by tara | Jul 24, 2014 | Blog
Given the amount of money, time, and resources it costs to recruit, hire, and train an employee it is a wonder why we so often hear from potential clients that they are faced with significant turnover challenges. More curious is why so few companies don’t really do much to specifically address it. Combating the turnover issue ultimately alleviates a host of other potential costly pitfalls.
Taking the time to understand what your employees need and want before they walk out the door is critical. Baseline surveys or even just regular sit-downs with HR empower employees to gain some control over their own destiny within the company. Enabling employees to weigh-in on what works, what doesn’t, as well as to offer suggestions for the future engages them and can secure their buy-in to the company’s next steps. Even if an employees’ suggestion is not implemented – they feel involved in the process and valued for being able to even give input at all.
The exit interview (if conducted) is often the time when employees reveal their real concerns, dislikes, and ultimate reasons for leaving. By checking employee temperatures along the way – a company can have a greater chance at preventing their departure while reaping the many benefits (financial or otherwise) that are tied to employee loyalty.
Click here for an interesting blog on the topic. The author outlines the Six E’s of Engagement and the top ten reasons why employees really quit – based on a survey of 20,000 “job quitters.”
by tara | Jul 23, 2014 | Blog
Hello from Fleet Safety in Schaumburg, IL! We have had a great show and heard about many interesting challenges related to driver safety. One of the things that has struck me the most about our visit is that so many people we have spoken with not only have driver safety concerns but also wellness concerns.
We have been talking about wellness for quite some time and 100% believe that it is directly tied to safety. The fact is that a workforce that is less healthy is less safe. In addition, those employees cost a company more overall whether it is related to insurance, lost time, or both.
I think one of the key takeaways is to analyze all of the factors that contribute to the safety of your employees. Sometimes, it’s not just the obvious. While making sure a driver doesn’t have an accident is paramount – consider that their health and overall wellbeing impacts their ability to stay alert, react quickly, move swiftly, and more. Focusing on wellness is another way to achieve a safer workforce and ultimately reduce claims and associated costs.
by tara | Jun 23, 2014 | Blog
Wearable technology is gaining momentum in the world of consumer electronics particularly since the Consumer Electronics Show took place this past January in Las Vegas where many new products were unveiled.
This technology is also gaining traction in employee health and wellness programs. Here at All Star, we are currently in the middle of a Biggest Loser weight-loss competition that is happening in tandem with a step competition. In the step competition, employees can utilize either their wearable Fitbit device or a company-issued pedometer. These programs are optional and offered as part of our overall Wellness Program. More than half of the company’s employees are taking part in the walking competition with 10 of the participants (and counting) wearing Fitbits. During the 8-week program, employees are eligible to earn points based on individual and team stepping success.
What company executives here and elsewhere want to know is – does this type of technology motivate users to increase their healthy activity? Based on All Star’s own case study and the countless articles that keep popping up on the topic – it certainly seems to be the case. In fact, many Fortune 500 companies have begun issuing the technology to employees as part of their own wellness initiatives.
Based on this growing trend and its’ positive impact on the health of users – insurance companies are also paying attention. It will be interesting to see how wearable technology evolves and continues to play a role in wellness programs. Furthermore as the technology advances and likely gains the ability to track additional biometrics we can consider potential future benefits in the areas of personalized health care and reduced health care costs and insurance premiums.
These benefits may be a ways off but the movement is there. Consider taking a look at some of the more interesting articles on the topic listed below.
Article I
Article 2
Article 3
by tara | Jun 20, 2014 | Blog
Stats, fact and figures, and data in general can be a tricky thing if not used properly. This type of information can often have a wow factor to help prove a point, sway a vote, inform an audience, or just support an overall argument.
Here at All Star, we use them often to relate what is happening in our industry – we talk about engagement, loyalty and safety all with the support of research studies highlighting key data that reinforce why rewards and recognition programs work and what makes them successful.
One of the single-most frequent questions I get, from prospects and clients alike, is “How will I know my program is working?” What we often find when talking with potential clients is that most of them do not have a benchmark of where their audience (employees, customer, etc.) currently stands relative to their program objectives. This, of course, makes it quite difficult to really begin to measure results. Ultimately, if a program’s results can’t be measured – then one cannot quantify the value of the program being proposed or implemented.
It is truly critical to mine this data prior to launching a program. Depending on the type of program being launched – this information may include safety records such as accidents and near-misses, sales figures, customer service scores, employee satisfaction levels, retention, and more. In some cases, companies may have this information on hand and in other situations the data may need to be obtained through additional surveys and research. In either case, it is important that the data be pulled together and used as the yardstick by which to measure all future results.
The next step in the data process is to measure results frequently – collect data along the way and analyze it so that you may use it to your advantage. If the results of your data are not measured against the benchmark – then it is just data for the sake of data. Be sure to take the information and utilize it to refine and enhance your program. Even facts that show your program is on a successful trajectory have the ability to identify areas where improvements can be made.
At minimum, we would recommend that program results be analyzed annually but consideration should be given to more frequent assessments to insure that the program is on its way to achieving company goals as well as a positive ROI.
by tara | May 30, 2014 | Blog
Sales incentive programs are an effective tool when considering additional ways to motivate your sales force. One objection I hear time and again from potential customers is that their sales people are already heavily compensated with commissions and other cash-like awards so therefore there really is no need for any additional recognition or rewards.
At All Star – we feel strongly that is not the case. Survey results published by the Aberdeen Group and distributed by the Incentive Research Foundation certainly speak to the fact that non-cash incentives and recognition are a sure-fire way to push your sales force to greater heights.
Interestingly enough the survey also takes into consideration incentives and recognition programs that are managed in-house as well as by an outside provider. Findings indicate that those companies utilizing an outside resource outperform those that do not when looking at key performance indicators.
Check out the full paper with results here.
