactor.com) today at dmdurkin@loyaltyfactor.com to schedule your session and get moving forward towards building a strong personal brand! 

An Employee Would Work an Extra Week for an Incentive Program

CommunicatingEmployees Would Work an Extra Week for an Incentive Program

Staples Advantage, the business-to-business division of Staples, Inc., released the results of a survey that found one-third of office workers would be willing to put in an extra week of work each year if it meant their company would implement an incentive program. Respondents at companies that already have such programs say they are:

• More Valued (85%)
• Happier and More Motivated at Work (70%)
• More Loyal to their Company (65%)
• More Productive and able to get Better Results (60%)

A staggering 70% of employees at companies without incentive programs say they’d love to work for a company that has one. In addition to working an extra week each year, these employees would be willing to make other sacrifices if it meant their company would implement an incentive program – 30% say they would take on extra responsibilities, and more than 40% would be in favor of forgoing the annual holiday party.

What is your organization doing to implement incentive programs? For help in implementing creative, cost effective programs, contact Loyalty Factor at 603-334-3401.

ESM: Engagement Strategies Magazine, Nov/Dec 2011

DD-Queen-of-Loyalty-2011

 

Dianne Durkin is president and founder of Loyalty Factor, a specialized consulting and training company that enhances employee, customer and brand loyalty for some of the nation’s most prominent corporations and many smaller businesses. Durkin has over 25 years experience in finance, direct sales, international marketing and training and development.

Dianne’s proven expertise lies in helping companies quickly get to the core issues and outlining their impact on the organization’s profits, productivity and people. She authored “The Loyalty Factor: Building Employee, Customer and Brand Loyalty,” and the newly released “The Power of Magnetic Leadership: It’s Time to Get R.E.A.L.”

Info Exchange – Are You Prepared to Manage Generation Y?

Welcome to the Loyalty Factor Information Exchange, a bi-weekly service providing summaries of major publications and books on various management and customer relationship topics. 

 Loyalty Factor has been instrumental in helping companies:

  • Increase Customer Satisfaction by 20 – 33%
  • Increase Revenues by 50% in 18 months
  • Increase Manufacturing Production by 200% in 18 months
  • Simplifying mergers and acquisitions

Our information exchange this week highlights the article, “Understanding Y: Learn how to recruit Generation Y workers and how to make them stay by Christine Luporter from WomenConnect

Just as you’re getting used to dealing with Generation X, along comes the next demographic group. Generation Y, as some call it, is composed of those born after 1977. What are they looking for from their employers?

 

Here’s how Generation Y college students answered one survey when asked what they wanted in their first jobs:

  1. A fun work environment
     
  2. Growth opportunities
     
  3. Competitive salary
     
  4. A wide range of projects to work on
     
  5. Good benefits, including healthcare, profit sharing, and 401(k)
     
  6. Opportunities to learn and develop new skills, paid for by the company
     
  7. Travel opportunities
     
  8. Flexible work schedules


Whether born in 1950 or 1980,

when people are happy at work,
they are more productive and engaged
about the well being of the company.

 

For keynote addresses, seminars, and/or worships on managing and integrating Generation Y into your workforce, contact Dianne Durkin at Loyalty Factor. She has researched and presented on this topic for over 7 years and her dynamic presentation style clearly articulates the message .

 

Incredible Feedback from the NAPBS Annual Conference Keynote Address

Special thanks to the National Association Background Screeners (NAPBS) Annual Conference attendees last week in Nashville, Tennessee! Dianne Durkin’s keynote on Managing Change in Environments that are Redefining Themselves received the following feedback:

 “Dianne’s presentation was extremely insightful. It really helped me to reevaluate my business and outline very clearly how I can grow my business in the future.”

“Thank you for the excellent presentation at the NAPBS Conference. Your energy and knowledge are second to none!”

“It was great to meet you, and I was inspired by what you said! I’m ready to go out and build my business. Thank you for teaching us.”

“Dianne you were absolutely wonderful to hear and probably one of the most powerful woman speakers I have heard in a long time. Thank you!”