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engagement industry briefs

LAX MEASUREMENT
A spot subscriber survey
among ESM readers CULTURE WARS
reveals that while just
over half employ Social Kim Heyer, Marketing Manager at BlessingWhite, writes on
Media as part of their the frm’s website that perks are important for recruiting the
engagement arsenal brightest talent, but they may actually keep the wrong (aka
and two-thirds use some disengaged) employees in the organization as well. “This
kind of Recognition got me thinking,” she says, “about the difference between a
Program, only 32% have ‘Perks Culture’ and a ‘Purposeful Culture.’ A purposeful culture
Assessment Surveys in centers on a compelling mission and core values, with shared
place to measure the accountability for maintaining the culture and delivering results.
effectiveness of their A purposeful culture, when combined with a killer business
various strategies. Just strategy, drives an organization’s performance and can tie
over half (53.8%) say they directly to positive bottom-line results. A free lunch does not
offer Incentive Programs, make a culture. My point is a culture based on perks can be
roughly split between dangerous! Without a clear purpose, an organization is at risk
Merchandise (37%), Travel of sitting on its successes and drifting over time into a state of
Awards (34%) and Gift low performance. Alternatively, in the absence of a purpose,
Certifcates (38%). an organization can become solely focused on driving results,
leading to burnout and employee churn.”

IRF INVITATIONAL
The Incentive Research
Foundation announced that its
21st annual Incentive Invitational
will be held May 28-June 1,
2014 at Secrets Puerto Los
Cabos Golf & Spa Resort in San
Jose del Cabo. The Incentive
Invitational is the IRF’s most
important annual fundraising
activity for research surrounding
motivation and incentives. This
year’s Education Day, dubbed
Innovating Incentives: Cutting-
Edge Technology and Bold
Ideas, will feature a number
of fast-paced, engaging and
interactive sessions with
ENGAGED MILLENNIALS speakers ranging from top
academics to key consultants.
Aon Hewitt has released its annual list of Best Employers These sessions will also offer
in Canada, revealing that Millennials – the generation attendees a frst look at three
entering the workplace after 2000, who have often been new IRF studies.
characterized as self-interested, diffcult employees –
are becoming more engaged the longer they’re in the
workforce. The survey measures how well organizations
perform in six key areas: Leadership Excellence, Manager
Effectiveness, Enabling Productivity (how well organizations
equip employees to do their jobs), Growth & Development,
Valuing & Appreciating Employees and Overall Employee
Experience. This year, average employee engagement was
78% at Best Employers, roughly on par with last year’s 79%.
The average for other participants was 58%. The study
also suggests that the long-held assumption that part-time
Millennials are less engaged than their full-time counterparts
is simply not true.

6 engagement strategies Vol.17 Issue 4