Trivia Questions For: Chester Elton, Acclaimed Expert in Employee Motivation & Recognition

As part of our “Trivia Questions For…” blog series, where I interview experts in the fields of human resources, employee/workplace behavior, experiential marketing and corporate team building activities in NYC & elsewhere, I am delighted to have caught up with Chester Elton, internationally-recognized motivation & recognition expert.

Known as the “Apostle of Appreciation” in the press, Chester is a New York Times bestselling author of The Carrot Principle and The Orange Revolution. A highly sought-after keynote speaker, he is co-founder of The Culture Works, a workplace consulting firm specializing in culture, engagement, leadership and teamwork. He is the co-author of the new book All In: How the Best Managers Create a Culture of Belief and Drive Big Results.

Today, I am asking Chester about employee motivation, recognition & reward in a challenging economic environment:

1.     Companies in NYC and beyond are still suffering from the impact of the 2008 financial meltdown and subsequent economic crisis. How has this affected workplace morale?

Inevitably economic downturns have a huge impact on morale. Even survivors are affected by seeing co-workers lose their jobs—not to mention the fact that raises and bonuses have been slashed, and everyone is doing more with less. That’s why our recent research for our book All In showed that it’s no longer enough to have engaged people, because we are burning them out. We’ve got to find ways to energize our people too.

2.     Given the current workplace climate, what is the biggest “hidden” challenge which employees face, that management and HR simply aren’t aware of?

Making sure people feel connected to business and helping them understand that what they do matters and makes a difference. Creating that feeling of “connection” is one of the most important ways we can engage our people and get that extra effort we’ve been seeking.

It’s a small thing, but at Pixar, everyone is called a “Filmmaker.” It helps everyone realize what they are doing in their company—creating great movies.  And it helps everyone know that whether they work in the office or in maintenance or in animation, everyone is working to put another blockbuster on the big screen.

3.     With so much belt-tightening going on, many companies simply cannot afford to compensate employees appropriately. What are the most effective non-monetary ways companies can motivate & reward staff, to otherwise show that they genuinely appreciate their efforts?

The most effective non-monetary reward is this: It depends.

Some of your people may value time off to be with their families. Others may value an opportunity to work on a high-profile project. Others may want a party. You have to get to know your people. Just because you think something is a great reward doesn’t mean others will.

I am also a huge fan of the Handwritten Note. These costs almost nothing and count big. In many ways it is a lost art. It takes only a few minutes and people appreciate the personal touch. I challenge people to get in the habit of writing 3 notes a week and sending them to the employee’s home when appropriate. They can share it with their families and it is a personal touch that is missing from most work places today.

4.     Companies employing extremely bright knowledge workers are always concerned about employee loyalty. What should managers be doing more/less off to retain top talent in a competitive marketplace?

There is no substitution for great talent and sharp minds. No one has too many great minds. And, of course, when you have bright and capable people on your team you should do everything possible to keep them. Here’s the biggest problem. One recent survey showed almost 70 percent of companies have identified their high-potential people, but only 30 percent have told those people they have such potential. So, first step, tell them they are valued!

 5.     What is the absolute wrong approach to motivating, rewarding and retaining employees in the current economic environment?

Too may leaders are afraid to give any kind of individual recognition and so they make any celebration too general and try to include everyone in their praise. But general praise has no impact. Those managers who walk around saying ‘Great Job!” to everyone motivate exactly no one. Employees know who is working hard and who isn’t, who is creating real results and who is just filling up a chair. Make sure that when you call out great work that you are Frequent, Specific and Timely. With the emphasis on specific—tied to one of your core values.

6.     In The Carrot Principle, you emphasize that successful managers are those who provide their employees with frequent and effective recognition. How does employee recognition boost the bottom line?

Employees who are recognized at least every 7 days have higher retention levels and higher engagement scores. We showed in The Carrot Principle that companies that are more effective at recognition are more than three times more profitable than those that are poor at this art. Does it pay? Absolutely.

7.     What team skills aren’t being practiced & rewarded enough in today’s workplace, significantly impacting productivity?

Communication can always use improvement. We call this idea “No Surprises.” This means we have open, honest conversations and we help our employees feel “in” on things. It’s amazing how energizing it is for people to simply be included in the good news and the bad.

 

Now, Chester has a trivia question he’d like to ask YOU:

Q)           According to research from the Gallup Organization, what is a positive relationship ratio in the workplace (and life) in terms of “Recognition” to “Coaching?” 

The correct answer may surprise you…!

Do you have other questions or comments regarding this interview? Please feel free to respond by using the “Leave a Reply” box  below!